What should I look for in a swim school’s lifeguard and instructor turnover?

Start with the timetable. Ask who teaches each level today, who taught those slots a season ago, and how often classes were merged or cancelled because nobody was available. A school that runs a full schedule on thin staffing may be leaning on the owner to fill gaps, and that work becomes yours after closing.

Then look at how people are found and kept. Ask how recruits hear about openings, how long onboarding takes, who pays for certification upkeep, and what happens when a certificate lapses. If the seller allows it, speak with a few instructors and ask what would make them leave after a sale. Check whether the head instructor or aquatics supervisor is staying, since parents often follow familiar faces rather than a brand.

Finally, test the numbers. Compare payroll against enrolment through the seasons, and look for overtime, bonuses or retention pay that seems unusual. Ask how many shifts the owner covers personally, and whether the pool rental or insurance expects a certain level of supervision on deck. Unfilled posts at peak hours are a warning to raise with the seller early.

Key takeaways

• Get a dated list of departures with reasons, then compare it with the current roster.
• Find out how many shifts the owner covers personally, because that work passes to you.
• Ask whether key instructors plan to stay, and speak with them if the seller agrees.