Treat Your Job Search Like a Project (February 3, 2026)

 

Systems Create Momentum: Treating Your Job Search Like a Season

In athletic communications, we live and die by our systems. Whether it’s a game-day checklist, a social media calendar, or a media credentialing process, we know that structure leads to success.

The most successful SID job searches follow that same blueprint. They aren’t chaotic or reactive—they are organized, tracked, and reviewed. If you want to move from a "job seeker" to a "job holder," you need to stop relying on memory and start building a system.

Why You Need a "Search Playbook"

Momentum in a career search does not happen by accident; it is built through structure. Candidates who manage their search professionally often feel calmer, more skilled in their interviews, and significantly more confident.

By creating a "Search Playbook," you ensure that no opportunity falls through the cracks and every follow-up is timed perfectly.

Building Your Simple System

You don't need complex software to do this—a simple spreadsheet or document will suffice. Your system should track:

• The Application Log: Which school, which position, and what date did you hit "submit"?

• The Deadlines: When does the posting close? When is the ideal date for a follow-up?

• The Contact List: Who are the key stakeholders? Note your conversations, LinkedIn connections, and any insights gained from informational interviews.

• The Version Tracker: Which version of your resume or portfolio did you send? (This is crucial if you are tailoring your materials for different divisions or roles).

The Weekly "Game Film" Review

Just as a coach reviews film, you should schedule a dedicated block of time each week to:

1. Review Progress: Where do you stand with your current "leads"?

2. Adjust Strategy: If you aren't getting hits, is it time to refresh your portfolio?

3. Send Follow-ups: Reach out to departments where the trail has gone cold.

4. Identify New Opportunities: Scout the latest postings on the CSC job board or NCAA Market.

The result? Instead of feeling overwhelmed by the process, you become the director of your own career.

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Reflection: Take an honest look at your process. Do you have a documented system—or are you relying on memory and "gut feeling"?

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Footnote: Organization is key to success in this industry. If you’d like to see an example of a search tracking template, I’m happy to share one that I developed. 

Why Applying Online Isn’t Enough (February 2, 2026)

Building Relationships in a Relationship-Driven Profession

In the world of athletic communications, submitting a digital application is a necessary first step—but it is rarely sufficient on its own.

This is a relational profession. Whether you are working on a collaborative stat crew or managing a crisis with a head coach, your success depends on how you interact with others. Consequently, hiring managers want context beyond a PDF. They aren’t just looking for a technician; they are looking for a teammate. They want to know how you communicate, how you think under pressure, and how you show up.

The Power of Intentional Visibility

Strong candidates don't just "apply and pray." They pair their application with strategic, professional connection. This isn't about pestering a busy SID; it’s about signaling that you are an intentional candidate rather than a passive applicant.

Here is how to bridge the gap effectively:

• The Professional Introduction: A brief, well-crafted email or LinkedIn message to the hiring manager or a peer in the department can put a "voice" to your name.

• The Thoughtful Question: Instead of asking about the salary right away, ask about the department’s workflow or their vision for digital storytelling.

• The Informational Conversation: Requesting 15 minutes of someone’s time before a job is even posted is the best way to build a bridge.

• The Respectful Follow-Up: A clear, concise follow-up after an interview or application shows maturity and a high level of interest.

Connection vs. Pestering

There is a fine line between being persistent and being a nuisance. The difference lies in value and respect for time. When you reach out, ensure your message is:

1. Concise: Get to the point quickly.

2. Specific: Mention something you admire about their specific department or a recent project they completed.

3. Low-Pressure: Always give them an "out" if they are too busy to respond.

When done correctly, professional outreach signals initiative, maturity, and genuine interest. It shows you have the "soft skills" required to represent an athletic department at a high level.

The Long Game

Networking shouldn't start when you need a job; it should be a consistent part of your professional life. The people you connect with at a CSC convention today may be the search committee members for your dream job five years from now.

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Reflection: Networking is a muscle. Who have you intentionally connected with—or reconnected with—this week?

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Footnote: Building a professional network can feel daunting. If you aren't sure how to draft that first outreach email, feel free to reach out to me for guidance. The College Sports Communicators (CSC) Career Services Committee is also a fantastic resource for making these vital industry connections.

A review of the Front Office Sports article "College Athletic Departments Are Wooing Recruits With Content Studios" (January 31, 2026)

After reading this FrontOfficeSports article by Ellyn Briggs, "College Athletic Departments Are Wooing Recruits With Content Studios," I felt compelled to provide my analysis for my blog readers.   

Why College Athletic Departments Are Becoming Content Studios — And What It Means for Athletic Communicators

In 2026, college athletic departments aren’t just posting schedules and scores on social media — they’re running full-blown in-house creative studios with specialized teams, serious budgets, and professional-level output. That’s the trend outlined in a recent Front Office Sports piece on how schools are using digital content to compete for recruits, fans, sponsors, and overall visibility.

