How to hire a camp manager

How to hire a camp manager, step by step

Here's a step-by-step camp manager 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 manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new camp manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a camp manager, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a camp manager to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a camp manager that fits the bill.

   This list shows salaries for various types of camp managers.

   Type of Camp Manager	Description	Hourly rate
   Camp Manager		$12-28
   Communications Project Manager	A communications project manager is in charge of overseeing the development of internal and external communication materials. Their responsibilities typically revolve around performing research and analysis to identify client or company needs, developing effective communication strategies, coordinating different teams to ensure the quality and accuracy of projects, setting objectives and goals, and managing schedules and budgets... Show more	$28-58
   Special Projects Manager	A Special Projects Department is a vital part of the research and development branch in a company to design and create new products and services for customers to use. The special projects manager's responsibility is to request and allocate funds, personnel, and a specialist to the project... Show more	$31-58

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cleanliness
   • CPR
   • Role Model
   • Kids
   • ACA
   • Logistics
   • Front Desk
   • Payroll
   • Food Service
   • Ministry
   • RAN
   • Behavioral Issues
   • Oversight
   • Safety Guidelines

   Check all skills

   Responsibilities:

   • Manage and supervise the development and execution of program, including fiscal oversight, funding initiatives, and new partnerships.
   • Schedule all activities for week-long kids camps.
   • Facilitate outdoor activities for kids revolving around science, technology, engineering and math.
   • Implement a comprehensive counselor in training program to ensure consistent leadership by helping campers with developing productive and positive life skills.
   • Assist educators with daily activities, crafts, assignments and small group organization for student transport & perform morning bible lessons.

   More camp manager duties

3. Make a budget

   Including a salary range in your camp manager job description helps attract top candidates to the position. A camp manager salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a camp manager in Tennessee may be lower than in Rhode Island, and an entry-level camp manager usually earns less than a senior-level camp manager. Additionally, a camp manager with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average camp manager salary

   $38,929yearly

   $18.72 hourly rate

   ---

   Entry-level camp manager salary

   $25,000 yearly salary

   Updated December 5, 2025

   Average camp manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$53,178	$26
   2	Washington	$44,336	$21
   3	Nevada	$38,886	$19
   4	Oregon	$36,648	$18
   5	Minnesota	$33,678	$16
   6	Virginia	$32,997	$16
   7	Missouri	$30,836	$15
   8	Louisiana	$30,510	$15
   9	Mississippi	$29,509	$14
   10	Colorado	$28,966	$14

   Average camp manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	ADM	$43,245	$20.79	4
   2	KBR	$41,560	$19.98	48
   3	Alutiiq	$41,463	$19.93	8
   4	VCA Animal Hospitals	$40,486	$19.46
   5	Live Nation Entertainment	$38,418	$18.47	16
   6	Oklahoma Baptist Homes for Children	$37,364	$17.96
   7	Target Hospitality	$37,160	$17.87	2
   8	Prison Fellowship	$36,752	$17.67	2
   9	Aramark	$32,282	$15.52	3
   10	Scheels	$32,032	$15.40
   11	Boy Scouts of America	$29,357	$14.11	3
   12	City of Eugene	$28,224	$13.57
   13	Spartan Race	$27,926	$13.43	1
   14	House of Blues	$27,152	$13.05
   15	The Salvation Army	$26,846	$12.91	46
   16	Girl Scouts of the USA	$26,692	$12.83	33
   17	Sky Ranch	$24,890	$11.97	1
   18	YMCA of Greater Richmond	$23,674	$11.38

4. Writing a camp manager job description

   A camp manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a camp manager job description:

   Camp manager job description example

   Carnegie Mellon University's Facilities Management & Campus Services (FMCS) department is searching for a Zone Supervisor (Facility Manager) and Electrical Trade Supervisor! This is an excellent opportunity for someone who thrives in an exciting and challenging work environment. The supervisor serves in a leadership role as the trade supervisor for electricians across the organization and will ensure the training, development, and skills expertise for the Electricians.
   As such, this position requires the incumbent to be a licensed electrician.
   
   Under the direction of Director of Facilities Operations, the Zone Supervisor (Facility Manager) is responsible for daily operations and execution of various maintenance and repair tasks within multiple buildings on campus. The role develops a team of union personnel, including Lead Operating Engineers and Journeymen Skilled Trades. This job is deemed emergency essential and involves being on site during regular working hours as well as for major projects, events, and emergency response after hours.
   
   Our values: Dedication, Impact, Collaboration, Creativity, Empathy, Inclusion, Integrity, Sustainability and Safety, reflected in the value of our workforce and our community through the planning and execution of every facet of our work.
   
