This morning, we welcomed 11 Power 4 GMs as panelists for the 2025 Vestible ITL Symposium Presented by Mascot Alliance and Powered by Dropback. Before an audience of about 300 members of the college and pro football community, they provided insights on the industry over a 90-minute period.

However, there was one thing missing — the thoughts of an equivalent member from a school competing in the Group of Five conferences. For that, we enlisted Jose Jefferson, who’s not only the co-founder of the College Gridiron Showcase but also the newly minted GM at Florida International University in Miami.

Here’s what Jose provided earlier this week regarding some of the hot topics in the college football business.

• What is the role and job description of the college GM?: “I think that varies with every GM role.   Everyone does it differently. I think it is based on your relationship with the head coach.  It involves managing the roster, managing NIL revenue, managing the recruiting process and evaluating the current roster vs incoming players. In short, if your team is good, it is your job to make the team better.  If you are great, it is your job to make the team exceptional. If you are exceptional, it is your job to keep the team exceptional and in front of the curve.”
• There’s been a trend of NFL scouts moving to executive roles in the college ranks.  Will this continue? “I think as the position evolves, there will be a trend of making college football front offices like NFL front offices. I think there is a learning curve; the evaluation process may differ as most of these players are not developed. There have been several players who are Hall Of Famers who weren’t recruited out of high school or who weren’t three-star prospects. I think if you are organized, flexible, and creative with your process, yes, NFL scouts would be great candidates for GM roles.”
• Do you see a day when colleges have NFL-style scouting staffs, or will coaches remain as the chief evaluators? “Coaches want to be scouts and scouts want to be coaches (ha ha). In the college game, I feel coaches will still be the main evaluators. Until they create an NFL-style draft, college is all about relationships. Now it is getting less that way as ‘bags’ are being dropped off and things seem more transactional. However, the relationship has to start with who the player will be working with; who he will be mentored by; and who he’s developing with. So yes, I feel coaches are still the front line. It is the GM’s job to take a deeper dive with their selections and make sure a player is a ‘fit’ with the team, the culture, and scheme.” 

For a closer look at today’s event in Indianapolis, make sure to check out the Friday Wrap this week, in which we recap all the award winners from Wednesday and the panelists’ responses this morning. Not registered? Fix that here.

In a week, more than 20 college general managers and directors of player personnel, most of them from Power 4 conferences, will convene in Indianapolis for the Vestible ITL Symposium Presented by Mascot Alliance. They won’t be alone, of course: we’ve also got about a dozen major NIL agencies (some NFLPA-certified, some soon to be), 10-12 NFL scouts, and lots of other members of the sports business community on their way to Room 205-206 of the Indiana Convention Center Friday morning.

We’ll be there to network, of course, but also to talk about the issues. As many benefits as the transfer portal and the NIL era have been for college football — and I strongly believe it’s been a net positive — there have also been a lot of negatives and even abuses. That’s what our panelists will be discussing.

The exact panelists and the schools that will be represented will be in today’s Friday Wrap, as well as the symposium registration link if you’d like to join us (but hurry, because we’re almost at capacity). You can register for the Friday Wrap, if you don’t already receive it, here.

So what will be the topics? There won’t be topics as much as there will be questions. My counterpart for this symposium, C.J. Cavazos of CJ Recruiting and NIL, will co-host the event, alternating asking questions to the panelists.

We’ve got a list of 18 questions we’re going to try to get to during the 90 minutes we’ve got scheduled. Here are five of them.

• What is the role and job description of the modern college GM?: We’re seeing an avalanche of hirings at the GM level, especially in P4 football. Despite this, there seems to be no consensus on what a college GM actually is. Is he primarily an evaluator? More of a capologist? Does he have the authority to hire and fire, to build a roster?
• Will the trend of NFL scouts and executives moving from the NFL to the college ranks continue?: What are the people who are running college personnel departments looking for? On the college level, coaches more or less function as the team’s scouts (along with several volunteers who are usually students). Will we see the “professionalization” of player evaluation in college football?
• One of the most common complaints in portal-related matters is tampering, i.e., open recruiting of another team’s players, often in-season, often by coaches on another team. Is there any way to stop this? : This is the one topic that unites coaches and personnel types, especially when it comes to G5 teams that are often picked over by P4 schools.
• Should there be any restrictions on the number of times a player can transfer?: I know this could be a controversial idea, but how much is enough? Wouldn’t some reasonable standard improve the game? Is stability a dirty word now?
• What’s the biggest immediate change in the portal if the House settlement is approved in April?: All I’ve heard is that most teams and agents are trying to front-load their agreements signed in December because of the uncertainty of the portal beyond April. Studying the settlement is part of the job for modern college GMs. What have they found?

