The labor landscape for private clubs continues to evolve, and 2025 has made one thing clear: recruiting and retention are no longer separate conversations. They are two sides of the same coin, shaped by generational expectations, shifting career motivations, and a renewed emphasis on culture, leadership, and purpose. Across our work with clubs nationwide, we are seeing clear patterns emerge, many of which will continue into 2026, with a few new trends already on the horizon.
Recruiting Has Become a Culture Conversation
In 2025, candidates are no longer evaluating clubs solely on compensation or title. They are evaluating leadership stability, values, communication style, and the lived culture of the organization. Recruiting has become an extension of a club’s brand, and candidates are paying close attention.
Younger professionals, particularly Millennials and Gen Z, want transparency and authenticity. They are asking thoughtful questions about leadership expectations, work-life integration, growth pathways, and how teams are supported during peak seasons. At the same time, experienced leaders are seeking alignment, governance clarity, and boards that understand the realities of modern club operations. Clubs that articulate who they are, how they lead, and what they stand for are winning the recruiting battle.
This trend is not going away. In fact, it will intensify in 2026 as candidates continue to prioritize environments where they can see themselves thriving long-term.
Retention Is Being Driven by Leadership, Not Perks
While compensation must remain competitive, 2025 has reinforced a hard truth: people leave managers, not organizations. Retention is increasingly tied to the quality and consistency of leadership at every level of the club.
We are seeing stronger retention at clubs that invest in leadership training, provide clear role clarity, and coach their managers to lead people, not just manage tasks. Multi-generational teams require adaptable leadership styles. Baby Boomers and Gen X leaders often value loyalty, structure, and earned progression, while Millennials and Gen Z value feedback, flexibility, and visible development opportunities. Successful clubs are not choosing one over the other; they are learning how to lead across all generations with intention.
Looking ahead to 2026, leadership development will move from a “nice to have” to a non-negotiable retention strategy.
Career Pathing and Internal Mobility Matter More Than Ever
In 2025, team members are thinking in chapters in their story, not decades. They want to know what comes next and how the club will help them get there. Clubs that clearly communicate growth opportunities, whether vertical or lateral, are retaining talent at higher rates.
Internal promotions, cross-training, and structured development plans are proving to be powerful retention tools. When team members can see a future inside the organization, they are far more likely to stay committed, even during demanding seasons. This aligns strongly with younger generations, who value skill-building and progression as much as stability.
This trend will continue into 2026, with clubs increasingly formalizing development pathways rather than leaving growth to chance.
Flexibility Is Being Redefined, Not Eliminated
Flexibility in private clubs does not look the same as it does in corporate environments, but 2025 has shown that some flexibility is better than none. Smarter scheduling, realistic staffing models, and leadership awareness of burnout are making a measurable difference.
Generational shifts are driving this change. Younger professionals are willing to work hard, but not at the expense of their well-being. Clubs that acknowledge this reality, without compromising service standards and the member experience, are positioning themselves as employers of choice.
In 2026, we expect more clubs to refine how flexibility is applied operationally, especially in food & beverage and hospitality-heavy roles.
AI in Recruiting: Powerful Tool, Real Risks
Artificial intelligence has quickly become part of the recruiting conversation in 2025. AI tools are helping clubs streamline resume screening, draft job descriptions, schedule interviews, and improve candidate response times. When used correctly, AI can increase efficiency and reduce administrative burden, allowing leaders to focus on people, not paperwork.
However, there is a clear danger in over-reliance. Culture fit, leadership presence, and emotional intelligence cannot be accurately assessed by an algorithm alone. Private clubs are relationship-driven organizations, and depersonalizing the recruiting process undermines what makes them special.
As we look toward 2026, the most successful clubs will use AI as a support tool, not a replacement for human judgment. Technology should enhance the process, not dilute the personal connection that is essential to long-term retention.
What’s Emerging on the Horizon
Beyond 2026, we are beginning to see early indicators of new trends: increased emphasis on emotional intelligence in leadership selection, deeper scrutiny of board and governance alignment by executive candidates, and greater expectations for onboarding experiences that reinforce culture from day one.
Recruiting and retention in private clubs will continue to reward those who lead with clarity, consistency, and care. The fundamentals of hospitality, respect, development, and belonging, remain timeless. What is changing is how intentionally clubs must deliver them.
###
About the Author: Paige Frazier