Hiring in our industry—which runs the full gamut from product developers, to whitewater rafting guides, to C-suite executives—requires a special eye for talent. What makes someone a great fit isn’t always neatly summarized in their credentials, their job history, or their diplomas.

Sure, those things matter. But as a hiring manager or recruiter in the outdoor industry, there’s far more to consider.

For starters, think about the nature of the work—whether it’s designing the next great hiking boot, coordinating outdoor events, or leading conservation projects, the work can be as unpredictable as the weather—in some cases, literally.

That’s why it’s critical to look beyond the paper and see who the candidates really are.

• Are they adaptable when plans change out of the blue and things start veering off course?
• How do they handle communicating complex ideas to a diverse team or dealing with customers who are passionate about their outdoor experiences?
• And perhaps most importantly, can they lead a project or a team with confidence and calm?

These questions are key to making smart hiring decisions in our industry—finding people who aren’t just capable, but who thrive in an environment where each day presents new challenges.

Remember, you don’t hire paper—you hire people.

Part 1: The Hiring Needs of the Outdoor Industry

This industry is a broad field that can cover everything from adventure gear production, to lifestyle apparel, to managing vast natural reserves.

Each area demands a unique set of skills, and that’s where the complexity of hiring comes in.

As a hiring manager, you can’t just pick the candidate with the most impressive resume and call it a day. You need someone who fits the job’s practical demands and meshes well with your team’s culture and the broader mission of your organization.

First, consider the diversity of roles.

A product designer at an outdoor gear company needs a different skill set than a park ranger, who needs a different skill set than the CFO for a conservation organization.

Yet, they all share a common need for certain core qualities—like the ability to think on their feet and a genuine passion for the outdoors.

For these roles, being able to adapt to rapidly changing circumstances is critical. Whether it’s a shift in market trends affecting product launch plans or unexpected weather changing an event setup, the right candidate needs to pivot without missing a beat.

Then there’s cultural fit. This is a huge one, because how someone aligns with your company’s values can make or break their success on the job.

In the outdoor industry, where work often aligns closely with personal values like environmental conservation and outdoor recreation, this alignment is even more important than it is in other sectors. A candidate who not only shares these values but actively lives them out will likely feel more satisfied and perform better.

Potential for growth should also never be overlooked. That is, the best hires aren’t always those who know everything right now but are those eager to learn and grow into their roles. When evolving environmental concerns and advancements in technology continuously reshape job descriptions, having someone who is curious and forward-thinking on a team (especially in leadership positions) is a major asset. 

Specialized outdoor executive recruiting firms can assist greatly with filling open C-suite and other leadership positions. While it might be tempting to always go for the person with the top qualifications and certifications on paper, remember that the best fit for your team might actually be someone who brings more than just skills—they bring a spirit, and passion for what your organization does.

Part 2: Essential Skills in the Outdoor Industry

2.1 Adaptability

In the outdoor industry, adaptability is key. Whether it’s a sudden change in the weather that affects an event, a shift in consumer preferences impacting product development, or new environmental regulations altering project scopes, the ability to adjust on the fly is critical.

In the people you hire, you want those who can handle curveballs with grace. They’re the ones who don’t just freeze or fold under pressure; instead, they find ways to adapt and overcome.

When you’re interviewing candidates, really dig into their past experiences. Ask for real-life stories where they had to pivot quickly.

Remember, it’s the folks who can share clear examples of thinking fast and acting decisively who often prove indispensable when everything doesn’t go according to plan.

2.2 Communication

Effective communication is one of the top job skills in any industry, but in the outdoor sector, where safety and education often play significant roles, it’s especially important. This includes being clear and concise when providing instructions, being able to listen and respond to feedback, and ensuring that everyone from team members to clients understands what’s going on.

For hiring managers, assessing a candidate’s communication skills can involve discussions about past customer interactions, team projects, or even how they’ve handled conflict in the workplace. You want to hear that they can not only deliver information clearly but also listen and respond effectively to feedback.

Good communicators are those who ensure everyone’s on the same page, which in our field, could literally be the difference between a regular day and a risky situation.

2.3 Leadership and Teamwork

Leadership and teamwork often go hand in hand in the outdoor industry, as many roles involve guiding teams or teaching groups.

Good leaders in this field need to do more than just bark orders. They need to inspire confidence and maintain morale, even when conditions are tough.

They also need to be strong team players themselves. Able to collaborate and step back when it’s someone else’s turn to lead.

So when you’re interviewing candidates, consider asking about times they’ve led a team under challenging circumstances or how they’ve contributed to a team achieving a common goal.

Part 3: Additional Valuable Soft Skills

3.1 Problem-solving Skills

In the outdoor industry, problems can arise from nowhere—like a supply chain hiccup affecting product availability or an unexpected trail closure that disrupts a planned event.

Employees who can creatively and effectively solve problems are gold. They not only keep operations running smoothly but also help in maintaining high customer satisfaction.

To gauge a candidate’s problem-solving capabilities, hiring managers might present hypothetical scenarios during interviews to see how applicants think through solutions.

3.2 Resilience and Endurance

This isn’t just about physical stamina, although that can be a factor in some outdoor roles. Resilience in this context also refers to mental and emotional stamina—how well someone can handle long periods of stress or bounce back from setbacks.

This skill is vital because it impacts how well someone can sustain performance over time, especially in roles that involve environmental challenges or high-stakes projects.

Discussions about past challenges and how a candidate dealt with them can provide some insight into their level of resilience.

3.3 Attention to Detail

Whether it’s ensuring that equipment meets safety standards or that event details align with client expectations, attention to detail is crucial. Small oversights can lead to big problems in environments where safety and precision are paramount.

