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Category - A Moment With Megan

NFL Combine: From the Field to the Office

By: Megan Meisse, Prodigy Sports

For a week in early March, college football players come from across the country to perform several physical and mental tests for their chance at a life-changing opportunity with the NFL. Showcasing their skills in front of NFL coaches, general managers, and scouts from across the league, the NFL Scouting Combine has grown significance not only for the prospects but also for fans and media alike. With more than 300 prospects competing for their chance in the NFL, these prospects go through several tests and drills, from vertical jumps to offensive and defensive drills. These prospects also go through several rounds of interviews to test their mental strength, which could even be more important than their performance on the field or in the weight room.

As recruiters, we look at potential job candidates just as the NFL coaches and staff look at these combine prospects. To use some key NFL phrases throughout the week-long event, the prospects must show their value with their statistics and their measurables after their college playing career has ended. Similarly, the job candidate must show their value with their resume to highlight revenue generating, their experience, hard skills and soft skills. Blatantly showcase hard skills on a resume – technological, languages spoken; weave soft skills throughout. Prospects highlight their statistics including their numbers of sacks or games played so do not be afraid to also highlight your individual numbers. For sales, be confident in your comfort level with high-dollar amounts and explain your deep “rolodex” with examples. For more marketing/digital roles, promote your creativity and establish your own brand. Tell your story, use detail and examples.

Like NFL Combine prospects, interviews take place when seeking a new job opportunity and they can be just as important, and nerve-racking, as those that the athletes go through. Just like the active job seeker, athletes prepare for any question that can be asked of them but for some questions, there is just not enough preparation to answer the tough ones. Showcase your ability to think quick on your feet.

Aside from the skills behind a potential NFL prospect or a job candidate, one of the most important aspects of a person is their personality, which is highlighted in their interview. There have been several articles throughout the media coming straight from the Combine listing some of these unique questions. In a job search, be prepared for the tough questions. Aside from explaining your background, be prepared for questions like: Tell me about your greatest accomplishment? What do you know about our company/this role? What is the biggest challenge you have had to overcome? The biggest mistake any candidate can make is not being prepared for their interview, simply because you are selling one of the most important brands – yourself.

A key phase in the NFL world is also viewing tape/film, which is seen any place from the NFL Combine to the locker room to the Super Bowl. It is critical for teams to review certain players and plays to see what they are truly made of or what to improve on. Hours are spent reviewing film for prospects and players and the same goes for the active job seeker in a similar fashion. Think of having good tape or film as your professional references. Of course, it is easy to pick the references who will say all the general “fluff” that you are a great person and hard worker but think outside the box when submitting references for a job. Think of clients you went above and beyond for. Think of a former co-worker you may have had to overcome something with.

With the 2018 NFL Scouting Combine nearing an end, think of yourself as one of these young college students who is about to fight for potentially the biggest moment in their life. Never give up on that fight, no matter the difficult interview question or the other candidates interviewing in the process or the resume you submitted. Be your best self and be able to sell it. To the 2018 Combine Prospects, the best of luck to achieving your NFL dream.

As Senior Recruiting Associate, Megan Meisse works across Prodigy Sports’ executive search division, handling various clients across the sports and entertainment industries. Aside from her executive search role at Prodigy, Meisse also handles digital initiatives and content creation for Prodigy Sports.

Contact: megan@prodigysports.net

 

 

 

Q&A: University of Central Florida: Got Gig? Career Boot Camp

Q&A: University of Central Florida: Got Gig? Career Boot Camp

By: Mark Gress Jr. & Megan Meisse, Prodigy Sports

Having recently returned from Orlando, Prodigy Sports’ Vice President, Recruiting, Mark Gress Jr. was invited to speak with the UCF DeVos Sport Business Management MBA cohorts and participate in their Got Gig? Career Boot Camp. The day included resumes reviews, three mock interviews, LinkedIn preparation, values discussion, networking and job searching overviews. Utilizing the skills and tips taught from Mark, below are questions and answers about his time at UCF and his insight on incredibly crucial skills and education for career development.

What is the biggest concern of students entering the job space, specially to break into the sports industry?

Alex Vergara and Mike Redlick invited me to speak and participate in their Got Gig? Career Boot Camp. Given these were MBA students, perhaps their concern was breaking in at the appropriate level.  Ego aside, most of them simply want to know where they slot in and how they can get there.  For those currently in or who have recently completed their MBA, it comes down to how that degree is sold, marketed, and positioned as part of a candidate’s “experience” and skill set.