If these questions intrigue you, you should see the entire list of 18 we’ve come up with. We’ll publish all of them in the Friday Wrap this evening. Make sure to check it out (register here for our newsletter) , and if you’d like to listen in on experts talking about these matters, I hope you’ll join us in a week. The registration link for Friday’s symposium will also be in the Wrap. See you at the convention center.

When a new GM takes over, we try to get a feel for his personality and leadership style by asking those who know him, anonymously, to give us their respective takes. We’ve done that previously this cycle with Tennessee’s Mike Borgonzi, and in previous years with other hires. This week, our focus turns to new Raiders chief John Spytek, and despite perhaps the busiest week of the year when it comes to all-star play, we had several responses.

Before we get started, my own experience with John has been A+. I dealt with him when his Bucs won the 2020 Best Draft Award (the Wirfs/Winfield draft), and it seemed to me like Bucs GM Jason Licht wanted John to handle much of it, mainly because Jason believed in his work. Both Jason and John were professional and humbled, even though we had to work with really weird conditions (that year, the combine was canceled, so it was the only online ITL Seminar we’ve ever conducted). Check it out here, if you’re interested. You’ll hear John discuss the vagaries of having a draft from home, which I think is pretty interesting. 

But that’s enough from me. One source I reached in Mobile said the Raiders made a great choice because he’s “a hands-off manager” who “never micromanages” and “trusts them to do their jobs.” He also truly values what his scouts tell him, my friend told me.

Here are some other comments from people who’ve worked alongside John.

• “Unique, avant-garde leadership approach. Not a micro manager. Will build through the draft and collect pieces in free agency.”
• “He’s a very good listener. His door is always open to come in and talk about any concerns you may have. He does a good job stepping back and looking at the big picture. He’s strong in his convictions. He does a good job articulating what he sees.”
• “John is a really good overall person and you know what you are getting with him each day, as he always has the same positive demeanor. He’s very appreciative and loyal to those around him. A very good evaluator who sees the big picture for players and what roles they can bring.”  

Given the nature of his leadership, based on what we were told about him, we’d expect him to make sure the Raiders staff has plenty of strong evaluators who can do their jobs without a lot of oversight. Generally speaking, that sounds like he’ll value veterans over the youth-is-king trend currently in fashion with a lot of teams. The Raiders did pretty good last April (they narrowly missed being a finalist for the Best Draft Award) and have plenty of holdovers from the previous regime that have lots of seasoning. That gives Spytek a real boost as he takes over and learns his staff. 

For more about front offices, hiring and the NFL offseason, make sure to read the Friday Wrap, which comes out this evening. You can register for it here.

 

 

I’m really excited about our 14-man class at the CGSU, the scout school we hold annually at the College Gridiron Showcase. The class is the brainchild of CGS co-founder Jose Jefferson, and this is our fourth class (here’s our first).

The participants come from all around and have had excellent attitudes, which is extremely impressive given the travel challenges everyone faced getting here (as well as the scheduling challenges since they arrived). Here are a few notes on what’s happened so far, and what’s ahead. 

