SPECIAL GUEST POST FROM DAN CHRISTENSEN
In college athletics, most coaches believe the hiring process starts when they submit an application or land an interview.
In reality, it starts much earlier.
By the time a search officially begins, athletic directors and search committees often already have a working list of candidates in mind. That list is shaped by reputation, relationships, trajectory, and trust, not just resumes.
If you want to become a serious candidate for jobs, you have to think beyond just applying to a ton of opportunities.
You have to position yourself.
1. Understand This First: The Interview Isn’t Where You Win the Job
At many institutions the true candidate pool is relatively small.
Dozens (or hundreds) of coaches may apply. Only a handful are seriously considered.
Why?
Because in college athletics, hiring is not purely transactional. It’s relational and contextual.
Athletic directors are asking:
- Who do I trust?
- Who has demonstrated impact?
- Who fits our institution?
- Who can others vouch for?
Unlike many industries, transferable skills alone won’t carry you. Coaches are evaluated heavily on:
- Competitive success
- Player development
- Program trajectory
- Reputation within the coaching community
And importantly, who is willing to speak for you when your name comes up behind closed doors.
2. Study the Jobs You Want, and the People Who Get Them
One of the most practical (and underutilized) strategies is simple:
Study who gets hired.
When a job is filled, take time to look closely at the coach who landed it:
- What was their previous role?
- What level were they coaching at?
- What did their progression look like?
- What success did they have along the way?
Then ask yourself honestly:
Does my current resume align with that path?
If the answer is no, that’s not failure, it’s clarity.
It helps you understand where you are on the coaching ladder.
There are rungs for a reason. Trying to skip too many too quickly often leads to frustration.
You can also work this in reverse:
- Identify jobs you feel qualified for right now
- Study those head coaches’ backgrounds
- Identify realistic next steps
And even look ahead:
- What is your long-term “dream job”?
- What did that coach do before they got there?
You can’t perfectly plan your career. But you can study patterns and set informed goals.
3. Your Network Matters, More Than You Think
You’ve heard it before: “It’s not what you know, it’s who you know.”
That’s not entirely true, but it’s also not something to ignore.
In coaching searches, relationships don’t always win you the job but they do often determine whether your name is even discussed.
Start with your inner circle:
- Former head coaches
- Athletic directors you’ve worked for
- Mentors and trusted colleagues
Ask yourself:
- Who would I list as references?
- Who would actively advocate for me?
- Who do they know?
Because your network isn’t just your connections, it’s their network too.
If a respected coach or AD can call and vouch for you, it carries real weight.
On the other hand, if you’re applying to jobs where:
- No one knows you
- No one knows your references
- No one can validate your work
…it becomes significantly harder to gain traction.
4. Build Relationships the Right Way
If there are athletic directors you’d love to work for someday, don’t wait until there’s an opening.
Start building awareness now.
That doesn’t mean constant messaging or forcing a connection.
It means:
- Following their programs
- Sending a brief, genuine note expressing interest
- Congratulating them on meaningful accomplishments
- Staying engaged occasionally and professionally
The goal isn’t to “get a job.”
The goal is simple:
Don’t be a stranger when your name comes up.
5. Pay Attention to Your Career Trajectory
One of the biggest factors in hiring decisions is something many coaches overlook:
Trajectory.
Athletic directors aren’t just asking, “What has this coach done?”
They’re asking, “Where are they going?”
Upward trends that stand out:
- Increasing responsibility (assistant → recruiting coordinator → associate head coach)
- Clear program impact (turnarounds, development, culture)
- Progression across levels, with success
On the other hand, what can raise concerns:
- Long periods of static performance
- Lateral movement or steps down, without growth
- Consistent mediocrity without signs of improvement
We’ve seen this play out many times.
A coach with 10+ years of head coaching experience and consistent .500 records may be passed over for a younger coach who:
- Progressed quickly through roles
- Took on increasing responsibility
- Won along the way
Less experience, but a stronger trajectory.
That doesn’t mean you need to constantly change jobs.
But it does mean you should regularly evaluate:
- Am I growing?
- Am I improving my program?
- Am I developing new skills?
If not, it may be time to adjust, through development, strategy, or environment.
6. Fit Matters More Than You Realize
Getting a job because it’s a “step up” might matter to you.
It doesn’t matter to the hiring committee.
They are asking:
“Why does this coach fit here?”
That includes:
- Institutional mission (including faith-based alignment, where applicable)
- Geographic ties
- Recruiting connections
- Cultural compatibility
If you have:
- No connection to the region
- No understanding of the institution
- No alignment with its values
…it becomes harder to stand out.
The best candidates can clearly articulate:
- Why this specific job makes sense
- Why they are uniquely positioned to succeed there
And that clarity should start before you ever apply.
7. Be Intentional About Expanding Your Network
Opportunities often come from visibility and connection.
So put yourself in environments where relationships are built:
- Conferences
- Clinics
- Camps
- Professional events
Be active. Be engaged. Be someone people remember positively.
And just as important:
Don’t burn bridges.
College athletics is a small world.
The assistant coach you compete against today might be an assistant athletic director tomorrow.
The colleague you overlook today might influence a hiring decision later.
A helpful mindset:
Assume everyone you interact with could impact your future.
It will shape how you communicate, compete, and lead.
Final Thought: Positioning Happens Daily
Most coaches focus on the moment they apply.
The best candidates focus on the years leading up to it.
They are:
- Building relationships
- Developing their network
- Tracking their trajectory
- Studying the market
- Aligning with the right opportunities
They don’t just hope to be considered.
They position themselves to be.
Dan Christensen is the Director of Collegiate Consulting for Bechler Leadership. Founded by Jamy Bechler in 2018, Bechler Leadership helps schools, athletic departments, and organizations build stronger cultures and maximize their potential. In the last three years, they’ve worked on 60+ searches, specializing in meeting the needs of “smaller” colleges. Dan can be reached at dan@bechlerleadership.com.