If there were one or two major errors as an interviewee to stay away from within an interview process, what would they be?

Not answering the specific question that was asked OR lacking details, telling a story, giving examples – turn the abstract into something concrete.

Not having questions prepared to ask the interviewer and not just any questions; questions that show the depth of your research and the sincerity behind your curiosity.

For those who are frustrated in the job search, either not finding the right roles or getting interviews scheduled, what would be the biggest piece of advice to handle the job process?

We say it a lot but it is true – the job search is a full-time job.  It is also a stressful one and one that involves and incorporates the “human element” regardless of whether you are working with a recruiter or not.  Be patient, be creative, adapt and adjust, change up your methods, build long-term relationships, and go outside of your comfort zone.

What is the best way to ‘tell your story’ on an interview? How much is too much or how little is too little detail to be left out?

It depends.  If I am asking to give me your elevator pitch and your 30 second commercial – keep it short and sweet; follow the direction of the interviewer.  If I am asking to walk me through your background, help me understand your career transitions, and let me hear your verbal version of your resume, it is OK to be a little verbose; let your energy and passion come through.  If you can’t do that when you are telling your own story, we’re in trouble.

With new sectors breaking out in the sports industry in the last 12-24 months, like the growth of esports and more digital roles being created, where do you see these roles going and what other disciplines are promising to break out in the coming months?

Aside from esports, digital, gambling, and all of the ones people talk about at conferences and onsocial media, it is also exciting to follow and potentially land a role in new, upstart leagues.  Beyond The Alliance of American Football, you have the XFL and other emerging football leagues.  You have a potential new lacrosse league coming down the road.  Look for teams and sports that are expanding, relocating, and/or otherwise evolving and position yourself in a way to be part of that growth.

To address those active job seekers, how can they diversify their skill sets to be more versatile in the industry? How do they know the right job opportunities to go after if still new to the industry?

Sometimes it is hard.  If you are an active job seeker who is employed, try to chip in with other departments.  If you have relationships in the sports industry, ask around, learn, visit other organizations, ask questions, seek out best practices.  If the advanced degree, a certificate, a formal training are options, consider and pursue them.  If you are an active job seeker who is unemployed, volunteer, take on research projects, do pro bono work, and otherwise stay current and fresh.

As for the “right” job opportunities, let’s not forget the most basic step.  Read and review job descriptions.  Digest them, understand what they are asking for and take a true, hard look in the mirror and see if you meet even the bare minimum requirements.  Then, what I would do is to research and look around, perhaps via LinkedIn, for who is doing that same or a similar role at the moment and see what their background and skills are and match that against yourself; use that as a barometer.

What is the most powerful resource someone can use in their career to network?

Hard question to answer.  What I told the MBA students at UCF was to leverage, utilize, and simply bang down the doors of your UCF alumni network.  What MBA programs like UCF do well is they integrate their alumni, professors, advisory board, and other key industry leaders into the curriculum.  Now it is on the MBA student or alumni who is seeking help in their career to ASK, follow-up, be persistent, and build a relationship that is mutually beneficial.

As Vice President, Recruiting, Mark Gress Jr. brings more than 10 years of experience in the sports industry. He initially joined Prodigy Sports in early 2015 as Director, Recruiting before being promoted in 2016. Gress’ experience in the industry has brought him success in filling positions for Kroenke Sports & Entertainment, World Rowing Championships, USA Curling, USA Table Tennis, USA Taekwondo, and many more.

Contact: mark@prodigysports.net

As Senior Recruiting Associate, Megan Meisse works across Prodigy Sports’ executive search division, handling various clients across the sports and entertainment industries. Aside from her executive search role at Prodigy, Meisse also handles digital initiatives and content creation for Prodigy Sports.

Contact: megan@prodigysports.net

Checking In With: Zoe Wilson, PGA TOUR

Adapting to the digital age: Advice from Zoe Wilson

By: Megan Meisse, Prodigy Sports

Candidate placed: July 2015

When you are working with the largest golf organization in the world, growing and maintaining various digital platforms can be one of the most difficult jobs. HeadshotIn looking to expand their greater New York City media sales efforts, the PGA TOUR sought the assistance of Prodigy Sports, in order to find a creative, interactive sales professional, responsible for working with their clients to develop PGA TOUR media partnerships and campaigns.

