If you were hiring counselors in 2021 or 2022, you remember what it felt like.

We were all doing our best just to staff our programs. We spent a lot of energy selling our camps, convincing prospective staff how great the job was, how fun it could be, and how meaningful it would feel. 

And we meant every word — but what we learned the hard way is that when you have to convince someone to come to camp, you end up spending the entire summer convincing them to actually do the work and stay! 

This summer, we had a real “aha!” moment as we reviewed the performance of our new staff. Many of them gave minimal effort, more than half lacked genuine initiative and hesitated to jump in, and most failed to make quality connections with our campers. It occurred to us that we had grown accustomed to our “COVID style” of hiring and  forgot that camp needs people who see this not as a summer job, but as meaningful work that requires empathy, patience, and purpose.  

Looking ahead to 2026, we decided that we no longer need to convince candidates why they should pick us — they also need to sell us why they should be hired! 

So, we have reinvented our hiring approach.  

We look for people who can articulate why they belong at our camp. We want candidates who understand the kind of community we build and are eager to contribute to it. It’s not about arrogance or performance. It’s about alignment — between who they are and what this work demands. 

We’ve built a four-step interview process designed to filter for commitment, reflection, and readiness. It is intended to reveal not only their skills, but their heart. We’re no longer trying to “close the deal” — we’re building relationships with people who are already sold on the work.

Step One: Initial Conversation

The first conversation is a genuine get-to-know-you. Why camp? Why now? 

Step Two: Skills and Experience

This involves diving deeper into what they bring to the table, their experience working with kids, and examples of how they collaborate with others. 

Step Three: Director Interview

The director interview is a values-based conversation. We talk about care, community,  and what it means to be on our team. 

Step Four: Prearrival Check-In (Re-Interview)

A few weeks before staff arrive, we reconnect.  It’s a chance to ensure they’re still aligned with what they shared months earlier — that the energy, enthusiasm, and self-awareness they showed in interviews is still there. Sometimes life changes, and that’s OK. This step gives both sides space to confirm it’s still a good fit. This final step has been a game-changer. It ensures we’re not just hiring potential — we’re welcoming people who are ready to show up fully. 

We added more reflective questions that give us insight into a candidate’s mindset —  how they respond to challenges, what brings them joy, and how they define success in working with kids. We’re looking for people who’ve done their homework, who understand our values, and who want to be part of this community. 

Our 2026 goals are clear: to have staff will arrive with intention. They will take ownership of their roles. They will understand that camp isn’t just fun — it’s hard and  important work. And if they come for the right reasons, they bring energy, kindness, and resilience that can’t be trained — only invited. 

Photo courtesy of Liberty Lake Day Camp in Bordentown, New Jersey.

This blog was written on behalf of ACA's Project Real Job, whose goal is to support camps in their efforts to recruit, hire, and retain staff. 

Sandy Rubenstein is the co-owner and director of Camp Wingate*Kirkland, an all genders day and overnight camp in Cape Cod, Massachusetts with her husband Will. She loves spending time with her two daughters, riding her Peloton and eating gummy bears. Sandy can be reached at [email protected].