If you work in the college and/or pro football space, or you would like to someday, you probably heard about the NCAA’s decision to allow players to profit off their names, images and likenesses. There’s still a lot to be decided about how it will work, and we’re a year-and-change away from it actually happening in college football, but it’s coming, and it’s a bombshell.

While many in the media and elsewhere have applauded the NCAA’s decision, we wanted to talk to people who work where the rubber meets the road. We asked several  recruiting directors at NCAA schools, big and small, this question:

The NCAA has voted to allow players to profit off their names, images and likenesses. How do you see this affecting recruiting? Will the rich get richer as big schools with major followings dominate the skill positions? Will schools in less populous or rural settings (Illinois, Boise State, Texas Tech) struggle to attract major talent? Will it have a negligible effect on competitive balance as the best schools attract the best players and others make do with the rest? Or will have some other effect?

Here are some of their responses.

• “This could be a benefit for schools located in major cities. You can now sell the idea that a player’s product is being presented to a bigger market than other schools in less populated areas. More people = more money. QBs and skills players will most likely benefit from this rule. Looking at the NFLPA top 50 jersey sales, you see that majority of players are QBs, RBs and WRs. Not one OL is listed. It’ll be interesting to see how schools will create a plan to promote player brands for the players in the trenches to the skilled positions.”
• “A top WR in Texas that would once not think about leaving the state because they had Tech or Baylor dominating the passing game may now waiver because a school in Los Angeles has presented the possibility of commercial or billboard opportunities for them throughout their college career.”
• “This is really opening Pandora’s box. (Nike founder and Oregon mega-donor) Phil Knight and (business magnate and Oklahoma State mega-donor) T. Boone (Pickens) were the first two donors I thought of when this news came out. . . .”
• “I think it will make the gap (between big schools and small schools) bigger. It benefits the bigger schools who generate huge revenue like Ohio State, Michigan, Texas, (Texas) A&M, ‘Bama, etc. . . . I’m not sure people know the implications of what this will mean. It certainly changes things, and I’m sure there will be a lot that’s discussed in coming years about how to govern this. But certain schools will use this as a big selling tool in recruiting. . . I heard (former Ohio State head coach) Urban Meyer say on (the Big Ten Network) a few weeks ago say, what would he do if (ex-Buckeye running back) Zeke Elliot was making $600,000 his (sophomore) year at Ohio State? How’s he supposed to say, you gotta go to class? What kind of message would that send to his teammates?”
• “I question if your recruiting staff is now going to essentially need to have an agent on staff to set up promotional appearance and endorsements. . . I’m not sure how the rural vs. big city will affect recruiting and likeness as a whole though. I think it all depends on if there’s a cap on how much a kid can make and where they get the money from. The more interesting thing to me is, will you see the money from boosters that went to facilities, gear, travel, graphics, etc., now be redirected to the players? Will you lose out on staffing because the operating budget shrinks? I think this is going to be a major issue with group of five schools. the elite programs will not be affected as much.”
• “(One) interesting question will be how the pay will differ from starters and backups and walk-ons. I do ultimately think it will affect the landscape of recruiting if the higher-tier Power 5 schools are able to offer a lot larger monetary package to recruits compared to the more remote and lower-tiered schools. . . If the money that players receive is similar to the scholarships they already receive, and if you only see just extremely popular college athletes getting the endorsement deals, then I don’t think it will have an enormous impact on recruiting.”

Of course, the football business world is a big one, and there are other groups whom the new rule will affect. One of those groups is NFL agents. We spoke to several of them today to get their opinion on what happens next, and whether or not they see this as a net positive or net negative. You can read their responses in today’s Friday Wrap. You can register for it here.

This weekend, LSU hosts No. 9 Auburn. Two weeks later, the No. 2 team in the nation travels to Tuscaloosa to face No. 1 Alabama. It’s possible those two games could determine the No. 1 pick in the 2020 NFL Draft.

