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How Important is Recruiting?
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<blockquote data-quote="cpf2001" data-source="post: 913616" data-attributes="member: 6459"><p>I think there’s a couple key differences:</p><p></p><p>Recruiting is a huge core competency for a college football team in a way that accounting or sales or engineering or HR isn’t for any given company. So I think you’re discounting it too much there with the corporate comparison.</p><p></p><p>Another is evaluation. Evaluating an OC has more tangible results, recruiting is more of a personal and relationship thing. So I think an OC who can’t get it done but can talk a good game has fewer places to hide than a smooth-talking salesman, and less chance of fooling the head coach (Nix aside…) And I think recruiting gets especially harder the higher you go up the scale. If you’ve never seen it done at the highest levels, and if you’ve never had to compete head to head with UGA for the same players, are you going to be as well equipped to hire for that position?</p><p></p><p>Hiring bad C-suite people or VPs is a common failure mode for CEOs, and a good way to shoot your company in the foot. So just because the CEO doesn’t have to be the expert doesn’t mean he doesn’t have to know how to hire them, and that’s not something everyone is equally good at. Combine sales being a core competency for a college team and the risk of a salesperson being able to be convincing to a non-expert, and it seems risky to not have a lot of direct exposure to top-flight recruiting. Friedgen had exposure to pretty good D1 recruiting before going to MD, for instance.</p></blockquote><p></p>
[QUOTE="cpf2001, post: 913616, member: 6459"] I think there’s a couple key differences: Recruiting is a huge core competency for a college football team in a way that accounting or sales or engineering or HR isn’t for any given company. So I think you’re discounting it too much there with the corporate comparison. Another is evaluation. Evaluating an OC has more tangible results, recruiting is more of a personal and relationship thing. So I think an OC who can’t get it done but can talk a good game has fewer places to hide than a smooth-talking salesman, and less chance of fooling the head coach (Nix aside…) And I think recruiting gets especially harder the higher you go up the scale. If you’ve never seen it done at the highest levels, and if you’ve never had to compete head to head with UGA for the same players, are you going to be as well equipped to hire for that position? Hiring bad C-suite people or VPs is a common failure mode for CEOs, and a good way to shoot your company in the foot. So just because the CEO doesn’t have to be the expert doesn’t mean he doesn’t have to know how to hire them, and that’s not something everyone is equally good at. Combine sales being a core competency for a college team and the risk of a salesperson being able to be convincing to a non-expert, and it seems risky to not have a lot of direct exposure to top-flight recruiting. Friedgen had exposure to pretty good D1 recruiting before going to MD, for instance. [/QUOTE]
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How Important is Recruiting?
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