Quick Intro: Who’s on the Field?

• Which role are you answering as today? Options: Head Coach, Recruiting Coordinator, Assistant Coach / Position Coach, Athletic Director, Director of Operations / Admin, Other
• What division and level best describes your program? Options: NCAA Division I (FBS), NCAA Division I (FCS), NCAA Division II, NCAA Division III, NAIA, Junior College / JUCO, Other
• How would you summarize your immediate recruiting priority in one sentence?
• Which of these channels do you currently rely on most to discover prospects? Options: High school coaches, Showcases / combines, Video platforms (YouTube, Hudl), Recruiting databases/platforms, Personal scouting trips, Third‑party advisors, Transfers via portal
• If you had to pick one metric that defines a successful recruiting cycle for your staff, what would it be? Options: Number of signed recruits, Percentage of target-list offers accepted, Roster needs filled by position, Recruit-to-play conversion (placement), Quality of fit (measurable + academics), Other

If This Keeps Happening, What Loses Out?

• Imagine you keep discovering prospects too late—what’s the single biggest thing your program loses because of that? Options: Missed scholarship-quality recruits, Depth at key positions, Competitive wins, Cohesive recruiting class, Budget wasted on late scouting, Other
• How often over the last two recruiting cycles have you felt you missed a recruit because you identified them too late? Options: Multiple times per cycle, Once per cycle, Occasionally, Rarely, Never
• Tell a specific example (briefly) of a player you wish you’d found earlier—what happened and what did it cost the program?
• Which stakeholders feel the consequences of late discovery most strongly in your program? Options: Head Coach, Recruiting Coordinator, Position Coaches, Athletic Director, Current roster / players, Prospect (missed opportunity)
• When those misses happen, what emotions or pressures do you notice in the staff—frustration, scramble, resignation, finger-pointing, or something else? Options: Frustration/anger, Panic/scramble, Resignation/acceptance, Blame-shifting, Motivation to change, Other

Where the Radar Is Blind

• What assumptions are you making today about how ‘discoverable’ qualified prospects are to your staff? Options: They’re mostly visible via current channels, We miss many outside our region, We’re blind to non-showcase talent, We rely on coach referrals too much, Other
• Which tools or platforms do you actively use now to build and filter prospect lists? Options: Internal spreadsheets, Recruiting database A, Recruiting database B, Hudl/Video hosting, CRM/email tools, None
• Rate the reliability of your coach contact data today (how confident are you that the contact will reach the right person?): Options: Very confident (95%+), Confident (80–95%), Moderate (60–80%), Low (40–60%), Unreliable (<40%)
• How do you currently verify performance data and measurables on prospects (e.g., timing, height/weight, event results)? Options: Verified event data, Coach-reported, Video-based estimates, Third-party scouts, We don’t systematically verify
• Where do you feel most blind today—missing film, inaccurate contacts, outdated eligibility info, or compliance timing? Please rank the top two. Options: Missing film, Inaccurate contacts, Outdated eligibility/class year, Lack of advanced metrics, Compliance/contact windows, Other

What Would 'Found Earlier' Actually Change?

• If your staff consistently found recruitable prospects 30–60 days earlier, what would change on game day, in recruiting outcomes, or in your program culture?
• Which measurable signals matter most to you when judging a discovery tool’s impact? Options: Time-to-identify (days), Verified contact accuracy (%), Number of recruitable targets surfaced, Conversion from outreach to visit/offer, Roster fill rate by position, Other
• What are realistic target thresholds for those signals (e.g., contact accuracy 90%, identify time <14 days)? Please list up to three.
• How would each stakeholder define 'good' for a discovery tool—what does the Head Coach insist on vs. Recruiting Coordinator vs. Athletic Director?
• Which success evidence would make you comfortable adopting a new platform (e.g., pilot with 10 verified prospects, improvement in target fill rate by X%)? Options: Pilot with verified prospects, SLA for contact accuracy, Demonstrated placements at peer schools, Clear compliance tracking, ROI model for season

What Are You Willing To Change?