In July of 2015, a Texas native found her new home in New York with the PGA TOUR. Zoe Wilson now holds the title of Director of Media Sales for the TOUR. Having moved to New York in 2007 not knowing a single person, she quickly got involved with her alma mater, the University of Texas, with their New York chapter. Currently sitting on three boards for the Alumni Association with Texas, Wilson built her network and now pays it forward to her university by volunteering with undergrads, sharing her experiences in New York and offering career advice.

After graduating from the University of Texas with a Sports Management degree, Wilson began her internship with the Paralympics in Colorado, being tasked with hosting the Paralympics Charity Golf Tournament. Ironically enough, this was her first time around golf and being on a golf course. Shortly after her internship with the United States Olympic Committee, Wilson made the move to New York, with the United States Golf Association. After an interesting industry transition to work for Vogue and TIME in publishing, both in marketing and sales, Wilson reconnected with her USGA network and felt the desire to get back into sports.

After stepping off the plane her first night in December of 2007, there was snow falling, her possessions were on a truck from Colorado, and that is when she realized, “this is thpgatoure rest of my life.”

In her first year with the PGA TOUR, Wilson focused her efforts on business development; however during the summer of 2016, she transitioned into a new role, to run sales for a sub-media brand called Skratch. Skratch is owned by the PGA and engages a younger demographic through digital content that covers the world of golf beyond the PGA TOUR and their competitions. Wilson describes Skratch as “social first media branding towards millennial golf fans.”

“Skratch covers the fun side and now with so many younger participants in the sport and active on social media, we are able to grow the PGA footprint” says Wilson. In her role, she focuses about 70% of her time with Skratch and 30% on the PGA TOUR, selling across different portfolios and sharing resources between the two.  When asked about her greatest challenge she has worked on so far with the TOUR, Wilson explains “it’s about creating good content at the end of the day and figuring out their brand into Skratch content.” Having a small office in New York, with the PGA TOUR headquarters in Ponte Vedra Beach, Florida, there is a strong sense of family within the department. “Culture is so important to the life and DNA of the PGA TOUR. There aren’t a lot of jobs in digital media, in New York, in golf, but I have it.”

WSkratchilson explains there are a lot of great initiatives coming down the pike for the PGA TOUR and she is excited for all the opportunities coming in 2017 and beyond for her, as well as golf in general in a good place.

“One thing about the sports industry, it is very difficult to break in, but once you do, you are family,” says Wilson. Now that she has broken in, she offers two key pieces of advice: “talk to everyone you possibly can because the opportunities are communicated within the sports circle” and “do as much research as you can and get into sports for the right reasons.”

Prodigy Sports is proud to have placed Zoe Wilson into her role with the PGA TOUR and look forward to continued growth for Zoe, the PGA TOUR, and Skratch.

Checking In With: Josh Brickman, Boston Bruins & TD Garden

Enhancement and Measurement through a World-Renowned Franchise: Advice from Placement Josh Brickman

By: Megan Meisse, Prodigy Sports

Candidate placed: October 2016

Home of the NHL’s Boston Bruins and the NBA’s Boston Celtics, TD Garden hosts over 3.5 million people a year, between its 19,600-seat arena, top-notch premium areas and award-winning technology. With two professional sports teams and a record breaking concert season the energy around the building has been buzzing.

Josh Brickman

Imagine, your first day of work at New England’s largest sports and entertainment arena happens to also be the home opener for the Boston Bruins. From his very first day of his new job with TD Garden, Josh Brickman experienced what it’s like to be a part of a 90+ year old franchise and become part of one of the most passionate fan bases in the country.

Prodigy Sports was pleased to place Brickman in his role as Vice President of Business Strategy for the Boston Bruins and TD Garden.  In this role, Brickman reports directly to Glen Thornborough, Chief Revenue Officer for TD Garden and Boston Bruins, and is responsible for the newly created digital team, which includes digital marketing, data solutions and analytics. As the Vice President of Business Strategy, Brickman works to streamline Boston Bruins and TD Garden research and strategy efforts in conjunction and collaboration with marketing, ticket sales, corporate partnerships, premium, retail, and other business lines.

Brickman and his team provide direction on consumer marketing, customer analytics, retention and sales strategy, retail operations, CRM and sales planning, in addition to, general market research to keep TD Garden as an industry leader in digital trends and maximization.

nhl.com/bruins

“It’s been a really incredible experience getting familiar with everything. The transition worked well and I was able to bring in some of my own flavor to the organization,” Brickman stated.

