On a recent episode of the Love Your Career Podcast, Cam Bridger – Account Director at Love Recruitment – shared lessons from a career that spans club operations, personal training, management and now specialist recruitment across the fitness and leisure sector.

From essentially starting out at David Lloyd to recruiting leaders across brands like PureGym and other fitness industry brands and powerhouses, Cam’s journey highlights something powerful:

Success in this industry isn’t about overcomplicating things. It’s about self-awareness, service, delivery – and doing the basics brilliantly.

Like the podcast, this blog is designed to help two groups:

Let’s break it down.

Part 1: For Individuals – Progressing Your Career in Fitness & Leisure

1. Self-Awareness Is a Superpower

One of Cam’s defining traits has always been self-awareness.

When offered a senior opportunity earlier in his career, he asked himself a simple but honest question:

“Is this actually right for me right now?”

He walked away. Not out of fear. Not out of laziness. But because it didn’t align with who he was at that point.

That decision ultimately led him to leave a career at David Lloyd and explore the wider industry.

Lesson: Progression isn’t always about saying yes to the biggest title. It’s about saying yes to the right challenge at the right time.

2. Say Yes (Even When It’s Not Glamorous)

In his early career, Cam:

He didn’t love every task. But he learned from every one.

That breadth made him valuable.

If you want to progress internally:

You become promotion-ready when you’re useful across the board.

3. Be Patient (Even When You’re Frustrated)

We live in a “now” culture.

But in recruitment, one pattern stands out clearly:

Multiple short-term roles without clear progression can make candidates harder to place.

If you’re frustrated:

Cam shared a key moment: missing out on an internal promotion. Instead of blaming others, he asked, “What do I need to do better?”

That mindset changed everything.

Progression is often delayed growth — not denied growth.

4. Your CV: Stop Listing Duties. Start Showing Impact.

Recruiters and hiring managers already know what a gym manager does.

What they don’t know is:

A strong CV includes:

If you want to stand out — show impact, not job descriptions.

5. Interview Like You Actually Want the Job

Too many candidates treat interviews like one-way assessments.

They’re not.

They’re two-way evaluations.

To stand out:

Dress slightly smarter than the culture demands. Be early. Be polite. Be interested.

It sounds basic.

It works.

6. Build Your Personal Brand (It’s Only Getting Bigger)

LinkedIn isn’t optional anymore.

Your online presence:

Lock down inappropriate social media. Use LinkedIn intentionally. Share insights, not noise.

CVs won’t disappear — but your online brand will increasingly matter.

7. The Industry Is Bigger Than You Think

One of Cam’s biggest career realisations after leaving David Lloyd:

“The fitness industry is actually several industries under one umbrella.”

Health clubs. Boutique. Low-cost. Wellness. Leisure centres. Property. Technology. Corporate wellbeing.

Skills in fitness are highly transferable.

We’ve seen leaders move from fitness into property, retail, tech and more — often thriving because of their operational and people management foundations.

Don’t box yourself in.

Part 2: For Hiring Managers – How to Recruit Better in 2026

Now let’s flip it.

If you hire — whether that’s club managers, regional leaders or head office roles — here’s what great recruitment looks like.

1. Don’t Overcomplicate the Process

Great recruitment has three simple elements:

When processes change midway through, add unnecessary stages, or drag out for weeks:

Keep it simple. Keep it slick. Stick to what you said.

2. Candidate Experience = Employer Brand

You are selling your business as much as they are selling themselves.

What candidates hate:

What candidates value:

A candidate who doesn’t get the job but receives clear, constructive feedback may still recommend your brand.

One who gets ghosted won’t.

3. Feedback Isn’t Optional

If someone has:

You owe them feedback.

Even brief feedback allows them to improve.

No feedback damages your reputation more than you think.

4. Technology Should Support, Not Replace Human Connection

AI is transforming recruitment. But here’s the irony:

As automation increases, human connection becomes more valuable.

Video interviews. Real conversations. Partnership thinking.

Hiring managers still want to feel chemistry before final-stage interviews. Candidates still want real engagement.

Use tech wisely. Don’t hide behind it.

5. Think Partnership, Not Transaction

From a recruiter’s perspective, the best clients:

And that mindset applies internally too.

If you’re hiring directly:

The strongest leaders build pipelines — not just fill roles.

6. Common Traits of Effective Leaders

Across years of recruiting and operating, the most effective leaders share:

Kindness sounds simple.

But leaders who:

… get better performance.

People work harder for leaders who care.

A Final Message for Both Groups

Cam’s closing message on the podcast was simple:

“Don’t overcomplicate stuff. Life and work are actually quite simple when you step back.”

For candidates:

For hiring managers:

Whether you’re building your career or building a team, the formula is similar:

Service. Delivery. Simplicity.

The fitness and leisure industry is evolving rapidly heading into 2026.

Those who focus on doing the basics brilliantly — without overcomplicating — will win.

And if there’s one theme that cuts across both sides of the table:

The best in the industry aren’t just good at what they do. They’re intentional about how they do it.