Coaching Searches Gone Off the Rails & How to Fix Them

I’ve Been There. And I’ve Seen a Better Way.

Over my career, I’ve seen the hiring process from every angle. I’ve been on the receiving end of several disorganized and unprofessional coaching searches, and it’s taught me what not to do. This frustration fueled my focus on what a program truly needs: a leader who can develop talent. Having spent eight years as a head coach and helped four of my assistant coaches become head coaches themselves, I know what a great hire looks like from the inside out. 

This dual perspective has taught me that the hiring process is a direct reflection of a program’s values. When it’s messy, it signals chaos. When it’s strategic, it sets the foundation for success.

Here’s what happens when a coaching search goes off the rails—and a guide to getting it right.

Three Searches Gone Wrong

A proper coaching search shouldn’t be a source of stress or confusion. It should be a strategic process that sets a new coach—and your program—up for success. Unfortunately, too many searches for head coaching jobs at educational institutions fail before they even start:

• The Deception: The Search That Was Never Real

I’ve been a candidate in what felt like a perfect storm of red flags. I went into an interview for a high-profile job, only to discover a friend of mine was also in the top three. In my two-hour, on-site interview, the first question was, “how can you financially afford to take this position?” Beyond being an illegal interview question, it was a clear signal of an unprofessional process. After the search played out, the least-qualified candidate with a personal relationship to the athletic director was hired. My friend and I both realized we were never actually considered for the position. We were just part of a show, a transparent search designed to check a box.

• The Scramble: The Search That Lacked Priorities

I once advanced to the committee interview round for a coaching position, but it was clear from the start that the fit wasn’t perfect. As the conversation continued, the committee’s decision-makers revealed their top priority was hiring “someone from the community.” Knowing I wasn’t a member of that community, the entire experience was a clear waste of time for both me and the committee. I can’t absolve myself from having run a similar search as a young athletic director. The lesson is that deep thinking about hiring priorities should occur before the first interview begins, eliminating candidates before anyone’s time is wasted.

• The Broken Promise: The Search That Damaged Its Reputation

I was a candidate for a high-turnover head coaching position, a red flag in itself. After a screening call, the athletic director told me they were looking for someone to lead the program for the next decade and that big names were chasing the job. A week later, he called again to say they were hiring an internal interim coach who only wanted the job for one season. To add insult to injury, he asked me to be a part of the process again the following spring. This experience was more than frustrating—it was a direct lesson in a lack of commitment and honesty. A chaotic hiring process is a direct reflection of an unorganized athletic department and school, damaging its reputation and alienating top candidates.

These experiences are more than just frustrating—they are a direct reflection of disorganized leadership. They damage a program’s reputation and alienate top candidates.

Three Paths to the Right Hire

The good news is that you have a choice. Whether you prefer a formal search or a more direct approach, here’s how to ensure it’s run with professionalism and intentional leadership.

Method 1: The Structured, Formal Search

This is the classic, transparent approach. It’s ideal for attracting a wide pool of candidates and prioritizing a fair process.

• How It’s Done Right: The job is posted with a clear description, a well-defined timeline, and a committed search committee. The process is consistent for all candidates, prioritizing objectivity and due diligence to find the perfect fit.

Method 2: The Headhunting/Quick Hire

This method is built for speed and efficiency. It’s perfect when you have a clear, targeted candidate in mind and want to move quickly.

• How It’s Done Right: This isn’t a hasty decision; it’s a proactive strategy. You’ve done your homework, and the candidate’s reputation, character, and coaching philosophy are a known quantity. The quick hire is the result of deliberate planning, not a last-minute scramble.

Method 3: The Third-Party Search Firm

For high-stakes or specialized positions, bringing in a search firm provides a wider network, objectivity, and a professional process that your organization might lack.

• How It’s Done Right: You partner with a reputable firm that takes the time to truly understand your program’s needs and culture. They manage the entire process, vetting candidates and presenting a shortlist of highly qualified individuals who are a true fit.

From Frustration to a Better Way

These experiences have solidified my belief that the coaching search is a direct reflection of a program’s values. My mission, both in my personal career and with Polar Athletic Group, is to provide the kind of intentional, professional leadership that prevents these kinds of problems.

The ultimate goal of a coaching search is to find a leader who will develop athletes and build a winning culture. Whether you choose to run a formal search, headhunt a top candidate, or hire a firm, every search should be grounded in clear communication, respect for the candidate, and a transparent process that leads to the right hire for the right reasons.

 

Driven by a Better Way,

KB