• Last night, co-founder Jose Jefferson welcomed everyone with 15 minutes on the game, where they fit in, and how they could achieve their goals. When Jose speaks, I listen, and part of the reason is because it’s always entertaining. If you don’t believe me, listen (again?) to the Scouting the League Podcast when he was a guest.
• After that, former Chiefs scout and current and current CFL scout John Bonaventura, who leads the program, gave a detailed discussion on the life of a scout, from travel to building relationships to getting your foot in the door. John had some good stories from his time in both leagues. 
• Today, some of the 15 CGSU participants (two are still in transit as I write this) will head across town to assist with our workout for street free agents. They’ll be recording times and helping out as we conduct testing in Carrollton, about a half-hour from here. We had no problem getting volunteers, which speaks to their attitudes. 
• By the way, we have participants from as far away as Buffalo, NY; Salt Lake City; Newark, Del.; Nashville; Chicago; Columbus, Ohio; and even the state of Washington. These are not people who drove over from somewhere in the Metroplex. Again, that impresses me.
• Among our success stories: Browns scouting assistants Hajriz Aliu and Tyler Habursky, Air Force Director of Football Operations Joe Caulfield, Memphis DPP Blake Moore, Michigan State Assistant Director of Scouting Syrus Amirian, Georgia personnel analyst Sales Pinckney and many others.
• Another thing about this week: they’re already knitting together, feeling comfortable with everyone and learning each others’ names. That’s one of the cool things about this. They’re making friends that will help them in their careers. 
• We’ve got 164 scouts registered to join us here this weekend. Are all of them NFL scouts? No (though the overwhelming majority are). Will some scouts stay home, given the cold, wet conditions in Fort Worth today? Maybe. Still, we’ve got football happening in a big way this weekend, and there will be dozens of helpful (and perhaps career-making) connections made over the next 72 hours. If you want to work in football, you simply have to go where it’s being played. Everyone at CGSU bet on themselves, and I think it’s gonna pay off.
• There are 190 players inbound to Fort Worth today. Our guys will be ready. The big opportunity will come Saturday afternoon, when we have our (kinda famous) interview session from 3:30-10:30 p.m. tomorrow night. It will look a little like the floor of the New York Stock Exchange as our CGSU members facilitate interviews and serve as runners for NFL teams. It is, without question, the best way to get face time (and prove your value) to NFL scouts without actually working for a team. It’s one of the things I’m most proud of with respect to what we do here.

If you aspire to be a scout someday, put it on your calendar for next year. I assure you it’s worth it. 

How do you best decide who the top scouts and evaluators are in the NFL? It’s something we’ve been trying to do since 2022 with our BART List awards, which we’ve presented for three years running. While we’re happy with the acceptance of the awards across the league, we’re always striving to do things better.

We’ll start voting this weekend, and this year, there are two things I really want to improve:

• More participation — We want every scout to vote. We’ve gotten a significant portion of the scouting community but we can do better. There are still a few teams whose firewalls seem to block us, but most teams are getting our emails. We’ve just gotta figure out how to motivate people to vote.
• More objective results — We’ve seen a greater concentration of voting from some teams, which has led to more scouts from these teams being honored. This is not to say the scouts who’ve won previously weren’t worthy, but we want to make sure. To combat less-than-objective voting, this year, we’re asking scouts not to vote for anyone on their own teams. We don’t have a way to police this, so we’re hoping the honor system will be enough. 

We also don’t want to water down the awards, which is a constant concern with the scouts I’ve spoken to about this (it’s probably not surprising that professional evaluators are concerned about quality).

Now let’s look at the numbers and the divisions within the scouting community. If you take all the scouts on all 32 teams that aren’t GMs, you come up with 557 scouts, from VPs of Player Personnel down to the youngest coordinators and player personnel assistants (scouting assistants aren’t candidates for awards yet). I broke them into four strata:

• All pro scouting professionals (from DPPs on the pro side down to the pro scouts themselves) — 110
• All college scouting types at the executive level (from college directors on up to just below GM) — 182
• All college “road” scouts (college/area scouts and national scouts with at least seven seasons visiting schools) — 197
• All other scouting personnel with six or fewer seasons in the league, which I call the Next Wave (area scouts, coordinators, scouting assistants, etc.) — 68

Again, scouting assistants aren’t eligible for awards and don’t get to vote just yet. Now let’s look at the categories and the numbers of winners.

• Best pro department (3 teams): In the past we’ve honored individual scouts in this category, but after talking to people across the league, it’s just too hard to know the best scouts in the industry when you work only with your own staff. So, instead, we’ll vote on entire staffs this year and and declare three winners.
• College/Executive (3 per conference): This is pretty self-explanatory and will mirror what we’ve done since introducing it in 2023. 
• College/Road (7 per conference): Once again, this is pretty self-explanatory. This year will be our fourth honoring seven “road” scouts in each conference.
• Next Wave (3 total, regardless of conference): I’ve gotten some pushback from seasoned evaluators that the new folks don’t need an award yet, but I want to try it this year. 