The Shift: From SID to Strategic Creative Hub

Traditionally, sports information offices handled media guides, press releases, and basic social media posts. Today, departments like USC and Florida have built creative teams numbering around 20 full-time staff plus interns — complete with photographers, videographers, editors, graphic designers, and analytics specialists. These teams operate much like corporate content studios, producing everything from hype videos to day-in-the-life athlete features.

This evolution has been accelerated by Name, Image, and Likeness (NIL) policy changes that make digital presence a recruiting tool. Instead of an afterthought, digital storytelling is now a strategic priority tied to performance goals:

• Recruiting and retaining top talent

• Engaging fans and donors

• Attracting sponsorship dollars

• Raising the athletic brand’s profile

In fact, teams are posting thousands of pieces of content annually — from memes to long-form videos — and even small programs are expanding output and personnel to stay competitive.

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What This Means for You?

If you’re involved in athletic communications or seeking a career in this space, here’s what this trend means for you:

🎯 1. Demand for Multifaceted Digital Skills Is Rising

Departments are increasingly looking for communicators who can shoot, edit, write, publish, and analyze content independently. In the past, such a skill set was rare; now it’s becoming expected.
Action for job seekers: Build a portfolio that highlights your end-to-end content capabilities, not just traditional SID tasks.

📈 2. Athletic Communications Has Become Strategic

Content teams are no longer support functions — they’re key drivers of recruiting and branding strategy. Understanding how content impacts goals like athlete recruitment and sponsor exposure positions you as a strategic communicator, not just a content producer.

🤝 3. Internships and Early Experience Matter More Than Ever

With teams staffed by a blend of professionals and interns, intern experience — especially in content creation — is hugely valuable. Many departments now treat social content production as a 24/7 operation, meaning real-world skills are critical.
Action for students: Seek out internships that give you hands-on exposure to social strategy, video production, and analytics.

💡 4. Understand the Bigger Picture

If you want to land a job in athletic communications, your story needs to match departmental goals. Demonstrate that you understand content’s role in recruiting, fan engagement, sponsorship visibility, and brand building — not just posting frequency.

Let Your Portfolio Speak (January 31, 2026)

Beyond the Resume: Letting Your Work Speak for Itself

In my journey through athletic communications, I’ve learned that a resume tells a hiring manager what you’ve done, but a portfolio shows them what you can do.

When I interviewed for my current role as Assistant Athletic Director for Sports Communications at Spartanburg Methodist College, I didn't just show up with a resume; I presented a PowerPoint that summarized my vision and qualifications. Previously, when interviewing at the College of Idaho, I went a step further and created a dedicated Pinterest page to showcase my graphic design samples.

In the past, we carried physical binders of media guides and press releases. Today, the "Digital Portfolio" is the new standard. As I talk to more colleagues in the field, it is clear: a curated portfolio is no longer optional—it’s a trend that is here to stay.

Why Your Portfolio is Your Strongest Differentiator

A well-constructed portfolio provides immediate proof of four critical areas:

1. Writing Ability: Can you move from a standard game recap to a compelling feature story?

2. Attention to Detail: Is your formatting consistent? Are there typos?

3. Visual Presentation: How do you handle layout, branding, and white space?

4. Industry Understanding: Do you understand the specific needs of a modern SID?

What to Include

You don’t need to include every tweet you’ve ever sent. Instead, curate a selection that shows your range:

• Game Recaps: Show that you can handle the "bread and butter" of the job.

• Feature Stories: Demonstrate your ability to tell the human side of sports.

• Social Graphics: Prove you can engage a modern audience visually.

• Stat Packages: Show technical proficiency in StatCrew, Genius, or NCAA Live Stats.

• Special Projects: Include media guides, digital programs, or video scripts.

Presentation is Everything

Hiring managers are busy. If your portfolio is a cluttered folder of random PDFs, they will move on.

• Organize Clearly: Group by category (e.g., "Writing," "Design," "Video").

• Label Everything: Don't make them guess what they are looking at.

• Provide Context: A short sentence like "Created this graphic on a 20-minute deadline during a tournament" tells a story of efficiency.

• Quality Over Quantity: Showcase three "Grand Slams" rather than ten "Base Hits."

The bottom line: A thoughtful portfolio communicates professionalism before you ever open your mouth in an interview. It shows how you think, not just what you’ve done.

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Reflection: If a hiring manager reviewed your portfolio today, would it reflect your absolute best work, or is it time for a digital "spring cleaning"?

