The Ultimate Country Club Hiring Guide
Updated: September 25, 2025
Who This Guide Is For
Owners, asset managers, and hiring leaders at country clubs who want a strategic, outcome-driven partner to lead executive and departmental hiring searches.
What You Will Get in This Guide
This guide gives country club boards, search committees, and hiring managers:
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A breakdown of the most important country club leadership roles and why they matter.
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Role-specific scorecard structures to evaluate candidates objectively.
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An interview framework designed for club governance environments.
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2025 country club compensation benchmarks sourced from national salary guides.
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A clear outline of JDI’s 21-Day Sprint recruiting process.
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15 FAQs with clear answers to the questions country club boards and hiring managers are asking.
Fast Navigation
Why Country Club Hiring is Different in 2025
Country clubs face hiring challenges unlike hotels, resorts, or restaurants. In 2025, several forces are reshaping the talent market:
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Governance complexity: Club leaders answer to member boards, requiring political savvy and consensus-building skills.
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Member expectations: Members now expect Michelin-level dining, resort-quality service, and curated experiences — delivered in a private, community-driven setting.
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Generational shifts: Retiring boomers are leaving leadership gaps, while younger candidates often lack familiarity with the private club model.
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Competitive labor market: Clubs compete with luxury hotels, resorts, and lifestyle hospitality brands for talent.
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Capital improvement pressure: Major investments in wellness, racquet sports, and dining upgrades demand leaders skilled in both operations and project management.
The bottom line: Hiring for clubs in 2025 requires more than technical skills. Boards must secure leaders who thrive under governance, protect member culture, and deliver strategic vision in a rapidly evolving industry.
Key Leadership Roles in Country Clubs & Scorecards
Each leadership role in a country club has its own unique pressure points. At JDI, we distill those into scorecards that measure outcomes, not just responsibilities. Below are the critical roles we most often fill, with insights into what “great” looks like and how we evaluate candidates against those standards.
General Manager / Chief Operating Officer
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Why it matters: Oversees all operations, governance alignment, and member satisfaction.
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Top hiring challenge: Balancing board directives with day-to-day member service.
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Outcome snapshot: Clubs with seasoned GMs see +12–18% improvement in member satisfaction scores.
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How do I structure a GM scorecard? Weight Governance (30%), Financial/Operational Leadership (30%), Member Experience (25%), and Staff Development (15%). Score on measurable outcomes: NOI growth, turnover reduction, governance alignment.
Executive Chef
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Why it matters: Culinary drives member retention, banquets, and events.
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Top hiring challenge: Balancing innovation with multi-outlet consistency.
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Outcome snapshot: Strong chefs increase banquet revenue by 15–25% within 12 months.
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How do I structure a Chef scorecard? Weight Culinary Quality (35%), Food Cost/Budget (25%), Team Leadership (20%), and Member Satisfaction/Innovation (20%). Track banquet capture %, survey scores, and turnover.
Director of Golf
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Why it matters: Golf is the cultural centerpiece of many clubs.
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Top hiring challenge: Recruiting PGA pros skilled in both teaching and merchandising.
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Outcome snapshot: Engaged Directors of Golf lift lesson and tournament participation by 20%.
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How do I structure a Golf scorecard? Weight Member Engagement (30%), Instruction (25%), Merchandising (20%), Tournaments (15%), Team Leadership (10%). Track lesson revenue, shop margins, and event participation.
Food & Beverage Director
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Why it matters: Oversees dining outlets, catering, and banquet operations.
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Top hiring challenge: Managing volume without sacrificing quality.
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Outcome snapshot: Stable F&B leadership reduces turnover by 30% and boosts dining satisfaction.
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How do I structure an F&B scorecard? Weight Service Quality (35%), Financial Controls (25%), Event Execution (20%), and Staff Retention (20%). Measure banquet profitability, survey scores, and FOH/BOH turnover.
Controller / Director of Finance
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Why it matters: Ensures fiscal responsibility and transparency.
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Top hiring challenge: Blending CPA rigor with club-specific systems.