Many of the projects he is currently working on started before he came in, but Brickman’s role helped to get them these initiatives off the ground. One major task is the launch of SAS, which uses data collection from a variety of sources to help better serve fans in the future. Brickman explained that his responsibility is to lead the SAS project from start to finish, including TD Garden website and mobile application integration.

When asked what one of the most essential elements in using customer relationship management information systems is, Brickman stated, “it’s really two things; have a clear understanding of your goal and be able to clearly communicate the process.” He mentioned how important it is to be good at communicating what he and his staff are trying to achieve, both internally and externally.

In his prior experience at Monumental Sports & Entertainment, Brickman served as Vice President, Strategy & Research, which was a very similar role to his now with the Bruins and TD Garden. One of the biggest differences in his current role is being more involved with the day to day operations with the arena. Brickman attributes much of his knowledge and understanding of certain processes from his education and earliest experience at his first job, where he could apply his economics background to his role.

Although many strategies have changed since his first job, Brickman is excited for emerging trends in the industry. Brickman states, “the opportunity to get away from ‘all to one is possible’. The ability to target an email campaign based on a fans actual behaviors and past interactions with the arena and team is a significant opportunity for us and a great benefit for fans. However, he also shared how it takes time and dedication to get to those next steps. “Anyone can do this work manually but once it is built in the system or in SAS, these tools allow you to build on that process,” stated Brickman.

Having grown up in Connecticut, he always enjoyed that market but admitted it is not easy to move a family. However, there is great benefit in utilizing your resources like family, friends and colleagues for someone looking for a career change. Brickman believes there is incredible value in sports management programs. Though it is not an easy industry to get into, if you leverage your early relationships and build you network, you are quickly reminded of why it is one of the best industries to be in.

For those looking for a career move or to get into the sports industry, Brickman emphasized the importance of understanding the pace of the game and the industry as a whole, something that someone with a sports background may understand at a higher level. However, he went on to state that there is room for every type of background in this industry, especially if you are willing to start in any role to get your foot in the door. “As companies try to keep up with their counterparts, there is deeper need for an individual with a mixed background. Sometimes those backgrounds see it from an outside view and do it better than us!” stated Brickman.

As the evolution of technology emerges, there are exciting new projects to come and look forward to the continued success of Brickman, TD Garden, and the Boston Bruins.

 

Summer Break or Work Late

Summer Break or Work Late: How to Regain Productivity During Summer Months

By: Megan Meisse, Prodigy Sports

Summertime tends to be a favorite for many compared to the other seasons. What is not to love about the sun shining, crowded beaches, and that delicious soft-serve ice cream cone with rainbow sprinkles? Out of all of these summertime favorites, there is one that is generally not included in that mix: heading to the office and spending your week at your desk…even for those who love their job and love their company.

There is no surprise that it is easy for employees to be less motivated when the sun is shining on a hot day outside their window, which may impact productivity in the office. There are vacations taken either by your employees or by clients you are working with which makes it difficult to get answers right away. People tend to take slightly longer lunch breaks, if not on vacation, taking in every bit of warmth and fresh air they can. Let’s not forget about “Summer Fridays”. With that being said, how does management keep their staff motivated and engaged to prevent loss of productivity? Or can they?

The summer months are the perfect time to invest in your team and culture. Use the slow times to evaluate your staff and needs as a department or company overall. What are you lacking and how can you use that to benefit your department when seeking to fill in those blanks? How can you make your staff different? What are your goals for the coming months? Take the time to invest in your corporate culture as that can make or break an organization and the flow behind your employees. Prepare for the future and what is ahead.

Aside from motivating your staff, it is easy to get frustrated when it comes to lack of response via email or phone from others outside your organization. The frequent ‘Out of Office’ reply email sits in my inbox more than I would like but the key to remember is letting go of what you cannot control. Mental health and taking a break every now and then is crucial for every single human to get through their life. Treat your brain like a muscle – exercise it but also let it rest. Trust in others and your staff that if an email is pressing enough, they will respond in a timely manner. However, if you are one of those also getting the constant “I am OOO with limited access to email” message back, let go of what you cannot control and hope they are enjoying their time as if it were you. Focus on another project, try alternative resources to get an answer to what you need, or simply wait. After all, patience is a virtue (something I need to remind myself every day).

Summer break is a great time to build your staff, focus on the culture you are presenting every day, set goals for the coming months, and take a mental vacation. Every business is different but when employers understand and acknowledge the separation of personal and professional life, employees feel more appreciated, engaged, and (hopefully) productive.

