To hire golf course staff, define the work and schedule first, then write a job post that makes the fit clear. Give candidates a recognizable title, a pay range, the essential requirements, and a straightforward way to apply. Explain what you can teach and what someone must already know.
Decide which job you need to fill
Start with the gap in your operation. Do you need someone to prepare carts before the first tee time, cover weekend shop shifts, or supervise the maintenance crew? Those are different searches.
Choose a title applicants can recognize, such as Golf Shop Associate, Outside Services Attendant, Greenskeeper, or Assistant Superintendent. If the role combines departments, say so near the beginning and explain how the work is divided. Don't make candidates discover the second job in the last paragraph.
Agree internally on who the person reports to and what a successful first month would involve. That gives you a basis for the duties in the ad and the questions you ask later.
Describe the working day and the reason to join
Use a short introduction to identify the facility, location, department, and purpose of the role. Follow it with the tasks that take up most of the working day. Name relevant equipment or systems, but distinguish experience you require from training you provide.
The GCSAA's employer guidance recommends explaining the facility's offer alongside responsibilities and required or preferred skills. A copied internal job description can miss the information a candidate needs to choose an employer.
Make the offer concrete. If you provide structured training, explain who leads it. If you support professional development, identify the support you have approved. If golf access is included, explain its conditions. "Great benefits" leaves all of those questions unanswered.
Put the schedule and compensation where people can find them
Include the pay range and whether it is hourly or annual. Identify any variable component separately, such as tips or lesson income, instead of presenting possible earnings as guaranteed pay.
Describe the usual weekly hours, earliest start, weekend rotation, and seasonal dates. Where hours change, explain the pattern as accurately as you can. For a housing offer, state the cost, whether it is shared, and the dates it is available.
For example, an assistant superintendent ad from Kennett Square Golf & Country Club describes alternating weekends, seasonal working hours, and the renovation projects the employee would help manage. Those details help a reader assess the work. The example is not a salary benchmark or a guarantee that the vacancy remains open.
Separate essential requirements from preferred experience
For each requirement, ask what part of the job makes it necessary. Keep credentials and technical experience tied to actual responsibilities. If you can train a new employee on a system or task, make that clear.
Avoid asking for an experienced specialist when you are offering an entry-level position. Equally, don't label a supervisory role as beginner-friendly if the employee will need to direct a crew without support. Our guide to golf course roles can help you check whether your title and duties describe the same kind of work.
A useful distinction is between what the employee needs on day one and what you expect them to learn after joining. Write both down before publishing.
A golf course job posting template
Replace the bracketed fields with confirmed details and remove anything that doesn't apply. This is a writing template, not a real vacancy.
[Job title] at [facility name]
[Facility name] in [city, state] is hiring a [full-time, part-time, or seasonal] [job title] for our [department]. You will report to [supervisor] and help with [main purpose of the role].
Your regular work will include:
- [Primary daily responsibility]
- [Second responsibility, with the equipment or system involved]
- [Guest, team, or maintenance responsibility relevant to this position]
You will need [essential experience or qualifications]. Experience with [preferred skill] is helpful. We provide training in [confirmed training topics] with [trainer or supervisor].
The pay range is [range and hourly or annual basis]. The expected schedule is [days, start times, weekly hours, and weekend arrangement]. For seasonal work, the expected dates are [start and end dates]. [Explain material variations in hours.]
This position includes [confirmed benefits and eligibility conditions]. [Include housing details only if available.]
Apply through [application method] with [required materials] by [deadline, if one applies]. Direct questions to [current contact]. Our next step is [review or interview process], and we expect to respond within [a timeframe you can meet].
Check the ad against your hiring process
Have the person who will supervise the role read the draft. Confirm that the work, schedule, pay, and training match what the team can deliver. Open the application link and check that the requested documents are necessary for the role.
Use the same core, job-related criteria when reviewing applicants. For a shop role, you might discuss a customer-service example; for a supervisor, ask how the candidate organized a crew's work. Keep notes on the evidence behind your decision. The PGA's hiring guide includes separate tools for job descriptions, resume evaluation, and interview planning. It is an older resource, so use those planning ideas rather than assuming its program details are current.
Tell candidates what happens next, keep that commitment, and close the listing when the position is filled. Once the details are agreed, create your golf job post on TeedUpJobs.