How to Hire Workampers: A Complete Guide for Campground Operators

By HitchPath Team — 2026-09-11 — 8 min read

How do campground operators hire workampers?

Campground operators hire workampers by posting positions on job boards like HitchPath, writing clear listings that specify hours, site type, wages, and duties, and screening applicants by phone before making offers. The best results come from posting 3–6 months before the season and responding promptly to inquiries.

Key Takeaways:

Post listings 4–6 months before your season starts — the best candidates commit early
Site quality is part of the compensation package; a well-maintained host site attracts better candidates
Clear duty expectations in the listing prevent the most common workamper conflicts
Returning workampers are your most valuable resource — build relationships that encourage re-application
A written host agreement, even for volunteer-style arrangements, protects both parties

Finding and keeping good workampers is one of the most valuable things a campground operator can do. This guide covers the complete hiring process — from listing through onboarding.

Why Workampers Are Different From Other Seasonal Staff

Workampers bring their own housing to the job. This changes the employment dynamic significantly:

They're invested in the placement — they've moved their home to your property
They have independent housing security — you can't threaten them with eviction as leverage
They're typically self-sufficient, experienced problem-solvers
Many have flexible schedules and are looking for meaningful work, not just a paycheck

The best workampers are retirees and semi-retirees who genuinely enjoy serving the camping public. Treat them accordingly — with respect, clear communication, and recognition — and you'll build a reliable seasonal workforce. Treat them like disposable labor and you'll have constant turnover.

Setting Up the Position

Before you post any listing, define the position clearly:

Compensation:

Cash wage (hourly, bi-weekly, or monthly)?
Host site included — hookup type (full, partial, none)?
Utilities covered (electric, propane)?
Other perks (Wi-Fi, laundry, park amenities)?

Duties:

Exactly what are the host's responsibilities?
How many hours per week?
Which days and shifts?
Who is the direct supervisor?

Site logistics:

Maximum rig length at the host site
Slide clearance requirements
Pet policy
Guest policy

Duration:

Start date and end date
Is there a minimum commitment?
What's the process for early departure or extension?

Vague on any of these points? That vagueness becomes a conflict later. Resolve it before you post.

Where to Post

HitchPath — The largest dedicated workamping job board, combining employer-posted positions with curated and federal listings. Reach workampers actively searching for placements. Post a job →

Workamper News — Print magazine and website; strong reach with the experienced workamper demographic.

Your website — A "Workamper Opportunities" or "Employment" page on your own site captures applicants already familiar with your property.

Facebook Groups — "Workamper Network" and similar groups have active communities. Direct posts often get fast responses.

Returning workampers — The most underused channel. Your best source of quality applicants is last season's best hosts. Contact them directly in the fall.

Reviewing Applications

What to look for in applications:

Rig logistics match. Does their rig fit your site? This is non-negotiable. If your site maxes at 35 feet and they have a 42-foot Class A with dual slides, the placement won't work.

Availability alignment. Do their dates match yours? Close is fine; a week either side is workable. Major mismatches cause problems.

Communication quality. How did they write the application? Are they clear, specific, and professional? This predicts how they'll communicate with campers.

Prior experience. Prior workamping, hosting, customer service, or park volunteering is a positive. Not having it isn't disqualifying if everything else looks strong.

References. Ask for them. Contact them. A five-minute phone call with a prior host coordinator tells you more than reading ten applications.

The Host Agreement

Even for volunteer-style arrangements, put it in writing. A simple host agreement covers:

Position title and duties
Compensation (site value, wages, utilities)
Duty hours and schedule
Site assignment and logistics
Duration (start and end dates)
Early departure policy
Rules (conduct, alcohol, guests, site appearance)
Emergency procedures and contact information

Both parties sign. Both parties keep a copy. This prevents the vast majority of end-of-season disputes.

Onboarding

The first 48 hours set the tone for the entire placement:

Greet them on arrival. Be there (or have a trusted staff member there) when they pull in. Help them find and set up their site.
Provide a written host handbook. Campground layout, emergency contacts, duty schedule, quiet hour rules, ranger contact information.
Walk the campground together. Show them every restroom, every problem site, the dump station, the host station (if there is one).
Introduce them to key staff. Maintenance, reservations, the district contact (if federal adjacent).
Be available for the first week. New hosts have questions. Answer them promptly.

Retaining Good Workampers

The workamping community is small and well-connected. Your reputation as an employer travels quickly.

What keeps good workampers coming back:

Respect and recognition — a simple thank-you for good work goes further than you might expect
Reliable site quality — maintain the host site's hookups, roads, and cleanliness
Clear communication — tell them about changes before those changes happen
Flexibility — workampers have lives; reasonable accommodation of personal time builds loyalty
First-right-of-return — offer returning hosts the option to re-apply before you open the position publicly