Think that’s a stretch? Consider the last two drafts. In 2018, Oklahoma’s Baker Mayfield entered the season as a late-rounder on most boards. After tearing up the college football world, he won not only the Heisman but the honor of being taken No. 1 by the Browns. A season later, Kyler Murray was just a baseball player (taken No. 9 overall in the 2018 MLB Draft by Oakland) who wanted to spend his last season as Oklahoma’s starter. He went on to replace Mayfield not only as the Sooners’ starter, but also as Heisman winner and No. 1 overall to Arizona.

This year’s Mayfield/Murray could be LSU QB Joe Burrow. The Athletic’s Michael Lombardi has been banging that drum for weeks now, and while NFL scouts are still on the fence (“I’m grading him next week, so I can’t give an answer,” said one; “I heard his arm strength is average,” said another), Burrow has passed every test so far.  But that’s not what interests us most. The bigger question is, why are these passers moving ahead of others with more significant bodies of work?

Here’s the questions we asked several of our friends in scouting: For the third straight year, there could be a No. 1 overall (Burrow?) who entered the season on almost no one’s first round board. Why is this? Is it college offenses that more closely mirror NFL offenses, so hot players have less of a learning curve? Is it a “now” culture that favors a hot season over a body of work? Is it the rise of analytics, which make forecasting the most NFL-ready players much harder? Or is it something else?

We’ll survey their responses in today’s Friday Wrap (register for it here). You can weigh in on the question in our Twitter poll here. Here are a few of the responses we got from scouts via text:

• “A lot of people favor a hot season. Me, I like the body of work. I want a guy who has been good for more than 12 games. I’m not a fan of analytics for anything but helping with strategy.”
• “Simple answer is that scouting is not an exact science. Every player has some sort of momentum heading into the draft, good or bad, but seldom is there a true “stock up, stock down” scenario. The process includes career trajectory, but the whole picture is much more than that.”
• “I think the inexperienced GMs and the young scouts they hire around the league get excited about a one-year wonder. I also think today’s scouts look at social media and are afraid to dismiss what internet scouts say, when in reality they should trust their eyes when they evaluate and look at the track record of the player.

Make sure you check out our poll (and vote in it) and read all the scouts’ responses in today’s Friday Wrap (register here).

By now, you know all about former Colts QB Andrew Luck’s decision to retire two weeks before the start of the season after just seven years in the league, and you may or may not have a strong opinion on it.

However, we wanted to get away from the fan reaction or the applause on social media and focus more on how, or if, Luck’s move might affect scouting and evaluation. Our question to some of our friends in the scouting community was this: With money exploding and head injury concerns already creating doubts among players about long careers, do you think scouts will start wondering if players with excellent academic credentials (like Luck) will have shorter careers and/or leave prematurely?

Here are a few of their reactions.

• “It comes down to the love of the game and if a player really needs ball I guess…. everyone is wired differently, though. The guys who are overly analytical could raise questions moving forward. Mental toughness is definitely high on the scale, regardless of position.”
• “With the Luck decision, no, I don’t think I would question what could potentially happen to a player down the road in their career. Luck’s mentality and attitude was second to none. He laid (it) on the line, probably to a fault. He’s a total winner as a person. You can’t ask for any more. Each player’s path is different, as well, with health and injuries. (Former Patriots TE Rob Gronkowski is) very similar. The players today are just more informed and educated about training, health, and safety, along with quality of life. The older generation of players had no choice, other than to exhaust their careers, and the young guys see the consequences.”
• “I don’t think it will be something that comes into play too much.  This isn’t a common occurrence.  If and when it does, then it could become a piece of the puzzle that would require some more thought. It wasn’t like he retired after 2-3 seasons. Most players don’t play for as long as he did, regardless. If you get seven years out of a player, you’d be fairly happy. It stinks because he played at a high level last year, but his body just couldn’t sustain it. (Still,) the timing is awful.  Go on (injured reserve) and then retire. They’re going to let him keep the money, so they could’ve worked something out. That part is rough.”
• “I think scouts will only ask that question on extremely elite players. I could see it coming up with (Oregon QB
• “We are concerned with all players thinking that way regardless of the academic credentials. But we don’t know if it was his mind that hurt more than the body?