• What would feel riskier to you: adding administrative tasks that produce better targets, or keeping processes the same and accepting missed opportunities? Options: Prefer some admin for better targets, Prefer minimal admin even if we miss some, Depends on proof of impact, Undecided
• Who inside your program must be convinced before you pilot or buy a new discovery tool? Options: Head Coach, Athletic Director / AD, Recruiting Coordinator, Compliance Officer, IT/Integrations, Other
• What budget range would make a meaningful solution viable for your program this year? Options: <$5k, $5k–$15k, $15k–$35k, $35k–$75k, $75k+
• What would a low-risk pilot look like to you (length, sample size, specific deliverables)?
• What’s the top objection you expect internally to trying something different, and how long has that concern been blocking change? Options: Budget, Admin burden, Skepticism about data, Compliance risk, Integration complexity, Other

Walk Me Through Your Ideal Playbook

• If discovery worked perfectly for your staff, what would your day-to-day recruiting workflow look like from prospect surfacing to outreach?
• Which integrations are essential for that workflow to feel seamless? Options: Roster/ERP, Film library (Hudl/other), Calendar (Google/Outlook), Athletic department CRM, Compliance/eligibility systems, None
• How many seats/accounts would you expect to provision initially for your staff? Options: 1–2, 3–5, 6–10, 10+
• What format of enablement is most effective for your staff—live training, self‑paced modules, onsite workshop, or a blended approach? Options: Live training (virtual), In-person workshop, Self-paced modules, Blended approach
• When it comes to data accuracy SLAs, what minimum contact accuracy would you require to consider the platform dependable? Options: 95%+, 90–95%, 80–90%, Below 80% not acceptable

Compliance and Timing: What Keeps You Awake?

• If you could wave a wand and fix one compliance-related pain point today, what would it be?
• How do you currently track NCAA contact windows and outreach limits for each athlete class/year? Options: Manual calendar/Excel, Dedicated compliance tool, Rely on memory/internal policy, We struggle and it’s inconsistent
• Have you faced a compliance issue in the last 24 months tied to outreach timing or inaccurate records? If yes, briefly describe. Options: Yes, major, Yes, minor, No
• What compliance features would materially reduce your risk (choose up to three)? Options: Automated contact window alerts, Audit trails for outreach, Role-based permissions, Pre-approved message templates, Compliance dashboard for AD
• Who owns compliance sign‑off during recruiting in your program, and how quickly can they resolve ambiguous cases? Options: Athletic Director, Compliance Officer, Head Coach, Recruiting Coordinator, Shared responsibility

Let’s Make an Early Win Concrete

• What single metric or deliverable from a 30–90 day pilot would make you want to move to a full subscription? Options: X verified prospects, Contact accuracy % threshold, Improved time-to-identify, Successful integration with film/roster, Compliance validation
• What minimum sample size (number of prospects or positions) would you want the pilot to demonstrate against? Options: 5 prospects, 10 prospects, 20 prospects, Full position group
• Which internal resources can you commit to a pilot (time per week, point people)? Options: Recruiting Coordinator (10+ hrs/week), Assistant coaches (3–5 hrs/week), Compliance Officer (ad-hoc), IT support (integration only), Limited staff time
• What would success look like at the end of the pilot—describe outcomes and evidence you’d expect to see.
• Realistically, when could you start a pilot if the terms met your needs? Options: Immediately, In 2–4 weeks, Next month, Next recruiting cycle, Undecided

Tell the Story of Your Last Recruiting Cycle

• Walk me through your most recent recruiting cycle — what were the main milestones, who owned each, and where did you feel the most strain?
• Which roles on your staff were primarily responsible for discovering prospects, validating film/metrics, and managing outreach? Options: Head Coach, Recruiting Coordinator, Position Coach, Director of Ops, Graduate Assistant, Athletic Director, Volunteer Assistant, Other
• How did you keep track of where each prospect was in the pipeline (tools, spreadsheets, platform names)? Options: Google Sheets/Excel, ATS/CRM, Email threads, Paper notes, Homegrown database, Third-party recruiting platform, Other
• On average, how long did it take from first identification to having a verified contact and film for a recruit you were actively pursuing? Options: < 1 week, 1–2 weeks, 2–4 weeks, 1–3 months, 3+ months, Varies widely
• If you had to name the single moment in that cycle that most often derailed a recruit’s progression, what was it?
• Who on your staff would you say felt the most frustrated at the end of that cycle, and why?