I think dividing all scouts into four strata helps keep people voting on the people they know the best, or at least I hope so. Obviously, only pro scouts will vote on the best three pro scouting departments. However, when it comes to college scouting, the question is, are scouts from one strata familiar with the ones from other strata? Are “Next Wave” scouts knowledgeable of the best executive-level scouts? Are “road” scouts knowledgeable of the young ones? If we limit voting only within strata, will that give us more purity, but not numbers? I’m really chewing on this. 

I guess my questions are this: 

• Is dividing into four strata the best way to separate the difference classifications of scouts?
• If we limit voting to within the strata only, will there be enough votes cast to really have representative voting? Or is it better to have just one ballot and to let all four strata vote on the same one?
• Should we even have awards for the “Next Wave” division? One scout suggested that it would be better for them to wait. I think that has merit, but I also like the idea of rewarding the best young people in the business.

So here’s what I decided. There will be four ballots, one for each strata. Pro scouts will only vote on the best three pro departments. College executives, college road scouts and young scouting personnel (next wave) will vote on the best within their own respective divisions. All three college divisions will also vote for superlatives (best running a pro day, best gathering contact/background info, best on a school visit) and for best strength coach, best pro liaison, and most improved visit. 

We’ll hope for the best. If it doesn’t work out, I guess we’ll try something different next year. We just hope we get the results that best represent the community.

 

One thing I try to preach is that if you want to work in football, and you’re really serious about it, you may need to find your own way in. There are far more than the two paths — player representation and scouting — that we focus on at ITL, and that’s true even if you are a former NFL player with all the connections that come with that status.

This brings me to my friend, Hannibal Navies, who knows the truth of finding one’s way all too well. “Bull,” as his friends call him, played for some good Colorado teams in the late 90s before being drafted by the Panthers in the fourth round in 1999, then playing almost a decade with four NFL teams. The thing to recognize about Hannibal is that, at least in the decade I’ve known him, he’s never been content to let opportunities come to him. He’s always pursued them.

I met him somewhere in the 2010s when he was considering opening a gym and really investing in combine prep. Partly due to my counsel (I think), he decided the barrier to entry was too high, which led him to continue searching for his niche. Along the way, he’s been involved in several charitable endeavors and even runs his own camp aimed at surrounding youth with mentors and getting them on the right track in life.

Just this week, I found out he’s part of a pretty exciting company with a unique concept. It’s rare when you come across a player who really knows the struggle that comes with making the NFL (typically Day 3/UDFA types) who don’t want to give back to young men trying to make the same climb. That leads them to wanting to develop a foundation, but often those players aren’t making the truly big money it takes to start their own. That’s where Hannibal’s company, Athletes Charitable, comes in.

Athletes that are part of Athletes Charitable don’t need to employ reliable family members or capable professionals to run their foundations for them. They let Athletes Charitable do that through the services provided like IRS compliance, event insurance for camps, payroll and HR services, application for grants, legal support and plenty more. You also don’t have to come up with a board of people, like all 501(c)3 organizations have to. It’s like a one-stop shop for anyone seeking to start a foundation. It really takes a player’s interest in helping others from good intentions to good practices. 

If you’re an agent who has players interested in starting a foundation, but you don’t know how, you don’t have to farm it out to a dozen different organizations. You can just contact Hannibal to get started. On the other hand, if you’re just someone looking for a way to get started in the game, I encourage you to consider Hannibal’s path. After looking at one of the more popular roads into the business, combine prep, he found a less-traveled one that serves other people. What’s more rewarding than that? 

Today, the NFLPA holds its “boot camp” for new agents in the form of a Zoom session that lasts from 2-5 p.m. Though I’m not an agent, and have never been one, there are questions I’d love to ask (and I encourage them to be asked by someone today). Here’s what’s on my mind.

Director Howell said only one or two players had “matriculated” to the NFL from the NFLPA Collegiate Bowl. Who gave him that information? This is objectively untrue. More than 20 players were drafted in 2023, the last year of the NFLPA game, and according to the game’s former executive director, Dane Vandernat, 60-80 players went to camps each year. The NFLPA is often accused of turning its back on smaller agents/agencies, and this was the one material advantage they provided to the contract advisors who struggle to get clients into the Shrine and Senior Bowls. It was good for literally thousands of players, as well. If the game is going to be cancelled, agent are deserving of a better reason than that it was ineffective.

