Calendars become harder to coordinate. Out of Office messages start appearing. Recruitment plans get pushed back. And conversations that were due to happen in July suddenly become "something to pick up in September."
After all, nobody hires in summer in the membership sector… right?
Not quite.
One of the most persistent myths in recruitment is that everything slows down as soon as people start heading off on holiday. The reality looks very different.
At Membership Bespoke, we recently asked our LinkedIn community of more than 97,000 membership and association professionals a simple question:
Would you apply for a role while on holiday?
Over 60% said yes.
That might raise a few eyebrows among hiring managers and Heads of Department. But it shouldn’t.
Because while membership organisations often pause recruitment plans over the summer, candidates rarely pause their careers.
If the right opportunity appears, they’ll apply.
They’ll take a call.
They’ll jump on a Teams interview from their holiday accommodation.
And they’ll accept an offer if it’s the right next step.
Opportunities don’t wait for September.
This time of year also produces some of the best out-of-office messages. A few favourites:
“I’m currently out of the office. If your email is urgent, please ask yourself if it really is.”
“I’m away until August. Future me will deal with this.”
“I’m currently searching for Wi‑Fi‑free happiness.”
“I’m on annual leave recharging my batteries. Please note these batteries are not covered under warranty.”
And honestly, we’re all for it!
You’ve earned the break.
If you’ve spent the year supporting members, delivering events, managing stakeholders, navigating budgets and keeping multiple priorities moving, you absolutely should switch off.
Take the holiday, spend time with your family, ignore your inbox for a while (if you can!)
But while you’re enjoying some well‑deserved rest, the talent market isn’t necessarily doing the same.
This matters because the membership recruitment market is becoming increasingly competitive.
Right now, demand for commercial membership talent is around three times higher than at the same point last year. We’re seeing particularly strong interest in professionals with experience in:
Membership growth
Commercial development
Member engagement and retention
Partnerships and sponsorship
Revenue diversification
Digital transformation
The strongest candidates aren’t waiting for autumn campaigns.
Many are already exploring options.
Some are mid‑process with several organisations.
Others will accept offers long before hiring conversations restart in September.
The person you’re hoping to hire after the summer may simply not be available by then.
The positive news is that you don’t have to be actively recruiting right now to gain an advantage. In fact, summer can be one of the most valuable times to start workforce planning conversations.
Now is an ideal moment to:
Candidate expectations are shifting. Having a clear view of current salary benchmarks helps avoid surprises later in the year.
Many membership roles have evolved significantly. Updating role profiles now can improve candidate attraction and ensure you’re hiring for the skills you really need.
Understanding where the strongest talent sits, how active the market is and how long processes are taking can all inform better hiring decisions.
Do you need a permanent hire?
Would interim support bridge a gap?
Could a fractional specialist provide targeted expertise during a period of growth or change?
The earlier you explore these questions, the more options you typically have.
Organisations securing the best people aren’t always the ones offering the highest salaries. More often, they are the ones making clear, timely decisions and providing a positive candidate experience.
The membership sector is distinctive.
The skills needed to grow membership, deepen engagement, develop commercial partnerships and deliver tangible value to members aren’t always easy to source through generalist recruitment channels.
That’s where market insight really counts.
Even if you’re not hiring today, understanding:
Current salary benchmarks
Where candidate supply is tight or strong
Typical notice periods and time‑to‑hire
Emerging talent trends
can help you make more confident workforce decisions over the next three to six months. And....we can help!
Perhaps the most honest Out of Office message would say:
“I’m currently on annual leave. Please contact me in September when I start thinking about recruitment again.”
The challenge is that candidates aren’t writing the same message.
Many are still exploring opportunities. Many are still interviewing. And many are still accepting offers.
So by all means, enjoy the summer. You absolutely deserve it.
Just don’t assume the talent market is taking the same holiday.
In our 14+ years of experience in the membership sector, the best candidates rarely do.