Nobody Owns The Campaign Talent Problem 

The Supreme Court’s ruling this summer in NRSC v. FEC has largely been read as an advertising decision. But the spending it uncapped is not limited only to advertising. 

Coordinated spending can also be used for staff payroll, but the cap made this practically impossible. In the decision between salary and TV, mail, digital, texting and phones, the latter always won out. Now that trade off is gone. 

In our 2026 Political Careers Survey, we found that 64 percent of campaign staff receive no benefits at all, yet they have the same experience level and tenure as their peers that work for firms and party committees. The work is the same, but the entity that signs their paychecks means the difference between sustainable career and side hustle. 

Campaigns are, of course, temporary entities by design and they lack the permanence to establish 401(k)s or pay a salary after the campaign is over. These short-term organizations have transformed over time to multi-cycle, multi-million dollar enterprises for election seasons that start earlier and earlier. 

Political consulting firms and service providers filled the gap. The employees working at these companies reported the best benefits of anyone in the survey. The durability of the employer enables and incentivizes them to provide quality health insurance, retirement plans and paid time off. 

But this career continuity is still costing campaigns and eating away at their limited hard dollars. Every campaign that rents an employee from a firm is still paying for the benefits and the long-term stability, but now with a profit margin for the firm added in. Campaigns can’t compete with the firms in terms of hiring, so they’re willing to pay the premium. 

This inefficiency in the workforce largely goes unnoticed because all of the stakeholders – except the firms – are judged only on a cycle-by-cycle basis. Did the campaign win or lose? Did the party win or lose the majority? The retention of capable staff in the industry is not a priority for these entities. 

And yet, the entire ecosystem pays the price. A talented campaign manager that decides to do one more cycle in the field before settling down and joining a firm pays untold dividends in electoral outcomes, not to mention the intangibles like mentorship and learnings. 

The investment in staff is the most efficient and effective expenditure a campaign can make. They’re hardworking, dedicated and invested in the races they serve. The relationships, knowledge and processes they develop over the course of a campaign compound in ways that are impossible for TV ads, mail and paid canvassing. 

So while the post NRSC v. FEC discussion is focused on coordinated spending for media, we should not overlook the opportunity for parties to adopt a renewed role in talent development. Party committees that persist cycle over cycle can grow as incubators of talent, while providing the benefits and stability that otherwise draw staff to firms. They can build a bench that gets deployed into races where and when they are needed. 

The past two decades of upheaval in campaign finance that followed from McCain-Feingold and Citizens United have coincided with seismic changes in media, technology and politics. The political professionals that support the candidates, parties and interest groups who engage in our elections have endured a shifting industry, as well. 

Our Political Careers Survey shows that this is a passionate, dedicated workforce of men and women who want to make a difference by supporting the candidates and causes they believe in, while being compensated appropriately. A renewed focus on professional development by all of the stakeholders in this industry will not only improve individual job satisfaction, but will result in a more engaged, responsive political process. 

Eric Wilson is the executive director of the Center for Campaign Innovation and the editor of CampaignTrend.com. 

Dustin Tropp is the founder of Republican Jobs. He collaborates with a diverse array of consultants, campaigns, non-profits, and government agencies at state and local levels to source their talent.