The guiding principle behind launching the 2025 Workforce Trends in Golf Study was to provide employers with a deeper understanding of the rapidly changing talent landscape within the golf industry. As the industry grows and evolves, we observed a critical disconnect between the rich array of opportunities available at golf courses and the lack of awareness among a broad segment of the workforce.
Through our extensive search projects, consultations, and firsthand observations, it became clear that many employers are facing significant challenges in attracting and retaining top-tier talent – across all levels of an organization, from entry-level employees to the CEO.
Truthfully, we expected to see low compensation as the top barrier to employment.
Here’s the hard truth: The #1 reason most working Americans don’t consider a career in the golf industry is simple—they’ve never been to a golf course or don’t know about the opportunities that exist there.
That’s right. As mind-blowing as it sounds, the vast majority of people who could be the future leaders, turf managers, and hospitality experts on your course don’t even know they could work there.
Despite golf’s rich history, rapid growth, and profound economic impact, many talented candidates simply aren’t considering the golf industry as a viable career path. This knowledge gap creates a significant challenge for club leaders and hiring teams who are often unaware of how many highly qualified individuals are missing out on these opportunities simply because they don’t know they exist.
The Stats Don’t Lie:
- 38% of working Americans believe that golf courses offer a strong career path—meaning 62% of people have no idea that these jobs are viable, rewarding, and long-term career options.
- When asked about job opportunities, most working Americans still think golf courses offer positions like golf instructors, landscapers/groundskeepers, and caddies. But there’s so much more. Operations managers, agronomists, marketing and PR professionals, membership managers, chefs, and event coordinators—these roles exist and thrive on golf courses across the country.
- As for what attracts people to work anywhere, paid benefits such as annual salary increases, health insurance, bonuses, and paid time off top the list. While golf courses can offer these benefits, many fail to communicate this to potential hires. This disconnect is a huge missed opportunity.
- Women are significantly more likely than men to feel they lack a general knowledge about golf courses (48% vs. 37%). This highlights the need to specifically target and engage female talent, showcasing that golf courses are inclusive workplaces with broad career potential.
- 63% of working Americans know someone who would consider a job at a golf course, signaling that there is potential interest—it’s just a matter of getting the word out and showing people that golf courses offer more than just seasonal or entry-level jobs.
So, what does this mean for you?
It’s time to get proactive. There’s an urgent need to reshape perceptions and bring golf industry careers into the spotlight. If you want the best talent, you have to get the word out about the full range of opportunities your golf course can offer and how they align with modern workers’ priorities.
1. Expand career perceptions
The perception of golf industry jobs as limited to just a few roles is hurting your ability to attract skilled professionals. You can help by broadening the narrative around golf course careers. Showcase the diverse range of positions that exist, from turf management and agronomy to event planning and customer service. Highlight career paths, mentorship programs, and advancement opportunities to attract a wider range of talent.
2. Make your benefits clear and attractive
In today’s job market, benefits are a make-or-break factor for many workers. Make sure your job postings emphasize the full range of benefits you offer. Paid time off, health insurance, bonuses, and annual salary increases are key draws, especially in a post-pandemic world where workers are prioritizing stability and security.
Additionally, consider how your golf course can stand out with unique perks—like golfing privileges, access to industry events, or opportunities to be part of an iconic or historic course.
3. Get the word out—especially to younger audiences
It’s not enough to rely on word-of-mouth or job boards. If you want to attract talent, especially younger generations, you need to engage them where they spend their time—on social media platforms like Instagram, LinkedIn, and even YouTube. Create content that highlights the behind-the-scenes work of your golf course. Showcase your team, your culture, and the dynamic roles that make your facility successful.
Running informational webinars or hosting open house events on-site can also be effective in helping people discover the wide variety of careers available in the industry. Get creative in showing the next generation of workers that a golf course career is not only a job, but a career path with purpose.
4. Promote golf courses as high-impact employers
What many potential job candidates don’t realize is that golf courses provide a highly diverse and rewarding work environment. The golf industry offers meaningful work, professional growth, and a chance to make an impact on both the environment and local communities. These are elements that appeal to workers today. Focus on making that clear in your marketing materials and outreach.
5. Work with schools, internships, and apprenticeships
Building awareness starts young. Partner with local high schools, colleges, and trade schools to create internship programs or apprentice-style opportunities. These give students the chance to experience the golf industry firsthand, and provide you with a direct pipeline to future employees.
Bottom line: to fix the talent shortage in the golf industry, we must shift the conversation.
The current generation of job seekers is looking for stability, growth potential, and benefits. The golf industry can deliver all that—but only if it makes the effort to actively showcase what it offers. It’s time to step up and show America that golf courses are full of untapped, exciting career opportunities. And with 63% of working Americans knowing someone who would consider a job at a golf course, there’s a clear pathway to making that happen—if we take the time to reach them.
If you’re in need of further insight and best practices, set up a FREE Talent Strategy Call with our team.
About The Author
Tyler Bloom is the founder of Bloom Golf Partners. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time.
Tyler has an Executive Certifacte in Talent Acquisition fro Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 300 professionals in executive and management level positions throughout the United States.
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.