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Summer Program Jobs in Colorado (NOW HIRING)

Gibson Dunn

Assistant Manager, Recruiting

Denver, CO · On-site

$120K/yr

Assisting in the preparation and managing summer program planning (including budget, calendar of events) and collaborate with summer coordinators and hiring partners on execution; * Travel to and ...

City of Englewood

R Summer Camp Lead

Englewood, CO

$15.46 - $23.20/hr

WHAT YOU'LL BE DOING As a Summer Camp Lead, you'll work closely with the Youth Program Supervisor to design and run exciting daily activities that kids will love. Whether it's outdoor play, gym games ...

City of Englewood

R Summer Camp Assistant

Englewood, CO

$15.16 - $20.18/hr

Become a Summer Camp Aid and help kids ages 5-13 have the best summer ever! This is your chance to ... Helping create and implement incentive behavior programs that encourage campers to stay positive ...

City of Englewood

R Summer Camp Assistant

Englewood, CO · On-site

$17/hr

Become a Summer Camp Aid and help kids ages 5-13 have the best summer ever! This is your chance to ... Helping create and implement incentive behavior programs that encourage campers to stay positive ...

City of Englewood

R Summer Camp Lead

Englewood, CO · On-site

$19/hr

You'll also help create positive behavior incentive programs and be a key part of keeping the camp environment fun, friendly, and full of smiles. Your day-to-day will include: * Planning and ...

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Showing results 1-20

All JobsSummer Program JobsSummer Program Jobs in Colorado

Summer Program information

See Colorado salary details

$26.3K

$61.1K

$93.1K

How much do summer program jobs pay per year?

As of Jun 11, 2026, the average yearly pay for summer program in Colorado is $61,149.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,000.00 and $68,300.00 per year, depending on experience, location, and employer.

What are summer programs?

Summer programs are organized educational or recreational activities that take place during the summer months, typically when regular school is not in session. These programs can focus on academics, arts, sports, leadership, or other areas of interest, and are designed for children, teenagers, or even college students. They provide opportunities for skill development, social interaction, and personal growth in a structured environment. Many summer programs are offered by schools, community organizations, universities, or private companies.

What is the difference between Summer Program vs Internship?

AspectSummer ProgramInternship
CredentialsTypically no specific credentials requiredOften requires students or recent graduates
Work EnvironmentEducational, training-focused, often group activitiesReal-world work experience, individual projects
PurposeSkill development, exposure to industry, trainingHands-on work, professional experience, networking
DurationUsually a few weeks to a couple of months during summerVaries from a few weeks to several months, often during summer or semester

Summer programs are primarily designed for skill development and industry exposure through training and group activities, often targeting students. Internships focus on providing real-world work experience, allowing interns to contribute to projects and gain professional skills. Both are valuable for career exploration but serve different purposes and environments.

What are the key skills and qualifications needed to thrive as a Summer Program Coordinator, and why are they important?

To thrive as a Summer Program Coordinator, you need organizational skills, experience in youth programming, and often a background in education or recreation. Familiarity with registration software, scheduling tools, and safety protocols is typically required. Strong communication, leadership, and problem-solving abilities help manage staff, engage participants, and address unexpected challenges. These skills are essential to ensure a safe, enjoyable, and well-run program that meets participants' needs.

What are some common challenges faced by staff in a Summer Program role, and how can they be managed?

Staff in Summer Program roles often encounter challenges such as managing diverse groups of participants, adapting activities to suit varying interests and abilities, and maintaining high energy throughout long days. Successful staff members develop strong communication skills, flexibility, and proactive planning to address these challenges. Regular check-ins with team members and supervisors also help in sharing strategies and providing support, ensuring a positive and engaging experience for participants.
What are the most commonly searched types of Program jobs in Colorado? The most popular types of Program jobs in Colorado are:
What cities in Colorado are hiring for Summer Program jobs? Cities in Colorado with the most Summer Program job openings:
Summer Program jobs near you
Infographic showing various Summer Program job openings in Colorado as of June 2026, with employment types broken down into 11% As Needed, 30% Full Time, 20% Part Time, 4% Temporary, 33% Contract, and 2% Nights. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution, with an average salary of $61,149 per year, or $29.4 per hour.