What If Your System Is Quietly Letting Talent Slip Away?

• How often do you discover a recruit too late — after other programs have engaged or roster spots are effectively closed? Options: Almost every cycle, Often, Sometimes, Rarely, Never know
• Can you share a recent example where a prospect appeared on your radar too late — what signs did you miss and what would you change in hindsight?
• What are the most common reasons you think causes late discovery: scouting blindspots, data delays, limited search filters, film access, or something else? Options: Scouting blindspots, Delayed/absent film, Inaccurate contact info, Narrow search filters, No centralized database, Event-based discovery only, Other
• How long has late discovery been a recurring problem for your program? Options: This is new, 1–2 cycles, 3–4 cycles, 5+ cycles, Not sure
• When late discovery happens, what is the typical downstream impact on your class, practice plans, or staff workload?

Where the Data Lives — and Where It Gets Lost

• Which of these sources do you currently rely on to populate prospect profiles? Options: High school coach emails, Showcase/combines, County/state statistics, Public game film, Third-party scouting services, Prospect-submitted profiles, Transfer portals, Other
• Who owns the truth for each data type (film, measurables, academics, contact info) inside your staff — and how is that recorded? Options: Recruiting Coordinator, Head Coach, Position Coach, Director of Ops, Admin staff, No single owner, Other
• How frequently do you encounter conflicting or duplicate records for the same prospect across systems? Options: Daily, Weekly, Monthly, Rarely, Never
• Describe a recent instance where missing or outdated data directly prevented you from contacting or evaluating a recruit.
• What integrations or automated feeds would meaningfully reduce manual data cleanup for you (e.g., film hosting, HS stats feeds, event ingestion, contact verification)? Options: Film hosting integration, Automated stats feed, Showcase/event ingestion, Contact verification API, Roster sync from high schools/club, Calendar/compliance sync, Other

The Real Cost: What Missing Targets Actually Costs You

• When you think about the last cycle, how would you quantify the cost of missed targets — scholarship hours, positional gaps, lost wins, staff overtime, or recruiting budget waste? Options: Scholarship hours, Positional imbalance, Lost games/wins, Overtime for staff, Extra travel/visits, Reputational impact, Other
• Tell me about a time a missed recruit changed the composition or competitiveness of your class — what happened in the season after?
• How do missed targets affect staff morale and the head coach’s confidence in the recruiting process? Options: Significantly lowers morale, Somewhat impacts morale, Minimal effect, No clear pattern, Improves urgency/energy
• If you could measure one metric to show the business impact of missed targets, what would it be (e.g., percentage of offers filled, time-to-identify, verified contact accuracy)? Options: % offers filled, Time-to-identify, Contact verification rate, Number of recruitable prospects, Conversion rate from contact to commit, Other
• How comfortable are you giving a dollar estimate to the cost of a single missed high-value target (recruit who would have likely earned playing time)? Options: Comfortable, Somewhat comfortable, Not comfortable, Prefer not to estimate

Are You Confident Your Compliance Radar Is Sharp?

• Have you ever lost or had to alter a recruiting opportunity because outreach timing or contact rules were misapplied? Options: Yes — multiple times, Yes — once or twice, No, Not sure
• Who is responsible for tracking NCAA contact windows, and how do you ensure all staff follow the same calendar? Options: Athletic Director, Head Coach, Compliance Officer, Recruiting Coordinator, Shared responsibility, No formal owner, Other
• Describe any near-miss compliance incidents you’ve had (e.g., accidentally contacting recruits in a closed window). What caused them?
• Which compliance controls do you currently use or wish you had: automated calendar blocks, outreach limits per prospect, audit logs, or coach-specific alerts? Options: Automated calendar blocks, Outreach caps per recruit, Audit/change logs, Coach-specific alerts, Training modules, No controls, Other
• How much would reducing compliance risk (fewer manual mistakes, automated timing) accelerate your willingness to adopt a new platform? Options: A lot, Somewhat, A little, Not at all, Undecided

