How to hire a camp leader

How to hire a camp leader, step by step

Here's a step-by-step camp leader hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a camp leader job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new camp leader
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The camp leader hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A camp leader's background is also an important factor in determining whether they'll be a good fit for the position. For example, camp leaders from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents camp leader salaries for various positions.

   Type of Camp Leader	Description	Hourly rate
   Camp Leader	Recreation workers design and lead recreational and leisure activities for groups in volunteer agencies or recreation facilities, such as playgrounds, parks, camps, aquatic centers, and senior centers. They may lead activities such as arts and crafts, dance, sports, adventure programs, music, and camping.	$11-19
   Activity Coordinator	An activity coordinator is someone who creates and plans activities, outings, and events in various settings. Typically, they oversee creating programs, staffing events, and supervising the implementation of activities... Show more	$13-21
   Activities Director	An activities director is responsible for planning engaging events for the participants, considering individual interests and the safety of procedures and resources. Activities directors guide the activity staff on assisting the participants, ensuring that they are comfortable with joining the activities... Show more	$12-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CPR
   • Kids
   • Customer Service
   • Child Care
   • Work Ethic
   • Core Values
   • Emergency Procedures
   • Incident Reports
   • Safety Guidelines
   • Role Model
   • Summer Program
   • Safety Procedures
   • Summer Camps
   • Conflict Resolution

   Check all skills

   Responsibilities:

   • Guide and nurture campers by accompanying them to and assisting with camp activities, and lead hiking and canoe trips
   • Acquire certificating in CPR and basketball referee at youth level.
   • Administer first aid mouth to mouth and CPR.
   • Research and implement compliance with ACA standards and procedures.
   • Provide small group instruction for students to strengthen reading and mathematics skills.
   • Deliver leadership, implement learning objectives, and facilitate strategic lesson plans.

   More camp leader duties

3. Make a budget

   Including a salary range in your camp leader job description is one of the best ways to attract top talent. A camp leader can vary based on:

   • Location. For example, camp leaders' average salary in nevada is 53% less than in alaska.
   • Seniority. Entry-level camp leaders 44% less than senior-level camp leaders.
   • Certifications. A camp leader with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a camp leader's salary.

   Average camp leader salary

   $14.97hourly

   $31,134 yearly

   ---

   Entry-level camp leader salary

   $23,000 yearly salary

   Updated December 5, 2025

   Average camp leader salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$40,325	$19
   2	Maine	$39,447	$19
   3	California	$39,140	$19
   4	Washington	$38,848	$19
   5	Wyoming	$35,960	$17
   6	Minnesota	$35,029	$17
   7	District of Columbia	$33,589	$16
   8	Maryland	$33,396	$16
   9	Virginia	$30,282	$15
   10	Colorado	$30,095	$14
   11	Arizona	$29,278	$14
   12	Pennsylvania	$29,263	$14
   13	Illinois	$29,007	$14
   14	Montana	$28,748	$14
   15	Missouri	$27,842	$13
   16	Ohio	$27,175	$13
   17	Georgia	$26,775	$13
   18	Florida	$25,410	$12
   19	Texas	$24,011	$12
   20	Nevada	$18,975	$9

   Average camp leader salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	University Of Minnesota Physicians	$34,798	$16.73
   2	The Pennington School	$33,991	$16.34
   3	Learning Care Group	$33,514	$16.11	2
   4	Grandbridge Real Estate Capital	$32,421	$15.59	154
   5	CORA Services	$32,325	$15.54	1
   6	Associated Recreation Council	$32,324	$15.54
   7	Mad Science Group	$32,069	$15.42	4
   8	Pasco	$31,178	$14.99
   9	Galileo	$30,715	$14.77	21
   10	Cabela's	$30,429	$14.63
   11	City of Aurora	$30,376	$14.60
   12	University of Maine System	$30,198	$14.52
   13	Maryland	$30,084	$14.46
   14	Englewood Ohio	$29,243	$14.06
   15	Americorps	$29,182	$14.03	10
   16	Scheels	$29,150	$14.01	4
   17	Christian Camps and Conferences	$29,114	$14.00
   18	Nobel Learning	$28,849	$13.87
   19	City of Northglenn	$28,745	$13.82
   20	Goddard School	$28,394	$13.65	11

4. Writing a camp leader job description

   A job description for a camp leader role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a camp leader job description:

   Camp leader job description example

   OUR COMMITMENT TO EQUITY
   The Y actively promotes a culture free from bias and injustice. We are dedicated to removing institutional and systemic barriers that result in oppression and racism. We will be accountable to marginalized communities for creating equitable and sustainable environments where social justice is woven into every facet of our programs, and by caring for our communities in a culturally versatile and respectful manner.
   
