By HitchPath Team — — 10 min read
Before applying, be clear about what you're signing up for. A camp host is the on-site face of a campground — responsible for welcoming campers, maintaining the facility, and acting as the first point of contact for questions and problems.
On a typical day you might:
The work is outdoor, physically active, and people-facing. It's not a passive arrangement. Employers expect genuine engagement, not just a warm body in the host site.
Your first decision is which employer category to pursue. Each has meaningfully different terms.
Agencies: Forest Service, BLM, National Park Service, Army Corps of Engineers, Bureau of Reclamation
What you get: A free campsite (usually full hookups), sometimes a small stipend ($50–$200/month), and the satisfaction of maintaining public lands. No wages.
What they require: Typically 20–32 hours per week per couple, a season commitment (90–150 days), a background check, and reliable attendance.
Best for: First-timers who want a structured entry point, retirees on fixed incomes who can cover expenses from other sources, and RVers who want to slow down in one place for a full season.
Agencies: State parks departments in all 50 states
What you get: A free site, sometimes utilities, occasionally a small stipend. Pay structures vary significantly by state.
What they require: Similar to federal programs — 20–40 hours per week, season commitments, and background checks.
Best for: RVers who want to stay within a specific region and prefer familiar state facilities.
Employers: KOA, Thousand Trails, Sun Communities, Equity LifeStyle Properties, Encore, independent operators
What you get: Hourly wages ($13–$20/hr is typical; resort properties pay more), a free campsite, sometimes utilities, and benefits eligibility for full-season workers.
What they require: Consistent availability, customer service skills, and a positive attitude. Physical stamina for outdoor work.
Best for: RVers who need income, not just a free site, and prefer a defined employment relationship with paperwork, payroll, and defined terms.
Don't apply to a position just because it's available. Consider:
Season and climate. A summer position in the Colorado Rockies is beautiful but can be cold at night and busy during peak weeks. A fall position in the Southwest offers mild weather but quieter traffic. Match the climate to your preferences and RV capabilities (insulation, propane capacity).
Location amenities. Will you have reliable cell service? What's the drive time to the nearest grocery store, hospital, or propane fill? Confirm these before committing.
Site quality. What kind of hookups does the host site have? Full hookups (30/50 amp, water, sewer) are standard for established campgrounds. Some remote sites offer only partial hookups or dry camping. Know your RV's requirements.
Proximity to things you enjoy. You'll be there for months. If you love fishing, a reservoir campground makes sense. If you prefer hiking, a forest service campground near trailheads beats a busy RV resort.
Tip: Search current listings on HitchPath filtered by state and season. Reading actual job descriptions will calibrate your expectations faster than any guide.
Federal and most state volunteer programs ask for:
Write a brief "statement of interest" that explains why you want to host at their specific site. Generic applications get generic results. Agencies notice when someone has researched the campground.
Private employers treat this more like a standard job application. Prepare:
Timing matters more than most applicants realize.
| Position Type | Summer Season Opens | Best Application Window |
|---|---|---|
| Federal volunteer | May–Sept | January–February |
| State park volunteer | Varies by state | November–February |
| Private campground (summer) | May–Sept | November–January |
| Private campground (fall/winter) | Oct–April | July–September |
Applying late doesn't just mean fewer options — it often means accepting whatever's left after the early applicants have had their pick of locations.
Federal and state programs may conduct a brief phone or video interview. Private campgrounds almost always do. Be prepared to:
Non-negotiable: If an employer is unwilling to provide a written position description or agreement, treat that as a red flag.
Before you commit your calendar and drive to a location, have a written document confirming:
This is your protection if the reality doesn't match what was described.
A week before your start date:
Arrive at least one day before your official start date when possible. Use that time to get oriented, meet the management, and understand the layout before your first real shift.
Accepting without visiting (if possible). If you can visit the campground before committing, do it. A campground that looks great in photos may have access issues for your RV's length, or a host site that's noisy or poorly situated.
Underestimating the commitment. A 90-day placement is a real commitment. You can't easily leave for a week in the middle. Have a plan for mail, medical appointments, and family obligations before you go.
Not having an exit conversation. Know the process for early release before you arrive. Agencies and employers understand that circumstances change — but they expect communication, not disappearance.
Not necessarily. You need to be comfortable living in an RV and handling basic outdoor conditions. Prior camping experience is helpful but not always required. What matters most is reliability, attitude, and the physical ability to do the work.
Most host positions allow pets with restrictions — typically leashed, quiet, and cleaned up after. Confirm before applying. Some sites have specific pet policies tied to the campground's general rules.
Talk to your supervisor first. Many issues can be resolved. If the placement genuinely isn't working, most agencies and employers have a process for early release. Federal volunteer positions are typically exit-friendly. Private employment contracts may require two to four weeks' notice.
No federal minimum age for adult volunteers. Private campground employment must meet standard employment law (18+ for most roles). Many workampers are retirees; many are in their 30s and 40s. Age is not a significant factor if you can do the work.