How the RV Industry Can Attract Talent & Build Careers for 2026

Editor’s Note: This is Part 3 of the eight-part “Key RV Industry Trends & Predictions for 2026.” For the main page with links to all eight parts, click here.

How can the industry do more to attract people to RV industry careers?

Trey Miller, vice president of marketing, Jayco: In the Elkhart, [Indiana], area for suppliers and manufacturers, I think it is vital for companies to recruit and hold on to students attending Indiana colleges (and surrounding states). For example, one of the top universities in the country is less than an hour away, and it is very rare to have a Notre Dame grad enter the RV industry. We can also do a better job of recruiting from the Chicagoland area specifically.

Jason Nierman, chief revenue officer, Rollick: The RV industry has a major opportunity to attract more talent by modernizing how it presents career paths and by investing in training. Many younger job seekers want clear growth trajectories, exposure to technology and workplaces that feel forward-thinking. Dealers and OEMs that highlight opportunities in digital retailing, data analytics, customer experience and service technology will appeal to a wider pool of talent. There’s also room for the industry to lean into professional development. Structured onboarding, certification programs and partnerships with technical schools or trade programs can help bring in new technicians, marketers and sales professionals. The companies we see thriving are the ones positioning the RV space as innovative and tech-enabled rather than traditional and seasonal. Finally, showcasing the lifestyle aspect of RVing — travel, outdoor recreation and community — helps differentiate this industry from others. A clear message that the RV sector is evolving, stable and full of upward mobility will go a long way in attracting and retaining the next generation of professionals.

Tom Kline, founder and lead consultant, Better Vantage Point: More training and consistence in their approach to treating employees as an asset.

Susan Carpenter, aftermarket manager, B&B Molders: Make the RV industry visible, affordable to enter, skills‑first, tech‑forward and purpose‑driven — and back it with paid training, modern technology and clear pathways. That combination will attract and keep the next generation. RVWA [RV Women’s Alliance] is already drawing talent by spotlighting women across the industry, hosting networking and mentorship programs, and running skill-building events that make career paths visible. Through training partnerships (including all‑female RV technician cohorts with RVTI [RV Technical Institute]), scholarships and employer connections at industry shows, they lower entry barriers and convert interest into jobs.

Juan Tejeda, CEO, PPL Motor Homes: Attracting more people to build a career in the RV industry begins with creating a clear sense of purpose and opportunity. We must show that this is more than a business about RVs — it is a people-centered industry that helps families create lifelong memories. The key is investing in training, leadership development and career pathways that give employees a vision for growth. By elevating the professionalism of our workforce, improving work-life balance and highlighting the fulfillment that comes from serving others, we can inspire the next generation of talent. Culture, mentorship and a shared sense of mission will ultimately define our industry’s ability to grow and thrive.

Stacey Harris, head of service and retail sales, Truma North America: Focusing on those currently within the industry is the first step. Helping our employees achieve their career and life goals is one way to promote the industry. Keeping the industry happy from within is a great way to put forward career opportunities for the future workforce. Helping our teams to have pride in what they do and showcase their passion allows for others to see the advantages within the industry.

Find more answers on this topic on RV PRO’s website at rv-pro.com/tag/state-of-the-industry.