   Electric Trade Supervisor Responsibilities:
   Trade supervisor oversight for electricians. Responsible for managing staff regarding reviewing timesheets, absence requests and ensuring minimum coverage requirements for after hours, weekends and Holidays. Requires a knowledgeable understanding of union/CMU agreement and related work-practices. Lead all aspects of required annual and NEC training. Provide onsite training opportunities through local VFD, electrical and lighting vendors. Oversee electrical requirements for events on campus and pull permits as vital for temporary event support such as Carnival, Commencement and Orientation. Manage elevator operation and maintenance contract for the university. Ensure annual certifications are completed and coordinate repairs as needed. Work with contractors, project managers and FMCS trades to schedule and coordinate electrical shutdowns. Review MOP's (method of procedure) to assure that planned shutdowns are being performed in a safe manner. Development and implementation of NEC required Arc fault study.
   
   Zone Supervisor (Facility Manager) Responsibilities:
   Manage daily operations, maintenance, and repair of multiple buildings on campus. Majority of maintenance and repair is conducted with in house staff, inclusive of trades such as steamfitters, HVAC mechanics, electricians, plumbers, and laborers. Provide technical oversight for building infrastructure to include equipment installation, maintenance, and repair. Obtain services from outside contractors to perform work which cannot be performed by in house efforts. Complete all necessary procurement documentation and project agreements required for contract work. Providing oversight of daily operations and management of academic services; answering complex questions, and help staff work through difficult situations. Ensuring procedures and guidelines are consistently carried out Investigates, identifies, and addresses long-range facility infrastructure needs, unusual problems or questions affecting facility maintenance. Works with others to develop plans and budgets. Evaluate existing preventive maintenance plans for equipment reliability and identify deficiencies or corrections within Maximo that need to be addressed. Review design and construction documents for compliance with university standards. Perform on-site inspection of renovation/maintenance/repair/construction jobs for quality conformance with plans and specifications. Ability to operate and effectively utilize IT systems such as Maximo, Excel, and Word. Basic ability to navigate control programs to view trends and acquire information from various BAS and Lighting Control systems such as Lutron, Crestron, ALC, and Metasys. Fosters collaboration within the work group and exhibits the customer service philosophy to one another thru working with different trades/shifts/supervisors/customers. Timely and adaptable to customers. Communicates effectively with customers in explaining subjects so that the desired outcomes are achieved, and the customers' expectations are handled appropriately. Provides safe work environments for employees, visitors, and customers.
   
   Qualifications:
   High School Diploma or GED required. 5-8 years of related work experience required. Proven experience in electrical construction, electrical maintenance, or facilities maintenance preferred. Must be a licensed (master) electrician in the City of Pittsburgh. License information must be submitted at the time of application with resume to be considered. Experience with various lighting control systems preferred. Ability to proficiently navigate systems to identify problems, troubleshoot and resolve issues. Experience with variable frequency drives preferred. Supervisory or leadership experience working with unionized workforce preferred. Ability to prioritize, goals, and objectives. Ability to maintain composure when dealing with difficult situations and/or individuals. Ability to pay close attention to detail; keep and maintain accurate and detailed reports and records. Ability to understand and follow strategic direction from divisional leadership.
   
   Requirements:
   Successful Background Check Pre-employment drug and alcohol screen
   
   Are you interested in this opportunity? Apply today!
   
   CMU's COVID-19 Vaccination Requirements: As a condition of employment, Carnegie Mellon University requires all staff and faculty working in the United States to be fully vaccinated, including a booster when eligible, against COVID-19. Prior to commencement of employment, new hires in the United States must provide proof of vaccination or obtain an approved exemption. (Exemptions may be requested for medical reasons or for religious or strong moral or ethical conviction.) Those granted an exemption must comply with all applicable COVID-19 mitigation requirements. The most up-to-date information on CMU's COVID-19 mitigation requirements can be found here: Minimum Requirements to Return to Campus.
   
   Location
   Pittsburgh, PA
   Job Function
   Facilities Operations
   Position Type
   Staff - Regular
   Full Time/Part time
   Full time
   Pay Basis
   Salary
   More Information:
   
   Please visit "Why Carnegie Mellon" to learn more about becoming part of an institution inspiring innovations that change the world. Click here to view a listing of employee benefits Carnegie Mellon University is an Equal Opportunity Employer/Disability/Veteran . Statement of Assurance

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right camp manager for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with camp manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   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 manager

   Once you have selected a candidate for the camp manager position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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