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Footnote: If you need help structuring your digital portfolio or aren't sure which platform to use, I am open to working with you. There are also many experts within the College Sports Communicators (CSC) Career Services Committee who can provide feedback to ensure your work stands out.

Building a Resume That Reflects Real SID Work (January 30, 2026)

To expand this post, we’ll lean into the concept of "The Resume Evolution." We’ll move from the "what" (tasks) to the "how" (impact) and the "why" (value). This version adds more context for the reader and provides a clear framework for auditing their current resume.

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Moving Beyond the Checklist: How to Build a Resume That Wins

Drawing from my dual perspective as a long-time professional in athletic communications and a persistent student of modern hiring trends, I’ve seen thousands of resumes. The biggest mistake most candidates make—from entry-level interns to seasoned SIDs—is treating their resume like a job description rather than a highlight reel.

The following framework isn't a "magic bullet," but it is a proven method to help you stand out in a crowded inbox, whether you’re looking to break into the industry or move up to a Director role.

1. Show Contribution, Not Just Participation

In a stack of 100 applications, almost everyone has "managed social media" or "written press releases." To a hiring manager, these are just tasks. Strong resumes, however, focus on impact.

When you list a bullet point, ask yourself: What was the result of this action?

• The Basic Task: “Assisted with game operations.”

• The Impactful Contribution: “Managed live statistics and postgame distribution for six home events, ensuring 100% on-time delivery to media outlets and conference offices.”

By shifting the focus, you aren't just saying you were there; you’re saying you were essential.

2. The Power of Specificity

Specificity builds confidence in the hiring manager's mind. They need to be able to "place" you in their department. To do this, your resume needs to address three key areas:

• Scale of Work: Did you manage one sport or 15? Was the crowd 50 people or 50,000?

• Volume of Events: Quantify your hustle. Mentioning "40+ home events per season" speaks to your stamina and organizational skills.

• Technical Stack: Don't just list "Computer Skills." Explicitly mention industry-standard tools like StatCrew/Genius Sports, SIDEARM/Presto Sports, Adobe Creative Cloud, and specific social media management platforms.

3. The "Hiring Manager" Lens

Your resume should be a mirror of the job description. If a department is looking for a "storyteller," your resume shouldn't just talk about stats; it should mention features written, engagement rates on long-form content, or video scripts produced.

Make it easy for them to hire you. If they can't see your value within 10 seconds of scanning, you’ve lost the lead.

What Hiring Managers Actually Want: Lessons from 20+ Years in College Sports (January 29, 2026)

Since 2001, I have served on the College Sports Communicators (CSC) Career Services Committee. Over two decades of reviewing job postings and announcements has given me a front-row seat to how the industry evaluates talent.

While the tools of the trade have changed, the core of what makes a candidate successful has remained remarkably consistent. I’ve condensed my observations into the "fundamentals" that hiring managers prioritize today.

It’s Not Just About Technical Skills

In our industry, technical proficiency in writing, statistics, graphic design, and social media is the baseline—it gets you in the room. However, the final hiring decision is almost always driven by "The Big Four" fundamentals:

• Reliability: Will you show up prepared, every single game day?

• Communication: Can you bridge the gap between coaches, student-athletes, and the media professionally?

• Coachability: Are you willing to take feedback and grow with the department?

• Adaptability: Can you pivot when a kickoff time changes or a crisis emerges?

The Mindset Advantage

Departments aren't just looking for someone who can run a StatCrew board; they are looking for a teammate. They often ask themselves:

• Can this person handle high-stakes pressure?

• Will they take genuine ownership of their work?

Experience is vital, but mindset is the tiebreaker. Candidates who demonstrate maturity, curiosity, and consistency frequently outpace those who rely solely on a "flashy" portfolio.

Advice for Early-Career Professionals

If you are just starting out, don't worry if your resume isn't multiple pages long yet. Instead, lean heavily into:

1. A Willingness to Learn: Be the person who asks "how" and "why."

2. Clear Communication: Be proactive, not reactive.

3. Dependability: Become the person your SID never has to double-check.

These qualities translate immediately to any department, regardless of the division or sport.

Getting Clear on Your Target Role (January 28, 2026)

You Cannot Hit a Target You Haven’t Defined

Many candidates struggle because they cannot clearly articulate what role they want.

"Anything in sports" is not a strategy.

Athletic communications positions vary widely by:

• Division level

• Sport assignments

• Travel expectations

• Administrative responsibilities

Before applying, get specific.

Ask yourself:

• Am I targeting GA, Intern, Assistant, Coordinator, Director, Assistant/Associate AD roles?

• What environments help me grow?

Clarity improves everything:

• Your resume becomes sharper

• Your cover letters become focused

• Your networking becomes purposeful

Hiring managers can sense direction.

Candidates who know what they are pursuing stand out immediately.