By HitchPath Team — — 9 min read
The most important thing to understand about private campground positions: they're employment, not volunteering. You're on a payroll, you have employment protections, and you can be let go.
This distinction creates a fundamentally different experience from federal volunteer programs. The accountability is higher. The structure is more formal. The income is real. And the total compensation — wages plus site value — is typically higher than comparable volunteer arrangements.
For workampers who need income rather than just a free site, private campgrounds are the core of the job market.
With over 500 locations across the US and Canada, KOA is the most recognized campground brand and a significant workamping employer. Individual KOAs are independently franchised — each location operates under the KOA brand but is owned and managed locally.
What this means for job seekers:
Typical roles at KOA:
Pay range: $13–$18/hour is typical, plus a free site. Benefits vary by franchise owner.
Sun Communities operates over 100 RV resorts and manufactured home communities, primarily in the Sun Belt. Their operations tend toward larger, more amenity-rich properties with pools, clubhouses, and activity programming.
Profile: More resort-like than a traditional campground. Guests at Sun properties tend to be longer-term residents or frequent returnees rather than one-night campers.
Roles: Host and grounds staff, maintenance, activities director, gate attendant, office administration.
Pay: $14–$20/hour typical; benefits available to full-season employees.
Equity LifeStyle is one of the largest owners and operators of manufactured home communities and RV resorts. Their RV resort properties (often branded as RV resort or seasonal camping communities) range from destination facilities in resort areas to long-term living communities.
Profile: Similar to Sun Communities — more structured, longer-term resident focus at many properties.
Roles: Maintenance, office administration, activities, grounds, gate.
Pay: $14–$20/hour typical; benefits available.
Encore operates a network of membership-based campgrounds and RV parks. Thousand Trails is their membership network. Properties range from simple campgrounds to full-resort facilities.
Profile: A mix of property types. Some are seasonal camping parks; others function more as RV communities.
Roles: Host, maintenance, office, activities.
Pay: $13–$18/hour typical.
Beyond the chains, thousands of independent campground operators post positions on HitchPath and other workamping platforms. These positions vary enormously:
The upside of independent operators:
The downside:
When evaluating a listing, look beyond the headline and check:
Site details: What type of hookup does the host site include? If it says "full hookup," confirm whether that includes sewer or just water and electric. Confirm amp service (30 or 50 amp).
Hours and schedule: How many hours per week? Which days are off? Is the schedule consistent, or does it rotate?
Compensation breakdown: Wages (hourly or stipend?) plus site value. Calculate the total monthly package.
Duties: Is this a traditional camp host role, or does it include significant maintenance, store operations, or other responsibilities?
Contract length: Is there a minimum commitment? What's the penalty or notice requirement for early departure?
Benefits: For longer-season positions at larger chains, are health benefits available? What's the eligibility period?
Watch for vague listings. "Great opportunity for the right couple" with minimal specifics about pay, hours, and site details is a yellow flag. Professional operators provide this information upfront.
For listings from independent campground owners (not major chains), additional due diligence applies:
Search the campground. Look at reviews on Google, Campendium, and The Dyrt. A campground with consistently negative reviews about management, facilities, or staff treatment is a risk.
Ask for references from prior hosts. A confident owner will connect you with past hosts. Reluctance is a signal.
Get specifics on the site. Ask for photos of the host site. Ask about the road in (width, grade, surface type for your RV).
Confirm the utilities setup. "Full hookup" means different things to different people. Confirm whether the host site sewer connection drains to the park's system or requires dumping at a station.
Unlike federal volunteer programs (where terms are mostly fixed), private campground positions have negotiable elements:
What's often negotiable:
What's less negotiable:
How to negotiate: Once you have an offer, it's appropriate to ask about flexibility on specific terms. "Is there flexibility on the start date?" or "Would you consider a 50-amp site rather than 30?" are reasonable asks. Frame it as clarification and problem-solving, not demands.
No written agreement offered. Any legitimate private employer should provide a written employment agreement or position description. If they refuse or keep delaying, don't arrive without one.
Excessive duties for the compensation. A position requiring 40+ hours per week from a couple with only a site and no wages is asking you to provide free labor. Calculate your hourly compensation (site value ÷ total hours) and make sure it's reasonable.
History of rapid host turnover. If you learn that a campground has had multiple hosts leave mid-season, ask why before committing. Some turnover is normal; high turnover is a warning sign.
Owner/manager communication is poor during the application process. Slow responses, vague answers, and disorganized communication before you arrive predicts what you'll deal with during your placement.
Yes. Paid employment at private campgrounds is covered by standard federal and state labor law — minimum wage, overtime requirements, workers' compensation, and anti-discrimination protections. You're an employee with rights.
Document everything. If the position materially differs from what was described in writing, that's a breach of the employment agreement. For independent operators, your options are limited — you'd typically need to decide whether to stay and adapt or leave with appropriate notice. For large chains, HR departments exist to handle these disputes.
In terms of consistency, accountability, and benefits access — yes. Independent operators have advantages in flexibility and personal relationship. Neither is universally better; it depends on what matters most to you.
HitchPath is the most comprehensive source for workamping positions across both private campgrounds and federal programs. Workamper News and Workamping.com also list private positions. Individual campground websites and Facebook groups also post positions — especially from smaller independent operators.