We've done nearly 50 searches in a little more than 2 years - specializing in meeting the needs of small colleges. Around 80% of these searches have come from repeat clients because we work hard and get results.

"Always surround yourself with people who are even more talented and competent than you are." (Stephen Covey)

Most Important Advice For A Potential Head Coach ~ via @ChrisCFore coachfore.org/2025/03/02/mos…

HEY COACHES - Tech issues happen on video interviews. How you respond to them quietly signals how you’ll handle pressure when things go sideways. Poise matters, Coach. ~ via @RecruitwithDan

Here's an overview of what institutions and candidates should look for in a job search at the small Division III level. ~ via Marcus Wiegert @FiredCoachesPod firedcoachespod.beehiiv.com/…

Little things make a big difference. Small habits lead to long-term success. Winners find ways to be valuable. 𝐆𝐫𝐞𝐚𝐭 𝐭𝐞𝐚𝐦𝐬 𝐡𝐚𝐯𝐞 𝐠𝐫𝐞𝐚𝐭 𝐭𝐞𝐚𝐦𝐦𝐚𝐭𝐞𝐬.

Head coaches: Don't wait until you need something to build a relationship with your administration. Communicate when things are going well. Keep them informed. Share your program's successes. Understand their priorities. Address problems before they become surprises. The relationship you build when you don't need anything matters a lot when you eventually do.

When coaching candidates ask about budget, staffing or financial aid, don't assume they're always asking for more. They may simply be asking for clarity. Coaches can accept limited resources. It's much harder to accept expectations and resources that don't align.

A coach who can’t recruit or retain doesn’t just hurt competitive results. They create a revenue gap you can’t expense-cut your way out of. At small colleges, recruiting = financial stability. Make sure a coach is capable before making that new hire. ~ via @RecruitwithDan

Backlighting makes you disappear on a video interview. Good front lighting helps hiring committees actually see you, and connect with you. Simple fix. Big impact. ~ via @RecruitwithDan

Athletic Directors need to recruit for coaching roles. To get a better candidate pool. But, also to ensure the candidate they ultimately want takes the job. Some thoughts on that in my latest article: linkedin.com/pulse/on-campus…

YOU HAVE TO BELIEVE IN YOURSELF “I was a backup quarterback on a 0-8 freshman high school team, and I didn’t play. We didn’t even win a game and I couldn’t even play.” (Tom Brady)

Kansas State Director of Athletics Gene Taylor sits down with @AD_University Tai M. Brown at the annual Women Leaders Convention in Kansas City for a conversation about the strategy behind his career path. piped.video/watch?v=EZj065NQ…

"The only way to do great work is to love what you do." (Steve Jobs)

Don’t make it easier for your opponent. - via @CoachJordan82

Updates on three D3 jobs that are still open... hoopdirt.com/d3-search-updat…

Great TEAMS have ELITE Practice Habits 💪🏾🏀🐆

Don’t just evaluate the answers a coaching candidate gives. Evaluate their questions too. What are they curious about, the program, student-athletes, challenges and mission, or primarily salary, resources and what they’ll receive? Questions reveal priorities.

Top stories in today's NAIA.ticker: ➤ PCSA amendments & progress ➤ @NikRule on DC discussions & the shifting role of administrators ➤ @gsacsports' new streaming partner ➤ @UnionBulldogs move to free admission Read more: archive.wearecollegetown.com…

University of Illinois Springfield Director of Athletics Mike Hermann sits down with @AnthonyGrassi23 and they discuss Hermann's initiatives, structure and how to implement a vision with consistent feedback. ~ via @smallcollegeath and @Hermann_sports piped.video/watch?v=r04-EhhY…

You don't determine whether you are a fit for a job - the school does.