We’ve got more reaction in today’s Friday Wrap, plus plenty of other good stuff for fans of scouting, representing, coaching or parenting players. It goes out to about 5,000 people across the industry every week, and it comes out later today. You can register for it here.

This week, my team and I presented our thoughts on how to get a job as an NFL scout at the second annual Personnel Symposium at the J.W. Marriott in Nashville. Jason Montanez of Catapult Leadership and Blake Beddingfield, former Director of College Scouting for the Titans, joined me as we took turns during ITL’s 30-minute segment.

Of course, though we were happy to share our knowledge at the request of CAA’s Ed Marynowitz, the founder of the event, I came away with new information of my own. Here are three of my personal takeaways from the two-day seminar in the Music City.

• Don’t forget about the power of media, and specifically, social media: The NFL Network’s Daniel Jeremiah told the story of his introduction to social media shortly after being let go by the Browns. It was a lot of fun to hear in person, but here it is from a story in The Athletic:(ESPN’s Chris) Mortensen had told him to sign up for Twitter so he did. Jeremiah remembers being on an Alaskan cruise with his family and stopping by the internet cafe to check his email. He had 1,100 new messages.“I go, ‘What the heck?’ It was because I got a new email every time I got a new follower,” he remembers. “I could not figure this out. So I kept scrolling down, finally saw an email from Mort. ‘Hey, I just encouraged people to follow you on Twitter … you might want to tweet something.’ Because I hadn’t even tweeted anything.”
• Persistence, done right, can be effective: Blake told the story of how he landed with Tennessee, but there’s a twist: it came due to his efforts trying to get a job with a different team. Shortly after graduating from Alabama, he was told by a friend of a vacancy with an NFL team, as well as who would be hiring to fill that vacancy. Blake decided to call that official once weekly, on a Thursday, at precisely 9 a.m., speaking for only one minute. After a time, the official began picking up with the greeting, “Hey, Blake.” Though he didn’t get the job, when the Titans were looking to hire, the official called and strongly endorsed Blake, who was subsequently hired.
• Network or die: Michigan State Executive Director of Player Personnel and Recruiting Sheldon White was part of an excellent panel Tuesday that focused on hiring and getting a job. Sheldon, who has been in football for more than 30 years as a player, coach and executive on the NFL and college level, said he never interviewed for a job before taking his present position. That’s because he always focused on meeting people and building relationships that he could draw on when it became time to turn the page. He applauded the Inside the League presentation Monday night in which I encouraged everyone in attendance to leave with no fewer than five business cards from new friends/colleagues before returning home. If you went to Nashville, and you didn’t make several new associates in the business, you weren’t trying.

I asked a couple friends what they got out of the conference. Here’s what they told me:

• “I think Ed Marynowitz and his staff did a very nice job of considering everyone’s feedback from last year’s event.  They listened intently and used the information to produce an even better version of the symposium this go-around. Obviously the panels are a main feature.  I particularly enjoyed hearing some of the more introspective answers from certain speakers – responses that emphasized the need to be adaptive and ever-evolving in this line of work.  We can all bring different talents and skills and ideas to our jobs, but above all, we are stewards of the Head Coach’s vision.  I thought it was great to hear some of those guys really hammer on the need to stay flexible and adapt to the changing landscape.” — Matt Doherty, former Director of Player Personnel at Miami (Fla.)
• “My biggest takeaway from the speakers at the symposium: having one strong champion is better than having multiple people who know your name but don’t know you. If you can learn, you’ll be fine. People want to know about your character. And the same thing applies to recruiting. The character/off the field traits tend to play a bigger role in determining if you will be successful. Another thing as it relates to recruiting, while ranking guys 1-5 might be good, don’t pass up the number 2 or 3 guy if the top guy is slightly better. Lastly, the biggest thing that was reinforced to me was to trust my eyes when scouting.” — Andrew Liacopoulos, player personnel specialist at Boston College

As we head toward the 2019 Personnel Symposium in Nashville Monday and Tuesday, we’ve already told you about the people who’ll be on stage Monday afternoon and we’ve given you a profile of the people who got hired as NFL scouting assistants this year. Next up, it probably makes sense to talk to some of the young scouts already in the game to get their insights.