As Senior Recruiting Associate, Megan Meisse works across Prodigy Sports’ executive search division, handling various clients across the sports and entertainment industries. Aside from her executive search role at Prodigy, Meisse also handles digital initiatives and content creation for Prodigy Sports.

Contact: megan@prodigysports.net

 

Checking In With: Meredith Scerba, World Rowing Championships

Learn how to prepare for a worldwide event: Advice from Meredith Scerba

By: Megan Meisse, Prodigy Sports

Candidate placed: August 2015

More than 1,700 Olympic-caliber athletes, from more than 60+ countries, and to be broadcasted to a worldwide television audience of nearly 130 million people. This 9-da308b409y period from September 23 to October 1, 2017 is estimated to have over 40,000 spectators. The 2017 World Rowing Championships mark the first time the International Federation of Rowing Associations, or FISA, has selected the United States to host the championship in more than two decades.

Prodigy Sports had the privilege to work with the 2017 World Rowing Championships and Suncoast Aquatic Nature Center Associates, better known as SANCA, along with Sarasota and Manatee Counties on the Gulf Coast of Florida, where the competition will be hosted in Nathan Benderson Park (NBP). Leading up to this global competition, the Championship was seeking an Executive Director, in which Prodigy Sports placed Meredith Scerba into this role. Scerba brings a background with the Greater Cleveland Sports Commission, as well as the Cleveland Cavaliers.

When arriving at SANCA, Scerba started from scratch, taking what she’s done in Cleveland and applying that to something new, learning about the sport of rowing itself. Having been in one place for over 10 years in Cleveland, Scerba had to quickly learn the dynamics of working with a nonprofit with close government ties, for a county-owned park.

In her first three months, she was a “one-man shop” but shortly worked with a local organizing committee and staff workers, to bring all ideas to life through their key relationships nationwide. When building her staff, Scerba mentioned the over-arching principles in regards to hiring a proper event staff is fitting the mix culturally. “This is a family, our team is a family. We may not see eye-to-eye but we have to have each other’s backs” she said. Scerba explained how the philosophy is important as there are “lots of people with lots of skills and experience, but have to bring a passion to do so.”

When she came on board, her goal was to connect the local community to the event, by having all prior programs that are happening leading up have one purpose: The Championships. “99% of my job is managing my team and the success of the event – sponsorship calls, marketing plans, communicating with the counties and creating strategic planning to hit goals,” said Scerba. When putting on an event, her internal tagline is “what is their internal journey?” “Plan as if you are a visitor and that you don’t speak English. Step out of your typical mindset and you can better plan as an outsider and think through an event,” said Scerba.logo-wrch2017

Scerba loves the spirit of working in nonprofits because of the sense of passion and commitment to a cause. She now enjoys educating the community, bringing something new to Sarasota, getting them excited but also eliminate any fears of something new. Scerba described Sarasota as a very artsy community, in which she used to her advantage, involving local live art projects, film festivals, and amazing companies to show them why NBP is the only Grade-A course in the United States, and now it is their chance to shine not only locally, but attract new business to these chambers and counties.

When asked about the steps in preparation for the Championship, a chuckled “where do I began” was the reply. Most teams arrive 13 days prior to the event in Florida, training, adapting to time change and weather. The full buildout of grandstands and tents, teams take over the facility by the weekend of the Championship, Scerba defines it as “one big puzzle made up of pieces but that’s what makes it fun.”

Scerba’s advice for those looking to get into a role within the sports industry was to never step away from an opportunity and volunteer. “Be engaged. Different types of events help expand knowledge and make you more marketable.” Scerba suggests “that if it doesn’t come right away, don’t send out resumes sitting home. Get out there and volunteer in events and seek out people on the staff to learn from.”

Prodigy Sports is proud to have placed Meredith Scerba into her role with the World Rowing Championships and look forward to an incredible event in 2017!

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The Offer Stage: A Lesson in Planning

By: Megan Meisse, Prodigy Sports

With many NFL teams making staffing changes this offseason, the Indianapolis Colts were another team looking for the person who can lead their team to success for the upcoming 2018 season. Now that the hype of Super Bowl LII has settled, there has been more buzz about the New England Patriots, outside of their tough loss to the Philadelphia Eagles. It has been several days since Patriots Offensive Coordinator, Josh McDaniels, made the decision to stay in New England, passing on the Indianapolis Colts’ head coaching position. One thing the Patriots did win within these last few weeks is the guarantee of McDaniels staying on their coaching staff.