Assistant Manager, Recruiting

Gibson Dunn

Denver, CO • On-site

$120K/yr

Full-time

Medical, Life, Retirement, PTO

Posted 20 days ago

Job description

Gibson Dunn is a leading global law firm, advising clients on significant transactions and disputes. Our exceptional teams craft and deploy creative legal strategies that are meticulously tailored to every matter, however complex or high-stakes. The firm's work is distinguished by a unique combination of precision and vision.
Based in Denver, the Assistant Manager, Recruiting will be responsible for coordinating the Denver office's legal recruitment efforts and offer office event and professional development support locally. This role's impact is not limited by geography, as it also involves coordinating with practice group leadership, managing relationships with search firms, overseeing recruitment processes, and ensuring smooth onboarding and integration of lateral hires. The ideal candidate will be highly organized, collaborative, and able to balance multiple priorities in a fast-paced environment.
This role reports to the firmwide Chief Recruiting Officer and work closely with the Denver Hiring Partner(s), Partner-in-Charge, Director of Administration, and Hiring Committee, to support local Denver recruiting operations, and with our Lateral Manager to support lateral attorney recruiting across the firm.
Responsibilities include:
  • Direct recruiting processes for the Denver office, including:
    • Planning and managing the office's overall recruitment efforts, including summer, new, and lateral associate recruiting.
    • Playing an integral role in the Denver office's recruitment leadership and team.
    • Assisting in the preparation and managing summer program planning (including budget, calendar of events) and collaborate with summer coordinators and hiring partners on execution;
    • Travel to and attend/manage key recruiting events, including high-profile summer program events (orientation, partner progressive and associate progressive dinners, end-of-year dinner) and new associate welcome events.
    • Coordinating with in-office personnel to support local office events, including client development, or alumni events, and to direct local recruiting happenings (candidate visits, in-person interviews, etc.)
    • Planning and managing the office's overall recruitment efforts, including summer, new, and lateral associate recruiting.
    • Collaborating with Law Student Outreach and local office functions to anticipate junior and summer associate needs and direct or collaborate on sourcing and hiring associates specifically interested in Denver.
  • Contributing to our nationwide lateral associate hiring process:
    • Coordinating national and regional searches for targeted practice groups and specialized areas, including identifying needs, interfacing with candidates, and scheduling interviews.
    • Providing dedicated support for lateral attorney recruiting, including scheduling interviews, collecting feedback, managing communications, and tracking candidate progress in the applicant tracking system, for specific practice groups, which may include, but are not limited to:
      • IP Litigation
    • Supporting the New York Director of Legal Recruiting and Lateral Manager in practice group and practice group management discussions around needs, integration, and other topics.
    • Developing, driving, and maintaining IP Fellowship summer associate hiring program, and any other practice-specific fellowship programs.
    • Working closely with practice group management and professional development functions to ensure robust integration for lateral attorney hires.
  • Collaborating with the Washington, D.C. Recruiting Director and others involved in Supreme Court hiring to source, recruit, hire, and onboarding SCOTUS clerks.
  • Tracking onboarding process and notifications, including conflicts clearance, reference checks, and background verifications.

Qualifications:
  • Exhibit professionalism and maintain a positive attitude.
  • Have the willingness to learn and be a team player.
  • Take initiative and be able to take direction from others.
  • Have excellent interpersonal, organizational, and executive functioning skills, with the ability to prioritize multiple tasks and priorities.
  • Have strong attention to detail and quality of work, while functioning within deadlines in a fast-paced work environment.
  • Ability to handle highly sensitive information with confidentiality and discretion.
  • Ability to work overtime and evening events as necessary.

Experience:
  • A Bachelor's degree is required.
  • 3-4 years of legal recruiting experience, preferably in a law firm environment, preferably supporting attorneys in multiple offices.
  • Experience with an applicant tracking software is preferred
  • Proficiency in the Microsoft Office suite is a must.

Gibson Dunn will consider for employment qualified Applicants with Criminal Histories in a manner consistent with the requirements of local law.
Compensation & Benefits:
The annual compensation range for this position is $105-120k. The salary offered within this range will depend upon qualifications and other operational considerations.
Benefits offered for this position include health care; retirement benefits; paid days off, including sick time, and vacation time; parental leave; basic life insurance; Flexible Spending Accounts; as well as discretionary, performance-based bonuses.
For technical difficulties with our online application, please contact us at staffrecruiting@gibsondunn.com. Our recruiting support team will respond as soon as possible.
Gibson Dunn is committed to ensuring equal employment opportunities for all qualified applicants, including individuals with disabilities. We strive to ensure an inclusive and accessible hiring experience. The Firm will provide reasonable accommodations to qualified individuals with disabilities to enable participation in the application and recruitment process, unless doing so would impose an undue hardship, in accordance with applicable laws and regulations.
If you require a reasonable accommodation to complete an application, participate in an interview, or otherwise take part in the recruitment process, please contact us at recruiting-accommodations@gibsondunn.com. Please note, this is a dedicated email inbox established exclusively to assist applicants with accommodation request related to the recruitment process. Inquiries about the status of an application or other non-accommodation matter will not receive a response.

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