According to our 2025 Golf Course Superintendent Employment Trends from assistant superintendents in the field paints a clearer picture of what really drives career decisions—and it’s more about culture, consistency, and leadership than location or name recognition. There’s a lot of talk about employer branding to the point of exhaustion, but really comes down to this.
Employer branding is about reach and results, which creates your reputation. It’s taking who you already are and packaging it in a way that builds trust, scales your impact, and creates opportunities not only for your members, but your employees.
Fair Pay Is Table Stakes—Not the Whole Table
Let’s be real: everyone wants to be compensated fairly. That’s still a top concern. But once the basics are met, other factors quickly take center stage. Assistants are thinking long-term. They’re not just looking for the next job—they’re looking for the right fit.
One of the biggest takeaways? Organizational stability is a dealbreaker. Assistants want to work in clubs where leadership is strong, expectations are clear, and the future looks solid. Being part of a well-run operation matters more than rubbing elbows at a famous course with internal chaos. Prestige and external status symbols doesn’t mean much if the environment is unpredictable.
Interestingly, many assistants said staying close to home or working at a name-brand club weren’t major factors in their decisions. That challenges a long-standing assumption in the industry. It’s not about the logo on your polo—it’s about the environment you’re walking into every day and whether it helps you move forward in your career.
Culture Counts
Workplace culture is another key driver. People want to feel like they belong and that they’re set up to succeed. Clubs that foster professional development, encourage collaboration, and promote strong mentorship from the superintendent are far more appealing than those that don’t—regardless of their reputation or location.
Employers are doing a good job in areas directly related to job execution, such as maintaining safe working conditions, providing the necessary equipment, and ensuring employees are well-prepared for the physical demands of the job. Workplace safety protocols, training programs, and investments in high-quality tools and technology have minimized concerns about day-to-day working conditions.
Developing soft skills, communication and networking skills is important to them, more so than technical turf skills. It’s not about perks or flash. It’s about feeling supported, having a path forward, and knowing their efforts are recognized.
Challenges that stick out?
Assistant superintendents are willing to work hard and handle challenges, but when faced with lower compensation against other industries, relentless stress due to the demands of the role, and little flexibility, many begin questioning whether the sacrifices are worth it.
One of the most persistent challenges assistants face as they advance in the profession is the toll the job can take on personal and family life. The role demands long hours, unpredictable schedules, weekend work, and a level of commitment that often clashes with the rhythms of family and personal obligations.
Many assistants spoke candidly about missing birthdays, family gatherings, school events, and even holidays due to work. It’s not just about time—it’s about presence. Being physically and mentally available for partners, kids, and loved ones becomes increasingly difficult when the job constantly pulls you away.
This tension forces many to make tough choices. Some delay family plans. Others leave the profession altogether in search of more balance. And for those who stay, the strain can build quietly over time, leading to burnout or disengagement.
What This Means for Clubs and Superintendents
If clubs want to attract and keep top-tier assistants, they need to look inward. Are you providing a clear direction? Is your leadership consistent? Are you investing in your team’s growth? Are you building a culture people want to be part of?
Because if you’re not, the best talent won’t just pass you by—they’ll leave for clubs that do.
The bottom line: Career decisions aren’t just about compensation anymore. They’re about trust, clarity, and culture. Get those right, and you won’t just attract talent—you’ll keep it.
Looking to improve your recruitment game? Start with the basics:
- Employee Testimonials – Capture candid moments during member events. People are open, honest, and unscripted. Use it.
- Real-Time Feedback – Managers should share positive comments from members with their teams. Recognition fuels morale.
- Social Media Spotlight – Show the behind-the-scenes. Golf course crews, banquet staff, or the pro shop team—everyone has a story.
This isn’t about flashy campaigns. It’s about showing the heartbeat of your operation.
If you’re in need of further insight and best practices to help develop a top workplace culture, set up a FREE Talent Strategy Call with our team.
Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States.