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Outcome snapshot: Strong Controllers improve audit results and forecasting accuracy.
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How do I structure a Controller scorecard? Weight Financial Accuracy (40%), Budget & Forecasting (30%), Audit & Compliance (20%), Board Collaboration (10%). Track budget variance and audit outcomes.
Membership & Marketing Director
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Why it matters: Drives new member growth and retention.
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Top hiring challenge: Competing in crowded local markets.
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Outcome snapshot: Effective membership directors grow dues revenue by 8–12% annually.
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How do I structure a Membership scorecard? Weight New Member Acquisition (35%), Retention (25%), Marketing ROI (20%), Programming Engagement (20%). Track churn %, new joins, and campaign ROI.
Facilities / Superintendent
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Why it matters: Maintains golf courses, grounds, and amenities.
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Top hiring challenge: Balancing agronomy expertise with capital project delivery.
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Outcome snapshot: Certified Superintendents extend course ratings and reduce maintenance costs.
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How do I structure a Superintendent scorecard? Weight Course Conditioning (40%), Capital Projects (25%), Team Development (20%), Sustainability (15%). Track survey scores, project timelines, and equipment lifecycle.
Human Resources / People Ops Director
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Why it matters: Keeps seasonal and full-time teams engaged and compliant.
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Top hiring challenge: Managing labor law shifts and seasonal cycles.
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Outcome snapshot: Strong HR leadership reduces turnover by 15–20%.
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How do I structure an HR scorecard? Weight Recruitment (30%), Retention (25%), Compliance (25%), Culture (20%). Track hiring fill rates, turnover %, and audit results.
JDI’s 21-Day Sprint Search Model
Time kills searches. That’s why JDI applies a structured sprint model that keeps momentum high and compresses the typical 60–90 day executive search down to about three weeks. We take ownership of the process so clients get results without the drag of traditional hiring cycles.
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Day 1–3: We align the search with ownership, finalize the five-outcome scorecard, job summary, and pre-block interview availability.
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Day 4–10: We perform targeted market mapping, outreach to competitor and alumni networks, and initial vetting.
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Day 11–16: We coordinate structured interviews and practical exercises, evaluate performance against scorecards, and refine the slate.
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Day 17–21: We guide final candidate selection, package offers, and lay the foundation for onboarding and a 90-day success playbook.
Most clients experience placement within this window. For roles requiring relocation or very niche skill sets, the model may flex, but we retain sprint rigor throughout.
Interview Framework for Country Club Leaders
Hiring committees often struggle with “résumé bias” — the tendency to be swayed by pedigree, title, or previous club names instead of actual capabilities. JDI’s framework uncovers the deeper strengths (and weaknesses) that truly predict success.
1. Leadership & Culture Fit
Why it matters: Club executives must align with board expectations, member culture, and staff needs simultaneously. Strong leaders balance politics with vision.
Sample Questions:
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General Manager/COO: “How have you balanced differing board opinions while keeping staff unified and focused?”
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HR Director: “Describe a time when you had to reset a service culture. What tools did you use to shift behaviors?”
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Executive Chef: “How do you bring kitchen staff into alignment around both fine dining and high-volume banquets?”
What it reveals: Adaptability, political savvy, and whether a candidate leads by inspiration or authority.
2. Operational Excellence
Why it matters: Members expect flawless execution in dining, golf, events, and facilities. Operational lapses drive dissatisfaction and attrition.
Sample Questions:
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F&B Director: “How do you maintain service quality during peak banquet season when labor is tight?”
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Superintendent: “Walk us through your process for planning aerification, balancing course quality with member play expectations.”
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Director of Golf: “How do you structure lesson programs and tournaments to maximize participation and shop profitability?”
What it reveals: Real-world systems thinking, crisis management, and whether the candidate has scalable processes.
3. Financial & Strategic Insight
Why it matters: Clubs are capital-intensive businesses. Leaders must forecast accurately, manage budgets, and align resources with long-term strategy.
Sample Questions:
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Controller: “What’s your process for forecasting dues revenue against capital improvement needs?”
