The Challenge

A summer camp came to BloomHR with a deadline that doesn't negotiate: opening day. To get there, roughly 90 people had to be hired, processed, and fully onboarded in about two months.

Camp hiring isn't just volume, it's volume with paperwork attached. Counselors needed CPR certifications. Some roles required youth employment certificates. Every hire meant an offer letter, a background check, an I-9, tax setup, documents collected, and a badge photo, all tracked to completion before anyone could work with a single camper.

The camp also wasn't starting from a clean slate. BloomHR arrived mid-transition, after the employee who held most of the institutional knowledge had already left. There was no playbook to inherit and little direction to work from. The process had to be rebuilt while it was running.

And this was a new client relationship. Trust had to be built at the same speed as the pipeline.

The Solution

BloomHR came in at the offer letter stage and owned everything from there to day one. That's the stretch where seasonal hiring usually falls apart: candidates accept and then go quiet, paperwork stalls, certifications never arrive, and a name on a list turns out not to be a staffed position.

First: get 90 people from offer to onboarded.

• Rebuilt the offer letter process on the fly, making it faster and more efficient once the volume made the existing approach unworkable
• Sent every offer letter and tracked each hire through every stage of onboarding
• Conducted I-9 calls and followed up individually on signed offers, background check completion, and form responses
• Chased down the documentation that gate-keeps camp work: CPR certifications, youth employment certificates, and badge photos
• Carried each hire through Gusto onboarding and tax setup to completion
• Ninety times over, against a deadline, while candidates dropped in and out.

Then: make sure next year is different.

• Built a completely new hiring SOP from scratch
• Revamped the hiring and onboarding stage tracking template
• Overhauled the camp's policies and built a policy repository in Notion
• The difference between filling seats and building a capability.

A staffing agency fills this year's roles and takes its process with it when it leaves. BloomHR's goal was the opposite: leave the camp stronger than we found it. Staffed for this season, and holding a system that makes every future season easier. Next year, hiring should go off without a hitch. That's the plan we built for. Blog: How to Hire 50+ People in a Season Without Losing Your Mind

The Results

• Roughly 90 employees onboarded within the two-month seasonal window. The camp opened staffed.
• Every hire tracked to completion: offer signed, background check cleared, certifications collected, Gusto onboarding and tax setup done
• A completely new hiring SOP, a revamped stage tracking template, and a full policy repository built in Notion, all owned by the camp going forward
• A process rebuilt mid-surge, after the departure of the person who held the institutional knowledge
• A new client relationship built at full speed, with trust earned in the hardest season to earn it

Sound familiar?

If your business lives and dies by a seasonal surge, whether that's camps, hospitality, landscaping, retail, or events, the scramble isn't mandatory. The right process turns your hardest two months into a system you run instead of a crisis you survive. And we'll build it with you, so it's yours to keep.

Let’s talk.