It continues to be difficult to get basic questions answered. Has there ever been any thought given to giving Mark Levin, who is over agent affairs, better help? Most agents are big fans of Levin, who truly cares about helping and is, for the most part, responsive. However, when you’re talking about 1,000 agents, about 15 percent of whom are brand new, it’s a tall order to ask one man to handle all their queries. The PA makes plenty of money. Why not give him some help? 

Why is the agent exam held in July? If this continues to be the policy, which coincides nicely with the Oct. 1 registration exam, shouldn’t rookie agents be given some kind of dispensation on Year 1 of the three-year rule? It just makes sense that if the NFLPA is going to expect a $5,000 commitment from new agents who pass the exam, they owe them some kind of head start on the business. The mere fact that it’s almost Thanksgiving and only now is the PA conducting its “boot camp” speaks volumes. Our Zoom sessions took place in late September. Once again, new agents get shafted by the calendar as set forth by the NFLPA.

It was recently announced that the NFL Combine will be held in Indianapolis in 2026, as well as 2025, though there is no guarantee it will stay there going forward. Everyone in the NFL agrees Indy is the best location for all concerned. What kind of pressure have you put on the league to keep it there? The NFLPA, as does the NFL, loves to make money, so it probably isn’t going to stand in the way if the league wants to move the event to Los Angeles, Dallas, Las Vegas, or any of the other proposed destinations. This is great for fans, but not for the people doing the business of the game. The PA has a voice on this if it has any interest in using it. 

The annual meeting for NFL agents will be held at the NFL Combine, in person, for the first time since 2019. Is this a one-time occurrence or will this continue to be the policy, now that the pandemic is behind us? We at ITL continue to hear that the distance between NFLPA staffers and the agents they serve is prohibitive, so this is a good move. In addition, networking between agents, which has its benefits, is almost zero since the Players Association made the exam virtual. There’s something to be gained by meeting in person, especially at the hub of all NFL business, the Combine. We would urge the union to return to this policy indefinitely. 

If the agent or scouting businesses are on your mind, as well, consider signing up for our free newsletter, which comes out Fridays at 7:30 p.m. EST. You can register for it here.

The good teams are sorting themselves out from the bad ones as we reach the NFL season’s midpoint. That means the winds of change will be blowing soon. 

In my capacity working with people in the game behind the scenes, plus our administration and presentation of the BART List Awards, I get to know and hear about a lot of talented people. Here are 20 that I think warrant serious consideration this offseason for GM and other senior executive jobs. 

Note: I’ve tried to recommend a few people who are not on the usual interview carousel. That means there are people here who still may be one or two seasons away from consideration, but who still have earned the respect of their peers. There are also a few that just missed the cut (I wanted to limit it to 20), but who will pop up on future lists. 

By the way, this list is presented in no particular order (not even alphabetical). I did this pretty spontaneously, but I like the way it came out, so here goes.

James Liipfert, Executive Director of Player Personnel, Texans: Houston went from a lost franchise to a Super Bowl contender practically overnight, and that’s easy to forget. Liipfert, who had a lot to do with that, has been highly regarded for a while, and is ready. It’s hard to find front office types who don’t like him.

Mike Martin, Director of Scouting Advancement, Lions: I’m going to continue to be loud about Mike, even if he rarely shows up on these lists. Vanderbilt-educated and a guy who put his time in running the roads as an area scout. I think a lot of Lions staffers will get interviews this cycle, depending on the number of openings.

Tariq Ahmad, Director of Player Personnel, 49ers: Tariq may still be a year away, but he’s probably the next Adam Peters as he’s racing up the ranks for one of the NFL’s 3-4 best franchises. I could see teams wanting him to get a little seasoning (he’s been a DPP less than a year), but I could also see someone rolling the dice. He’s been honored by his peers all three years that we’ve held the BART List awards (one of only a half-dozen people who can say that).

David Blackburn, Director of Player Personnel, Commanders: Like Tariq, David is in his first year as a DPP, so maybe he needs a little more time, but he’s on his way. Has Ravens roots, and Washington’s quick rebirth means he’ll get a shot soon. At least, he should.

Ian Cunningham, Assistant GM, Bears: Texas roots, Virginia-educated, ex-player, has worked for two of the league’s best franchises (Eagles and Ravens). He’s gotten several opportunities but turned some down. If the Bears can finish strong, maybe that gets him across the finish line.

