The Key to Landing the Best Camp Talent? Flexibility

Note: A version of this Blog ran as part of the American Camp Association’s (ACA) Blog Series. 

At CampHire, we interview more than 500 candidates each spring, many of which are perfect for camp. But as we all know, qualifications are just half the equation. Alignment on dates, housing, travel, and compensation can often be the barrier between a successful hire. As we often say, “everybody has their story!” (no candidate is perfect). 

In 2022 we saw a significant increase in candidates pushing for more flexibility from camps when considering offers. Top talent always has options, and many are evaluating camps based on whether or not they are willing to accommodate their requests. 

Here’s a sample of what we’ve heard from candidates so far:

• “I want to get paid bi-weekly instead of at the end of the summer” 

• “I need a few hours a week to complete an online course”

• “I’d like to attend a pre-planned trip in the middle of the summer”

• “I want to work one month, not two”

• “I want my significant other to join me at camp on weekends”

• “I want my camp experience to count as an internship”

• “I’d like to attend staff training virtually”

• “I need to leave camp early for school or work”

Sound familiar? The camps that are landing the best talent are those that are taking these requests in stride, and finding creative solutions to make them work. Directors that are serious about building high performing teams are saying “yes” to these requests, and are being rewarded by landing the most sought after talent on the market. 

While camp is a fabulous place to spend a summer, candidates shouldn’t have to make sacrifices that are a detriment to their professional, educational, and financial goals, as well as their overall happiness and wellbeing. If your camp structure is rigid and inflexible, you’re likely settling for candidates that make the most logistical sense, while missing out on candidates that will add the most value to your team. 

What more proof that this works? Check out this thread from the Summer Camp Professionals Facebook group. Kudos to Travis Nichols from YMCA Camp Wiyaka for starting the conversation, and the other directors that chimed in with success stories of their own. Let their testimony be your call to action.

FAQs

What does flexibility mean in camp hiring? 

Flexibility in camp hiring means adapting on schedule (partial seasons, split weeks), role scope (hybrid or multi-role), compensation structure (hourly vs. stipend), and housing (on- vs. off-site). Camps that offer more flex consistently attract better candidates in tight markets.

Why does flexibility matter for camp staff retention? 

Modern camp candidates — especially Gen Z and young professionals — value autonomy, control, and work-life balance. Rigid camp schedules and policies lose candidates to more flexible seasonal employers. Flex policies directly impact application volume, acceptance rate, and year-over-year return rate.

What types of flexibility can camps realistically offer? 

Camps can offer flexibility on start/end dates, part-season roles, one day off per week, compressed schedules, remote pre-season prep, and hybrid on-camp/off-camp housing. Even small flex policies (e.g., one guaranteed weekend off) dramatically improve candidate appeal.

Does offering flexibility hurt camp operations? 

Managed thoughtfully, no. Flex policies require more scheduling work upfront but reduce turnover, cancellations, and burnout during the season. Most camps that implement flexibility report net operational improvements within one season, not degradation.