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GM/COO: “How do you decide when to recommend dues increases versus cutting expenses?”
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Membership Director: “What metrics do you track monthly to ensure stable dues revenue?”
What it reveals: Comfort with numbers, ability to connect strategy to financials, and transparency with boards.
4. Situational Scenarios
Why it matters: Theory doesn’t reveal character — responses to live scenarios do. Situational interviews show how leaders think under pressure.
Sample Questions:
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Director of Golf: “A group of members complain that tee times are unfairly distributed. How do you resolve it without escalating conflict?”
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Executive Chef: “You discover food cost variance is 5% over budget in a peak month. What steps do you take immediately?”
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GM/COO: “A board member bypasses you to give direct orders to staff. How do you handle it?”
What it reveals: Judgment, diplomacy, and capacity to make decisions that serve both members and the board.
How JDI Operationalizes This
We don’t just hand over résumés. JDI provides:
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Role-specific scorecards aligned to these categories.
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Custom interview scripts tailored to each leadership role.
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Board calibration sessions so committees evaluate consistently.
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Post-interview debrief templates to keep the decision process structured and defensible.
The result: Clubs reduce costly mis-hires, boards align around objective data, and candidates are chosen for performance potential — not just polished résumés.
Compensation is one of the first things boards ask JDI.
What compensation ranges should you expect in 2025?
Ranges vary by club size, region, and amenities. National “typical” bands (base with common bonus or incentive potential) are:
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General Managers / COOs: $175,000–$300,000+; top metro clubs and multi-course properties often exceed $325K.
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Executive Chefs: $105,000–$160,000; top-quartile clubs with high banquet/event volume reaching $175K+.
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Directors of Golf: $90,000–$150,000 base; with lessons, merchandising, and incentives total comp often $120K–$180K+.
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Food & Beverage Directors: $85,000–$125,000; multi-outlet or high-volume banquet clubs commonly $130K+.
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Controllers / Finance Directors: $110,000–$160,000; complex properties with multi-entity structures pushing $175K+.
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Membership & Marketing Directors: $70,000–$110,000; incentive programs can bring packages into the $120K range.
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Superintendents (Facilities/Grounds): $110,000–$140,000+; GCSAA 2025 survey cites $121K average, with large facilities above $150K.
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HR / People Ops Directors: $85,000–$120,000; top-tier clubs closer to $130K.
⚠️ Note: Clubs in high-demand metros (Palm Beach, New York, Dallas, Scottsdale) often pay 10–20% above benchmarks to secure talent.
How does JDI design compensation to avoid overpayment?
We anchor offers to performance metrics rather than flat payouts. Incentives are tied directly to measurable KPIs (member satisfaction scores, NOI growth, banquet profitability, retention rates), ensuring boards get clarity and leaders are rewarded for outcomes.
How do we help retain executive leaders?
We build transparent review cadences and growth paths into comp structures. Bonuses tied to defined wins (e.g., dues revenue, F&B margins) make leaders feel invested. Clubs adopting these systems typically see executive turnover fall well below industry averages.
How do we make your hiring process more compelling?
Top candidates in 2025 consistently choose clarity and speed — even over the highest offer. We accelerate decisions with pre-blocked interviews, same-day feedback, and candidate scorecards, so leaders view your club as decisive and attractive.
When is engaging JDI the smart move?
Engage JDI when confidentiality, speed, or specialized market knowledge are critical. We discreetly map peer clubs, compress cycles, and surface hidden candidates other channels cannot reach.
FAQ's
How JDI Partners With You
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Contingent search at 25%-30% of first-year salary for successful placements
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Execution of our 21-day sprint model with your involvement as needed
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Scorecards, interview architecture, candidate vetting, and offer orchestration handled by us
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Nationwide coverage for private and public country clubs
Start a search: Fill Out Our Contact Form or Email Us
Explore by role:
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General Manager / COO
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Executive Chef
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Director of Golf
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Membership & Marketing Director
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Controller / Finance Director
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Facilities / Superintendent
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Human Resources / People Ops Director