   SUMMARY
   Orkila specializes in two types of expedition experiences. The first are our Leadership Development Institute (LDI) courses. We offer two- and three-week LDI courses that combine wilderness travel with time spent at Orkila to take advantage of youth work and leadership experiences, time spent on a challenge course and service projects at Orkila and in the Orcas Island Community. Our pure expedition (kayaking) courses send teens out into the San Juan Islands for one, two and four weeks of adventure, peer to peer leadership and skill development. Trip leaders will often get the opportunity to lead both types of courses in a typical summer spent working at Camp Orkila.
   
   What you'll get from working at The Y
   • Membership to the YMCA of Greater Seattle for you and your household
   • Free access to mental health resources
   • Rapidly-accruing paid time off (PTO) available immediately upon hire
   *Some benefits only available to full-time staff
   
   The YMCA of Greater Seattle is committed to providing a positive atmosphere that prioritizes safety and inclusivity for all employees. The YMCA of Greater Seattle has implemented safety standards and protocols related to preventative health measures based on CDC and local health department guidelines.
   
   As of March 12, 2022 COVID Vaccinations Requirements for this role are Highly Recommended. Certain programs at the Y of Greater Seattle may require proof of vaccination, in compliance with local state and federal guidelines. If applicable will be assigned within onboarding. To see requirements for each program within our association, click here. Responsibilities ESSENTIAL FUNCTIONS
   1. Supervises a group of participants while at camp and in the field. Ensures that all participants are accounted for and safe at all times.
   2. Plans, schedules, and facilitates program activities that are developmentally appropriate and which promote camper skill and character development.
   3. Assesses personal and environmental factors to mitigate risk.
   4. Maintains safety and cleanliness standards. Takes special note of individual camper or personal needs or concerns on a daily basis. Shares cleaning duties with fellow staff.
   5. Participates in staff meetings and trainings.
   6. Assures that all of the program outcomes are met.
   7. Ensures the health and safety of all participants and staff.
   8. Teaches participants proper equipment usage and assures that all equipment is well maintained.
   9. Maintains communication with supervisor as determined.
   10. Communicates personal or camper needs to supervisor in a timely manner.
   11. Maintains equipment in a sound and safe order.
   12. Follows YMCA policies and procedures, including those related to medical and disciplinary situations, child abuse prevention and emergencies.
   13. Other duties as assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   WORK ENVIRONMENT
   This job operates at a seasonal residential camp, both inside and outdoors.
   
   PHYSICAL DEMANDS
   The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
   
   While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. This position requires the ability to occasionally lift store or janitorial products and supplies, up to 50 pounds.
   
   POSITION TYPE/EXPECTED HOURS OF WORK
   This seasonal camp position is exempt from minimum wage and overtime regulations per State of Washington wage and hour law.
   
   TRAVEL
   This position is required to live onsite at camp. All travel required for work will be done by YMCA Authorized Drivers. Qualifications POSITION REQUIREMENTS
   1. 21 years of age or older.
   2. Current Wilderness First Aid and CPR certification.
   3. Current Wilderness First Responder or WEMT very strongly preferred.
   4. Lifeguard Certification strongly preferred.
   5. Documented skills in one or more of the following: kayaking, sailing, bike touring, rock climbing, backpacking, and challenge courses.
   6. Skills in teen leadership development.
   7. Willingness and ability to meet the rigorous physical demands of the position.
   8. Ability to meet YMCA driving requirements preferred.
   9. Current Washington State food handlers permit preferred.
   10. Ability to participate in activities that involve rigorous activity in an outdoor setting, including, but not limited to hiking, boating, camping and swimming.
   
   PREFERRED EDUCATION AND EXPERIENCE
   • One or more years of college preferred. Other applicable education, training, and experience, which provide the knowledge, abilities, and skills necessary to perform effectively in the position will be considered.
   • Knowledge of and previous experience with diverse populations (language, culture, race, physical ability, sexual orientation, etc.). Ability to speak any language in addition to English may be helpful.
   • Experience with anti-racism practices and coalition building. MISSION STATEMENT
   Building a community where all people, especially the young, are encouraged to develop their fullest potential in spirit, mind, and body.
   
   OUR VALUES
   • Respect
   • Responsibility
   • Honesty
   • Caring
   • Passion for Excellence YGS is an equal opportunity employer and is committed to creating a diverse and equitable work environment. Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other status protected by local, state, or federal law.
   
   All job offers are contingent on the results of a background check. We participate in the Federal E-Verify system. We can recommend jobs specifically for you! Click here to get started.

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5. Post your job

   To find the right camp leader for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with camp leaders they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit camp leaders who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your camp leader job on Zippia to find and recruit camp leader candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit camp leaders, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new camp leader

   Once you've found the camp leader candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new camp leader first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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