After having fired their former coach, Chuck Pagano, the Colts were looking at many successors for his position from multiple teams including the Carolina Panthers, Philadelphia Eagles, Kansas City Chiefs, Seattle Seahawks, Houston Texans, and of course, the New England Patriots. All signs pointed to McDaniels to be the lead candidate – he was offered the opportunity and agreed in principle to accept the role.

In a short amount of time, McDaniels changed his mind and decided not to accept the Indianapolis Colts’ head-coaching job and remain the Offensive Coordinator of the Patriots. Without much explanation from McDaniels on his reasoning, his decision blindsided many, including Colt’s ownership, who had announced the day before that McDaniels was scheduled to be introduced by the Colts as their new head coach.

As recruiters in the sports industry, we speak to candidates daily, whether it be prospecting, interviewing, or negotiating offers similar to this situation. With a database of 10,000+, candidates from various backgrounds, experience and compensation levels, and business disciplines, express interest in potential job opportunities and go through the initial application and vetting process through to successfully being placed into a new position. Situations like McDaniels frequently happen; a candidate goes through the entire process with us, as well as the hiring organization and unfortunately, back out at the last minute. Although the candidate may think removing their name from consideration is the best move for them at the time, he or she may not realize the short and long-term ramifications behind their decision.

If you are involved in a job search process, be sure to talk to everyone involved during the recruitment and keep the key stakeholders informed every step of the way. Educating yourself as much as possible on an opportunity is critical, in addition to knowing the culture and environment you are walking into. Aside from knowing the basic specs of a role from a job description, recruiters need to know the ins and outs of the organization they are representing, as an extension of that brand.

Often as recruiters, we see candidates back out of opportunities at the last minute, despite our best efforts. Although this happens, there is a right and wrong way to handle these situations. The most important way to properly handle is not to wait. Let the employer know as soon as you realize you no longer want to accept the position. Be tasteful in how you communicate with the hiring manager you were working with. Without saying anything negative about the company, explain the situation professionally, with emotions aside. If the opportunity just did not make sense in the long run, feel free to share that and be transparent so they can understand your reasoning. However, if another opportunity presented itself instead, be cautious not to burn bridges or give too much information away that the other company you are pursuing may be weary of. Finally, always apologize for the inconvenience and show appreciation for their consideration given the time, energy, and money invested into the process.

Aside from the candidate turning down an offer for a new job in an appropriate way, as a current employer of this person, you are just as important. It should not take your employee to come to you at the very last minute when they are telling you of their departure and have another opportunity lined up. If you value your star employees and do not want them to leave, then treat them like your star employees. Give them reason to stay within your company and help them grow to their full potential. Yes, at certain times, everyone may move on in life to something new or a growth opportunity but give them a reason to want to stay while they are currently employed working there.

Create an inviting corporate culture with open discussions to voice concerns or share current ideas. If employees get the chance to contribute to conversations, they generally feel more of a willingness to participate, collaborate and have more discussions that can help the company to grow. Value the opinions of your staff, even if they are not the same views as your own. Provide opportunities for your employees to grow and take on new challenges, keeping them engaged. Celebrate the win by encouraging one another to be the best versions of themselves and motivate those who need help. Create an environment that embraces unique and different ideas, because without them it will be difficult to retain notable talent. Build a culture with different personalities but with the same values. It is critical to establish a successful corporate environment in your organization, whether you are the CEO or an intern.

The Indianapolis Colts have since hired their new head coach, Frank Reich, who has agreed to a five-year deal. Reich was the offensive coordinator of the Philadelphia Eagles over the past two seasons and after a tremendous Super Bowl win, he is returning to his roots with Indianapolis, having started in coaching with the Colts back in 2008. Confident in their decision, the Colts put McDaniels behind and look forward to seeing what Reich will bring to the team. Similar, should this happen to a company by their top candidate, know there are other great additions to your team out there. As for candidates, understand that although it may be the best decision in your mind at the time, realize there are other people who are affected by your decision and handle it in the best way as to not jeopardize your brand.

As Senior Recruiting Associate, Megan Meisse works across Prodigy Sports’ executive search division, handling various clients across the sports and entertainment industries. Aside from her executive search role at Prodigy, Meisse also handles digital initiatives and content creation for Prodigy Sports.

Contact: megan@prodigysports.net