We know the deal: Thousands of businesses around the state are looking for summer help.
And there are just as many teen-agers or college students (supposedly) looking for work.
How to make a match?
If you’re Mountain Creek Waterpark, in Vernon you literally can offer some fun and the sun.
That being said, General Manager Even Kovach said it’s not all fun and games. And that’s a good thing. A summer job at the park is a perfect first job, he said.
A way to get your feet wet in the work world, so to speak.
“Many of our seasonal hires are local students or first-time workers,” he said. “We take pride in offering hands-on training and support to help them succeed.
“From lifeguard certification to customer service development, we ensure every team member feels prepared and valued. Our goal is to create a summer experience so impactful and fun that, years from now, our team members still smile as they look back on it as one of the best summers they’ve ever had.”
Kovach said it starts by making sure that everyone of all ages and abilities is welcome.
“Each summer, Mountain Creek Waterpark comes to life with the help of around 500 team members who bring energy, safety, and unforgettable guest experiences,” he said. “We’re currently hiring for a variety of roles, with lifeguards as a top priority.
“What sets us apart is our commitment to flexibility, strong team culture, and perks like season passes, employee discounts and opportunities for year-round growth. We aim to be more than just a summer job — we want to be the first step in someone’s career journey.”
It’s a reason why Mountain Creek has been named a Best Place to Work by NJ.com and USA Today.
So, never let it be said that BINJE isn’t eager to spur economic development – getting your kids a few bucks in their pockets in the process.
Want more information, click here.
Want to read more, keep going through this Q&A:
BINJE: How many employees is Mountain Creek Waterpark looking to hire for the 2025 season?
Mountain Creek: We employ approximately 500 team members during our waterpark season.
BINJE: What types of positions are currently open for the upcoming season?
MC: Lifeguards, Guest Experience and Food and Beverage.
BINJE: Are there any hiring priorities or hard-to-fill roles this year?
MC: During our summer season our hiring priority is for the lifeguard position. Retention is key for positions such as this, and our management team has done a great job of working on retention ideas to ensure that we have team members return each season.
BINJE: What qualifications or certifications are required for applicants, particularly for roles like lifeguards or ride attendants?
MC: We provide the necessary training for both of these positions, i.e.: Ellis Lifeguard Training and CPR
BINJE: Are you offering any perks or bonuses to help attract new hires this year?
MC: Mountain Creek offers season passes to the waterpark, bike park and zip tours as a part of their employment. In addition, we offer discounts on food, retail, lodging and passes to Big Snow at the American Dream Mall. We also extend discounts for family members.
BINJE: What does the onboarding or training process look like for new hires?
MC: We hire for most positions immediately following the interview. This will allow for new hires to pick up training right away to prepare them for the opening of our summer season.
BINJE: Is a large portion of your seasonal workforce made up of local students or teenagers looking for summer jobs? If so, how does the park support first-time workers or younger team members?
MC: We do receive most of our hires from those who are local to our area. In addition, we also have an international student program during the summer season. This allows us to bridge the gap for positions in Food and Beverage and Lifeguards where we may fall short with our local base.
BINJE: How does Mountain Creek Waterpark position itself as an employer of choice for seasonal workers in the region?
MC: We are a team first organization. We strive to stay ahead of the state minimum wage to remain competitive with other employers. We also provide comprehensive training programs. Team Members are offered the ability to create their own schedule, which allows for them to maintain work life balance.
BINJE: Are there opportunities for seasonal employees to return year over year or move into longer-term roles within the company?
MC: Many of our team members work in both the winter and the summer season. A good part of our full-time year-round staff have come from those who have worked as seasonal team members in the past. We provide opportunities for growth and are focused on looking for talent that can join the year-round team when the opportunities arise.
BINJE: What’s the general timeline for hiring and onboarding? When do you expect to have your team fully staffed for the season?
MC: Following the interview, we are able to onboard immediately. Working papers for minors, now done all online, has allowed us to onboard minors more timely as well. The majority of our team is ready to go upon the opening of our summer business.
