Recruiting Lead

The Recruiting Lead secures the exceptional, mission-aligned summer staff Eagle Lake needs to deliver life-changing camp experiences. This role owns summer staff sourcing and pipeline development, building the relationships, partnerships, and recruiting channels that consistently attract high-quality candidates before positions need to be filled. It also owns Eagle Lake alumni engagement, keeping former staff meaningfully connected so they refer future staff and extend Eagle Lake’s reach into campuses, churches, and communities. This position invests personally in the spiritual formation and leadership development of summer staff through a hands-on leadership role in summer programs.

ESSENTIAL FUNCTIONS

Summer Staff Sourcing & Recruiting Partnership Responsibilities (40%)

• Develop and execute a year-round strategy for sourcing exceptional summer staff.

• Build and maintain recruiting relationships with colleges, campus ministries, churches, Navigators ministries, alumni, and other sources of high-potential candidates.

• Find creative ways to reach college students outside traditional recruiting channels.

• Recruit for spiritual maturity, leadership potential, cultural contribution, and mission alignment, not simply to fill positions.

• Travel to campuses, conferences, churches, and events to represent Eagle Lake and build relationships.

• Develop referral strategies that mobilize staff, alumni, and ministry partners to surface candidates.

• Partner with relevant teams on digital marketing to promote summer staff opportunities.

• Support all Eagle Lake Camps' programs as needed, stay current on recruiting best practices, and maintain a working knowledge of Eagle Lake's policies, procedures, core values, brand promises, and state requirements.

Candidate Pipeline & Recruiting Analytics Responsibilities (25%)

• Maintain a healthy pipeline of prospective summer staff ahead of annual hiring needs.

• Own lead-generation and application-volume goals by season and source.

• Maintain accurate, current candidate records.

• Develop follow-up strategies that move candidates from interest to application.

• Hand off applicants to the Hiring Manager promptly for a seamless candidate experience.

• Identify high-potential returning staff and alumni to recruit back into future leadership roles.

• Track application volume, conversion rates, source-of-hire, and channel effectiveness.

• Identify which campuses, partnerships, networks, and strategies produce the strongest candidates.

• Use recruiting data and staffing results to refine the strategy.

Team Leadership & Alumni Engagement Responsibilities (25%)

• Provide development opportunities for recruiting team members.

• Lead the recruiting team in carrying out annual recruiting plans.

• Own a year-round strategy for keeping former staff meaningfully connected to Eagle Lake and its mission.

• Create consistent touchpoints for alumni to reconnect, hear what God is doing, and stay involved in the ministry.

• Cultivate key alumni as ambassadors within their campuses, churches, communities, and networks.

• Mobilize alumni as a source of candidates, referrals, recruiting relationships, and advocates.

• Maintain accurate alumni records and strengthen Eagle Lake’s ability to communicate with its alumni community.

• Partner with Eagle Lake and Navigators leaders to keep alumni engaged in the broader mission.

Ministry Partner DevelopmentResponsibilities (5%)

• Raise and maintain personal ministry support in accordance with organizational requirements. Must fundraise 35% of annual salary.

• Steward donor relationships with integrity and consistent communication.

• Meet annual funding benchmarks toward full personal support.

Additional Responsibilities (5%)

• Participate in Navigators’ on-site learning and development events, Cultural Development and Diversity trainings, or other non-Navigator developmental events as appropriate.

• Participate in annual processes, such as the organizational Plan and Progress Review (PPR), Engagement Survey, Reaffirmation of the Navigators Code of Conduct, Calling-Core Values-Vision, Statement of Faith, Driver’s Authorization, and other releases as required.

• Read spiritually and culturally developmental books and literature.

• Submit time worked on a weekly basis through the Workday Time Tracking system.

• Other job-related duties as assigned.

CORE COMPETENCIES

• Teachable — capable of being taught; apt and willing to learn and grow

• Team-ability — a team player who understands nothing worth accomplishing can be done alone

• Adaptable — able to adjust behavior and actions according to what the situation requires

• Driven — a desire to grow and push oneself to be better; willingness to take risks

• Resilient — able to bounce back from stress quickly and not become easily discouraged

• Humble — a willing learner with self-awareness, proactively seeking others' input and feedback

• Curious — exploring the unknown and questioning the status quo in pursuit of better, more effective solutions

• Emotional Strength — positive attitude, high empathy, and emotional control in stressful situations

MINIMUM AND PREFERRED QUALIFICATIONS 

Spiritual: Belief in and adherence to the Statement of Faith and Mission of The Navigators. Commitment to Eagle Lake Purpose, Core Values, and Brand Promise. Commitment to abide by Eagle Lake Relational Covenant.

Experience: One or more years of experience in recruiting, talent acquisition, or a related field.