Candidates who demonstrate a keen eye for detail can help elevate standards and enhance overall team performance. Evaluating this skill can involve asking candidates about tasks or projects where they had to manage complex details or maintain high standards under pressure.

3.4 Interpersonal Skills

Strong interpersonal skills are essential for fostering a collaborative and positive work environment. Being able to build and maintain good relationships is key, even for non client-facing team members.

Hiring managers might assess interpersonal skills through role-playing exercises or by discussing how the candidate has handled workplace relationships in the past.

3.5 Environmental Awareness

Given the outdoor industry’s close connection to nature, environmental awareness is increasingly important. This includes understanding conservation practices and sustainability initiatives relevant to the industry.

Employees who are knowledgeable and passionate about these topics can drive an organization’s environmental goals forward.

This skill set can be assessed by exploring a candidate’s past involvement with environmental projects, or their knowledge of current environmental issues impacting various parts of our industry.

Part 4: Balancing Skills & Qualifications

Putting together a solid team in the outdoor industry is about striking the right balance. It’s not just a toss-up between who’s got the best resume and who’s got the knack for rolling with the punches.

Of course, you’ve got to mix and match technical skills with soft skills in a way that fits what your organization is trying to achieve.

Take a product designer, for instance. Sure, they might have a slick portfolio, and a shiny degree in industrial design.

Those are great, but can they play well with others?

Are they flexible enough to shift gears when market trends take a turn, and can they get their ideas across clearly?

That’s what’ll make them truly valuable.

Or consider a park ranger candidate—they’ve got the certs and the experience, which is great.

But the real question is, can they manage a crisis, educate visitors, and handle the tough physical demands of the job? That’s what sets them apart.

When you’re hiring, you can really throw the kitchen sink at it—use structured interviews, practical tests, and those behavioral questions that get people talking about what they’ve actually done in the past.

Don’t skip the reference checks either—they can give you the real scoop on how someone fits into a team.

A headhunter or executive recruiter who specializes in the outdoor industry can be your secret weapon in the quest for top talent. Not only do they understand the industry far more than a conventional recruiter, but experienced recruiters will have an extensive network of connections within the field. They’re plugged into outdoor communities, professional organizations, and industry events, giving them access to a pool of qualified candidates that might not be reached through traditional channels. A good one will take the time to truly understand your company culture and hiring needs, helping you source truly ideal candidates.

When you’re deep in the hiring process, it’s easy to focus on skills and experience, but there’s one more ingredient that can’t be overlooked: a genuine passion for the outdoors.

In interviews, you can spot this passion through the stories candidates tell.

Do they light up when they talk about their latest adventure or conservation project?

Are they active participants in outdoor communities, or do they spend their free time exploring and protecting natural spaces?

This enthusiasm is contagious and can inspire entire teams to push harder and think more creatively.

The endgame here is to build a team that’s not just skilled on paper but also jives with what the outdoor industry is all about. You want people who will keep your business running smoothly but also push the boundaries, come up with new ideas, and take care of the environment.

Getting this mix right means your team won’t just do their jobs—they’ll bring fresh energy and align closely with your company’s mission.

Conclusion

Hiring in the outdoor industry shouldn’t just be ticking boxes on a resume. Seeing the bigger picture—understanding who someone really is—is just as important, if not more, in some cases.

Can they adapt quickly, communicate effectively, and keep pushing when the going gets tough?

Do they step up to lead, pay attention to the details when it matters, and genuinely care about what your organization does?

These traits really make the difference between someone who just fills a position and someone who helps propel your company forward.

As our industry evolves, so must the way we hire—striking that sweet spot between technical skills and the softer ones that can make someone stand out as a real asset to the team.

When we nail this balance, we’re not just filling roles—we’re building powerhouse teams ready to tackle challenges and innovate, keeping us ahead in a game that never stays the same.

Additional Resources

For further insights into effective hiring strategies or to explore tools and assessments for evaluating candidate skills, consider checking out these resources:

1. What is an Outdoor Industry Executive Recruiter? – Ever wondered what those “executive recruiting firms” in the outdoor industry actually do? This breaks it down for you.
2. 12 Smart Strategies For Hiring Candidates Who Will Stick Around – Tired of hiring candidates who vanish faster than a summer storm? Check out this article for some savvy strategies to help you snag hires who are in it for the long haul.
3. Hiring Dilemma: Conventional vs Executive Recruiting – So, you’re facing a hiring dilemma—stick with the tried-and-true methods, or take the plunge into executive recruiting? This guide talks about the pros and cons of each approach.
4. 5 Reasons You Need an Outdoor Industry Headhunter – If you’re struggling to find the right candidates for outdoor industry executive roles, a headhunter specializing in this field could be the solution. Learn why in this article, which outlines the five key reasons to consider partnering with a specialized headhunter.
5. Hiring Smart: 10 Do’s and Don’ts for Hiring – This article outlines ten practical do’s and don’ts to help you in the hiring process.
6. Recruiting Executives for Today’s Outdoor Industry Leadership Challenges – This article offers practical guidance on recruiting executives equipped to address the unique challenges of the field and drive organizational success.

Get expert help in finding the perfect candidates for executive roles in the outdoor industry

Cutwater Martin is an outdoor industry recruiter with a focus on executive talent acquisition. We don’t just fill open positions—we find the perfect match for your company’s culture and ethos.

For nearly a decade, we’ve been the bridge connecting the industry’s leading companies with exceptional talent. We understand that each organization has its own DNA, and we dedicate ourselves to uncovering the talents that resonate with your mission.

Our process includes thorough assessments and personalized interviews, revealing candidates’ true capabilities. Because you don’t hire paper—you hire people. Contact us to get started.