Landing a leadership role at a top-tier private club is one of the most competitive—and rewarding—career achievements in our industry. Positions at an elite club don’t come open often, and when they do, the candidate pool is filled with accomplished leaders who have strong résumés, references, and reputations.
So how do you break through?
Over the past five years, our team at Bloom Golf Partners has had a front-row seat to hundreds of recruitment projects, from management training programs to executive-level searches. While every club brings unique needs, a few common lessons consistently emerge among candidates who successfully step into elite club leadership.
The phrase “who you know” is often tossed around with a cynical undertone, but in the private club world, relationships aren’t just helpful—they are essential. Unlike other industries where résumés or certifications might carry the most weight, advancement in clubs often hinges on the trust, familiarity, and visibility that come from authentic connections. A single relationship can open doors that might otherwise remain closed, offering opportunities that skill alone cannot secure.
In my recent conversation with Colin Burns, the longtime GM/COO of Winged Foot, he reflected on how his own career trajectory was shaped by this reality. Burns explained that his path was accelerated not just by technical competence, but by deliberately building awareness among key members and guests at club events.
By showing up, engaging meaningfully, and fostering genuine rapport, he earned the credibility and sponsorship that propelled him forward. His story underscores a broader truth: in elite club leadership, success often comes as much from who knows you as from what you know.
Every guest day, invitational, or cross-club outing is a chance to make an impression. Whether you’re an assistant manager, clubhouse leader, or superintendent, treat those interactions as live auditions. A reputation for professionalism, presence, and hospitality can travel quickly across club networks—and may be the reference that gets you from résumé stack to interview shortlist.
View every outside guest as a potential board member somewhere else. Their recommendation can open doors your résumé alone might not.
Boards and search committees are increasingly sophisticated in how they vet candidates. Beyond polished résumés and prepared answers, they are looking for the person who will show up consistently—day after day, year after year. Affectation and rehearsed personas wear thin quickly.
That doesn’t mean you shouldn’t prepare. It means you should prepare stories, not scripts:
- Share real examples of how you solved challenges or built culture.
- Be honest about gaps in your experience instead of bluffing.
- Let your personality and sense of humor come through.
Once you’re sitting across the table in an interview, the playing field shifts. Technical skills and experiences may earn you the invitation, but it’s presence, personality, and authenticity that often seal the opportunity. Colin Burns recalled a piece of advice that became a cornerstone of his career: “Bring yourself.”
What he meant was simple but powerful—don’t try to manufacture a persona or recite a script. Candidates who connect best with boards and search committees are those who allow their true selves to come through—honest, confident, and genuine. For Burns, that authenticity not only differentiated him from others but also established the trust that leaders of elite clubs require. In a world where polish and preparation are expected, sincerity remains the trait that leaves the lasting impression.
Authenticity builds trust. And trust is the ultimate differentiator in elite club searches.
Don’t Forget the “Fun Metric”
Private clubs are serious businesses, often managing multimillion-dollar budgets and iconic facilities. But at their core, they are in the hospitality and enjoyment business.
One of the best questions Colin remembers from a boardroom was simple: “Does this candidate make the place more fun?”
It’s easy to get caught up in operational metrics—food cost percentages, payroll, capital projects. But culture fit matters just as much. Clubs want leaders who not only work hard, but also elevate the experience for members and staff.
That doesn’t mean being an entertainer—it means being present, approachable, and aligned with the club’s unique culture.
Elite club searches aren’t just about the final interview. Boards and members often do years of informal reference-checking. A 60-day sprint of extra effort won’t outweigh a track record of consistent leadership, integrity, and results.
Every touchpoint matters:
- How you treat frontline staff
- How you communicate during challenging moments
- How you represent your club to peers and vendors
Think of your reputation as a long-term résumé. It’s being written every day.
Final Thoughts
Breaking into an elite club role isn’t about luck alone. It’s about relationships that open doors, authenticity that wins interviews, and consistency that builds trust over years.
For candidates, the key is to be intentional about how you show up—at your club, in your network, and in every interaction with members and guests. For boards, the takeaway is to look beyond résumés and dig into whether a candidate authentically aligns with your culture and can make your club “more fun” while delivering operational excellence.
At Bloom Golf Partners, our Executive Search & Recruitment Services are built on this dual perspective. We help clubs identify leaders who fit their culture and future vision—and we guide candidates on how to position themselves authentically for those rare opportunities at the top of the industry.
Interested in preparing for your next career move or executive search?
👉 Visit bloomgolfpartners.com/services to learn more about our Executive Search & Recruitment Services.
About The Author
Tyler Bloom is the leading expert on workforce development in the golf and private club industry. He has worked with hundreds of leading golf and private clubs in the United States including The PGA of America, Top 100 golf courses, public, municipal to professional sports teams, universities, and national historic landmarks.
As a talent management and consultation executive, he leverages deep relationships locally, regionally, and nationally to help businesses secure and develop premier talent.
His insights have been featured by Golf Digest, USGA, Boardroom Magazine, Club+Resorts, GCSAA, SFMA, PGA of America, CMAA, and British International Greenskeepers Association.
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.
