September, October, and November

  • We take feedback from the summer, our observations, and our goals and work to review and revise the onsite structure, job descriptions, compensation plans, and schedules in order to get ready for hiring a great upcoming summer team!


  • End of the month – Seasonal position applications are open! Anyone can start applying. 


  • We start talking to potential returning staff members about next year.
  • Mid-month – Interviews for new applicants open up, and we get to chat with tons of cool folks. 

February & March

  • Offer letters go out to candidates we want to join the team! 
  • Continuing: interviews


  • Onboarding paperwork (all the fine print forms you need to work at camp safely and be paid) starts going out through the onboarding portal 
  • Training dates for Summer are released and put on lots of calendars
  • Headfirst HR will host “Onboarding Office Hours” to answer any questions and make sure staff are confident with their paperwork 
  • Continuing: interviews, offer letters


  • Training takes place virtually!
  • Continuing: interviews, offer letters, onboarding 


  • In-person site-specific trainings take place, and then CAMP STARTS!
  • Continuing: interviews, offer letters, onboarding 

Summer! June, July, and August

  • Camp is running!
  • The Talent team doesn’t stop: we will continue interviewing through the summer to make sure we have awesome staff to help keep our kids safe and having fun. 

Non-negotiables for all team members

  • At least 16 years old by first day of work 
  • Reasonable proximity to onsite camp location

Experience & qualities

While there are no specific criteria we look for in our team members, we do ask that you are an enthusiastic learner, committed team player and willing to use this opportunity to grow as an individual and a team.

We have positions for anyone interested in working with children, working in sports, and/or working outdoors. Many of our team members have experience playing the sport, coaching, mentoring, babysitting, or even teaching.

The best way to determine the level experience needed is to review the “About You” section of our job postings.

For our Leadership roles, we generally require at least two years of team-leading or coaching experience, with some tangible skill related to their role, while our team members working more closely with campers may be first-time team members, simply require a great mindset and attitude to grow and learn on a quickly-moving team.

After reviewing the programs and our site locations, go to our Talent website and search for roles by site. Find the one that best fits your skills and interest, and complete an application. 

We want to help you find a position that’s a great fit, so let’s talk about it! We value diversity and inclusivity across our Headfirst community, and we strongly encourage individuals from underrepresented groups and those who might need a reasonable accommodation to apply. Your online application MUST be complete before we are able to review it and reach out to set up an interview.

Congratulations on making it to the next step in the hiring process! During our peak season, we do our best to move quickly in the hiring process, but please know that it can take 1-2 weeks to hear back from our team on a final decision.

Here’s what’s involved:

1. You interviewed: You talked, we listened, we answered your questions. Boom! Done. Nice job. 

2. We review: The person who interviews you makes notes about your skills, mindset, location, and availability, and considers where you’d fit best in our camp staff puzzle.

3. We talk as a team: We discuss each candidate with our hiring team, share what we’re excited about, and why we want to bring them on board. 

4. We follow up: This can go a few ways: 

  • We send you an offer letter! This will come via email from our talent system and include a digital offer letter for you to review and sign. READ IT ALL! And then sign (we hope) because you’re so pumped to join us at camp this summer. 
  • We ask to chat some more – We may have a few more questions or want to talk about shifting you to a different role. This can happen if a role was filled or we think you’d be a better fit in a different program. 
  • We say, “Sorry, not this year” – Sometimes it’s not the right fit. This could be from experience, skills, or not being qualified for a position. 

5. Then, the ball’s in your court. We ask all candidates who receive an offer letter to reply in THREE BUSINESS DAYS. Yep, three. That helps us keep things moving. We will reach out at least once if we don’t hear from you, but after that, we may rescind your offer or move onto other candidates. 

6. After you sign… (We hope you will!) We will be in touch about upcoming paperwork, trainings, live video Q&A sessions, and deadlines. There’s a lot to do before camp starts!

We interview upwards of 700+ people from January to August in a given year, so please, check-in with us if you have not heard anything within one month of your interview, please reach out to the Talent representative with whom you spoke. 

You should receive an update via email — not by phone — regarding the status of your application. 

We’re here to be a resource for you! If you cannot find what you need here, please reach out to us through our Talent Helpline.