SPECIAL GUEST POST FROM DAN CHRISTENSEN
Every coach wants to know the same thing going into an interview:
“What actually separates candidates?”
Not in theory. Not in a generic “be yourself” sense.
But in real search rooms…what do Athletic Directors actually notice?
As part of our recent national coaching search study at Bechler Leadership, we asked Athletic Directors a simple but revealing question:
“What have candidates done to stand out during the interview process?”
Their answers were consistent, and instructive.
While many things matter in a search, three themes rose clearly above the rest.
1. Deep Research Into the Institution and Department
This was the most common response from Athletic Directors.
The candidates who stood out weren’t just prepared, they were deeply informed.
They demonstrated:
- A clear understanding of the institution’s mission and identity
- Knowledge of the athletic department’s structure and culture
- Familiarity with the program’s history
- Awareness of previous coaches, current players, and recent performance
- Insight into the Athletic Director’s leadership style and priorities
- Context of how the program fits within the broader department
This level of preparation communicates something powerful:
“I don’t just want a job. I want this job.”
Too many candidates prepare at a surface level. They skim the website, review the record, and move on.
The strongest candidates go further. They connect dots. They understand context. They walk into the interview already aligned.
And Athletic Directors notice immediately.
2. A Clear, Authentic Coaching Philosophy (and Program Plan)
The second major differentiator was clarity of vision.
Not just having a philosophy, but being able to articulate it clearly, authentically, and specifically for that institution.
Athletic Directors consistently pointed to candidates who could:
- Explain how they build culture
- Define standards and expectations
- Outline how they develop student-athletes
- Connect their philosophy to the mission of the school
- Present a realistic and actionable plan
Just as important, what didn’t stand out:
Generic answers.
Broad, recycled philosophies that could apply anywhere.
The strongest candidates made it clear:
- Why their approach works
- How it fits this institution
- What it will actually look like day-to-day
Clarity builds confidence. Specificity builds trust.
If an AD can clearly picture what your program will look like under your leadership, you’re ahead.
3. Personalized, Thoughtful Questions for Each Stakeholder
This is where many candidates miss an opportunity.
Top candidates didn’t just answer questions well, they asked better questions.
Specifically, they:
- Asked different questions to different people
- Tailored questions based on the individual’s role and perspective
- Demonstrated they had done research on the search committee itself
- Used questions to show understanding, curiosity, and alignment
For example:
- Questions for an AD looked different than questions for a faculty member
- Conversations with current staff were approached differently than senior leadership
- Each interaction felt intentional, not scripted
This communicates a high level of awareness:
“I understand who you are, what you value, and how this role connects to you.”
It also shifts the interview dynamic, from transactional to relational.
And in small college environments especially, that matters.
Other Factors That Still Matter
While the top three stood out clearly, several other themes were mentioned by multiple Athletic Directors:
4. Thoughtful Follow-Up Communication
Simple, but often overlooked.
Strong candidates:
- Sent timely, thoughtful follow-up emails
- Expressed genuine gratitude and enthusiasm
- Reinforced key points from the conversation
Some even went further with handwritten notes or more personalized touches.
Not over the top, just intentional.
5. Strong, Relevant Questions
Beyond personalization, ADs emphasized the importance of asking:
- Questions that reflect genuine interest
- Questions that show the candidate is thinking like the head coach already
- Questions tied to what actually matters in the role
Weak questions feel performative.
Strong questions reveal how a candidate thinks.
6. A Clear Vision for the Role
This overlaps with philosophy but goes a step further.
Top candidates helped ADs see:
- What the program would look like in year one
- How they would establish standards and culture
- What success would look like short-term and long-term
Not vague ambition, visible direction.
Final Thought
What stands out in a coaching search isn’t usually something flashy.
It’s not gimmicks or overproduction.
It’s clarity. Preparation. Intentionality.
It’s the candidate who walks into the process and makes it easy for an Athletic Director to say:
“I can see this person leading our program.”
If you’re preparing for an interview, start here:
- Know the place deeply
- Know yourself clearly
- Engage people intentionally
That combination consistently separates candidates.
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.