Alonzo Highsmith, Senior Personnel Executive, Patriots: Here’s another guy who doesn’t get the credit he deserves because he doesn’t play the media game, but I’d argue there is no one who’s a better evaluator who’s gotten fewer GM interviews than Alonzo. The only reason he hasn’t won a BART List Award every year is because of his time with the Hurricanes. He’s always done things the right way. I’m never gonna stop promoting him. He deserves a shot.

Jon-Eric Sullivan, VP of Player Personnel, Packers: I don’t understand why Jon-Eric doesn’t turn up on more of these lists. One of these days, a team is going to get a great GM and, against all odds, everyone will say, “who’s this guy?” He’s a big reason the Packers always win.

Ed Dodds, Assistant GM, Colts: Ed is another one of the handful of front office types who’s won a BART List Award all three years we’ve had voting. Intense and thorough, he’s had lots of interviews, but it just hasn’t happened yet. I wonder if the Colts’ struggles this year hamper him this offseason.

Kyle Smith, Assistant GM, Falcons: Kyle has been under the radar, in my mind, but he’s a big presence in Terry Fontenot’s front office in Atlanta. The Falcons’ success this year may give him the boost he needs. Remember, his father, A.J., had a lot of success with the Chargers and Bills.

Terrance Gray, Director of Player Personnel, Bills: Terrance got deserved opportunities this last offseason, but it seems like he wasn’t a popular candidate before then, and I don’t know why. He’s another former BART List Award winner who’s a major reason for Buffalo’s success.

That’s 10 names. I’ve got 10 more, but you’ll need to read today’s Friday Wrap to see them. If you’re not already registered for our newsletter, which is free, you can do that here.

At Inside the League, we take pride in advocating for the NFL agent and scouting communities. Part of that is championing traditional methods of player representation and evaluation; in most cases, we feel like the old way is the best. Still, that doesn’t mean the tried and true methods are always right. Scouts get it wrong, and sometimes, outrageously wrong.

In this excerpt from our coming book on the 2016 NFL Draft, tentatively called The Crazy Eight because it focuses on the draft stories of eight standout players from the ’16 draft class, we discuss three reasons why NFL teams miss on players. This is just a small sample of the reasons why, in the book, we discuss the myriad reasons why scouting is such a tough profession.

Protection of players by the schools: Some programs go to great lengths to paint sunny pictures of their players, hoping to enhance their NFL chances by keeping secrets. More often than not, this just activates a scout’s antennae. Does it ultimately hurt a school’s players? Does it help them? It’s hard to know, but either way, it creates uncertainty and a harder road to familiarity for scouts, who despise unfilled blanks. In ITL’s weekly newsletter, the Friday Wrap, we seek feedback from NFL evaluators on the schools they love and love to hate, and Rutgers (at least in 2024) falls squarely into the latter category. That’s because the order has come down from head coach Greg Schiano that only positive feedback will come out of any Scarlet Knight officials. Will this impact his players negatively in April 2025? Maybe. Maybe not. But it certainly explains why some of them may have very different NFL fortunes than they deserve.

Drafting for need: Free agency takes place in March. The draft takes place at the end of April. This means, teams tend to look to the draft to finish their shopping lists instead of simply taking the best player available. The teams that often do best on draft day often pick head-scratchers if looked at simply on need. The Packers got plenty of criticism for drafting Utah State’s Jordan Love with a healthy and productive Aaron Rodgers still around, but after a few uncomfortable years, who’s laughing now? The Vikings drafted Marshall’s Randy Moss in 1998 despite having Jake Reed and Cris Carter on the roster. The Saints drafted Ole Miss’ Deuce McCallister in 2001 after trading their entire draft (literally) to get Ricky Williams out of Texas just two seasons earlier. I could go on. Sometimes (often?) drafting for need works, but the best-drafting teams tend to stick to their respective boards.

Fear of media reprisals: Ask any GM or executive if the media plays any role in who gets picked and you’ll get an eye roll. Maybe that’s technically true, but in subtle ways, the media (and especially social media) play a role. That’s especially true when a prospect has a spotty background that warrants extra scrutiny. We’ve seen the reaction when Ole Miss’ Laremy Tunsil had an indiscretion on video shortly before the draft, and we’ve seen it with West Alabama’s Tyreek Hill after his incident at Oklahoma State. It’s also important to note that owners read all the websites and spend a lot of time weighing the impact of certain players on the team’s profile in the community and, obviously, they have full veto powers. Some of them exercise it.