We spoke to about a half-dozen young people who are area scouts or seasoned scouting assistants over the past week, and their responses were excellent. Obviously, they talked about the value of hard work, of proving yourself to the right people, and of how their passion gave them a persistence others didn’t possess. However, some made points I hadn’t thought of, and these are the ones I wanted to focus on today. Here are a few selected quotes.

• “Always be available. I was given opportunities early on simple because I was always around and always in the building. I was able to build a rapport with my bosses quicker than my counterparts.” The importance of being a ‘gym rat’ kinda gets lost sometimes, and I feel there’s a temptation to exhale once you get to a certain level. For those people who are willing to make their job their hobby, as well, there are certain rewards.
• “It is vitally important to have mentors and champions in the field.  It could be a GM, a director, or an area scout and most likely it will be a combination of all the above. Being able to trust and bounce things off people is vitally important to keep you moving forward!” The idea of having a mentor is something that seems old-school, almost passe’, to a lot of people these days, but I still think it’s essential. At ITL, we have been humbled to serve in a semi-mentor capacity with plenty of people in the game. I’ve also benefited from being a mentee, which I’ve discussed in this space. It’s a valuable relationship.
• “You’d be surprised stories you hear about people that say they desperately want to get in, and have had chances, but then when their name gets brought up you hear that they’re lazy or they didn’t put in the extra work to stand out when they got their shot.” In such an intensely competitive environment where everyone is watching, you’d expect that there would be few people slacking off, but it happens. So many in this game think they’ve made it when they secure a college personnel job, an internship or a scouting assistant position, but that’s not true. You can never take your foot off the gas in this game.

There’s a lot more to tell, and a lot more to talk about. We’ll have more details about Monday and Tuesday in Nashville in our Friday Wrap, which comes out tomorrow afternoon (you can register for it here). We’ll also have final details about our post-presentation plans Monday night; we’re still working everything out and nailing down a few final details. Stay tuned!

Next week in Nashville, I’ll be joining two friends to speak at the second annual Personnel Symposium at the J.W. Marriott Aug. 5-6. I’m honored to be part of this year’s festivities, and flattered that Ed Marynowitz, the former college (Alabama) and pro (Eagles) administrator and scout, asked me to contribute. My team and I are looking forward to meeting the 200-or-so scouting professionals who’ll be in attendance.

This week, in this space, I’ll be talking about our presentation in the Music City. That means I’m going to presume that, if you’re reading, it’s your desire to become an NFL scout someday. Over the next four days, we’ll talk about who will be speaking for us; what people who hire NFL scouting assistants are looking for; who’s getting hired, i.e., what are the characteristics of the people who are becoming scouting assistants; and what qualities young scouts say were important reasons why they got hired. In other words, we’re going to look at all sides of what it takes to get a job in the NFL.

Let’s start by talking about the two men who’ll share the floor with me for 30 minutes, all told, next week. They’re both good friends, but more than that, they’ve got a lot to say about the subject we’ll be discussing.

Jason Montanez of Catapult Leadership: Jason was a fullback in the early ’00s at Buffalo after spending his high school days playing in a suburb of New York City. Though Jason is still a young man, he’s quickly gained respect as a leadership guru and sales expert who’s in demand by corporations and business leaders. He’s also authored two books, I’ve Got 99 Things to Quit and Giving Up Is One and Lead, Sell, Care as Easy as 1, 2, 3. Jason’s energy level is infectious, and he’s as knowledgeable as he is convicting. Everyone who knows Jason gets a boost from his attitude, his delivery and his style, but you won’t like Jason (solely) because of his personality. He’s got a lot to say about how to get ahead in business. Especially the football business. You can follow Jason on Twitter here.

Blake Beddingfield, former Director of College Scouting, Titans: Blake is no stranger to any of last year’s attendees, as he represented ITL at the 2018 symposium. Blake spent almost three decades with the Titans and did almost everything in their scouting department, so he’s the voice of experience. What makes Blake so valuable is not only that he has had a front-row seat for the hiring process and development of most members of Tennessee’s scouting staff, but he also was around for the career of the late C.O. Brocato, one of the true “warriors” of the scouting profession. Blake not only knows today’s hiring trends, but he knows what creates longevity in a career. He’s also funny and engaging, a really great guy who’s willing to help others. You can follow him on Twitter here.

We’ll talk about what young scouts say about why they got the job tomorrow.

If you follow the NFL scouting profession — and maybe even if you don’t — you’ve noticed that more and more often, NFL teams are looking to the broadcast booth to find their GM and executive candidates. As you might expect, this has not gone unnoticed in scouting circles.

We thought we’d ask some of our friends in the scouting community what they thought about this. We posed this question: What are your thoughts on McShay, Jeremiah, Mayock, getting NFL jobs or consideration for them? Net positive (brings attention to scouting, which might improve pay/conditions) or net negative (people w/yrs of scouting/dues-paying getting overlooked)?

We got 12 responses, and some of them were pretty positive. Here’s a sampling:

• “The scouting community has changed over the past five years. New/younger owners and new/younger GM’s have depleted front offices of experienced scouts and hired brand-new-out-of-college ‘information-gatherers.’ This has dropped salaries of scouts tremendously. Assistant coaches in the NFL have seen a 400% salary increase in the past 20 years, whereas scouting salaries have stayed the same with experienced scouts but dropped overall because of the high amount of young inexperienced personnel. Adding GMs with zero NFL front office experience but just TV doesn’t help this new model, but only hurts the overall product. Daniel Jeremiah and Louis Riddick are different because each have a lot of experience in NFL front offices.” 
• “I really don’t see any big problem with it, if they convince an owner they are qualified. I think (the) biggest concern would be “boots on the ground” time at schools — all the contacts and little day-to-day items that scouts do. But then again, for the roles they are up for (director level), that’s not as important. Hell, some of the names who are scouts that get interviewed aren’t qualified, and we’ve seen some colossal flame-outs as well.”
• “I see it like Hollywood going to war. No more rubber bullets (fans and viewers). Now the bullets are real (owners). (Former Lions GM) Matt Millen might could answer the question from similar experience!”
• “In the end, I would like to think that there are worthy candidates already in the profession, but that being said, being a scout doesn’t necessarily prepare you for leading people or an organization.  Oftentimes the clubs want a smooth, media-friendly guy to be the face and those guys have that.  I would think the hard thing is the learning curve…you only have 2 or at most 3 years to get it right so learning on the job is a hard ask.”
• “There are others that have been promoted to GM positions that have been shockers, either because their agent has strong influence, or the media has them as the next up-and-coming person because that individual has struck up a personal relationship with the media and being pushed. I question the owners’ ability to make consistent informed decisions, but that is just me. What would be interesting is to see how much the turnover has been in GM positions in the last 20 years.  The age of GMs getting the position and age they are getting fired. The owners have put in their rule that you must have permission to interview to move up except for the GM position which keeps very capable individuals stuck without the ability to better their lives just so they can save money yet from what I see lately are guys unqualified getting the jobs and fired early, which costs the owners more in the long run. More, as in the millions.”

Naturally, not everyone saw the bright side of the broadcasters-to-scouts trend. Some were outraged, while some were more nuanced. You can read their responses in today’s Friday Wrap, which comes out in less than three hours. The Wrap is our weekly review of the pro and college business, and it comes out at 7:30 p.m. ET every Friday. You can check out last week’s edition here, and you can register for it here.

We hope you can join us. You won’t regret it.