How Decisions Really Get Made Here — Not on Paper

• If a new recruiting platform promised better discovery and compliance automation, who would need to be convinced before you could pilot it? Options: Head Coach, Recruiting Coordinator, Athletic Director, Compliance Officer, IT/Systems Admin, Position Coaches, Other
• What are the non-negotiable criteria each decision-maker will use to evaluate a pilot (e.g., ease of use, verified contact accuracy, proven placements, cost)? Options: Ease of use, Contact accuracy SLA, Placement track record, Budget/price, Integration capability, Compliance features, Other
• What budget range is realistic for your program this year for a recruiting platform (annual), and what is the approval path? Options: <$5k, $5k–$15k, $15k–$35k, $35k–$75k, $75k+, Dependent on pilot results, Undecided
• What would a minimal, low-risk pilot look like for you (duration, seat count, success criteria)?
• Who on your staff will own adoption and day-to-day use if a new tool is introduced? Options: Recruiting Coordinator, Head Coach, Director of Ops, Position Coach, Admin staff, Other

If a Tool Fixed Your Top Headache — What Would It Prove First?

• What three measurable outcomes would make you say 'this works' after a 60–90 day pilot? Options: Faster time-to-identify, Higher verified contact accuracy, Increase in recruitable prospects, Search reproducibility, Compliance incidents reduced, Improved staff adoption, Other
• What SLAs or guarantees matter most to you (e.g., contact accuracy %, film playback uptime, search result latency)? Options: Contact accuracy %, Film playback uptime, Search latency, Data freshness cadence, Response time for support, Other
• How will you measure staff adoption and whether coaches actually use the tool in decision-making? Options: Logins per coach, Searches performed, Contacts sent via platform, Number of prospects validated, Qualitative coach feedback, Other
• What would be an acceptable trade-off between improved discovery and added administrative steps (e.g., a small setup burden for big discovery gains)? Options: Willing to accept setup burden, Only minimal setup, No added admin burden allowed, Depends on ROI
• If results don’t show in the pilot window, what would you want to see next from a vendor to regain confidence?

What Would Change Require — Practically Speaking?

• What integrations, data handoffs, or internal approvals are required before a pilot can begin (film access, roster exports, contact lists, calendar permissions)? Options: Film hosting access, Roster CSV/DB export, Coach contact list access, Calendar/availability sync, Compliance calendar permissions, IT security review, Other
• Who on your side would handle integration tasks and how much weekly time can they commit during onboarding? Options: Recruiting Coordinator, IT/Systems Admin, Director of Ops, Vendor-managed, Shared responsibility, Other
• What obstacles are most likely to derail a pilot (staff bandwidth, technical blockers, budget delays, coach buy-in)? Options: Staff bandwidth, Technical blockers, Budget delays, Coach resistance, Compliance concerns, Other
• If you could commit one small change today to improve discovery (data source, process, role change), what would it be?
• Realistically, when could you be ready to start a short pilot that tests discovery plus compliance features? Options: Immediately, Within 2–4 weeks, 1–3 months, 3–6 months, Undecided

Start with the Scoreboard: Your Recruiting Snapshot

• Tell us who you are on the staff and how you’d like us to address you during this process. Options: Head Coach, Recruiting Coordinator, Assistant Coach, Director of Scouting, Athletic Director, Other
• How many roster spots or scholarship opportunities are you actively recruiting for right now (by class)? Options: 0–2, 3–5, 6–9, 10+
• Which recruiting classes are you prioritizing this cycle? Options: Incoming Freshmen, Transfers/Graduate Transfers, Both equally, Other
• Which tools or channels do you currently rely on most to find prospects? Options: In-house film (coach-uploaded), Hudl/CAA/Player platforms, Scouting services, Word-of-mouth from HS coaches, Social media scouting, Rival conference intel, Other
• How long have you used your primary recruiting tools or workflows? Options: 1–3 years, Less than 6 months, 6–12 months, 3+ years
• In one sentence, what outcome from our collaboration would make you feel this was time well spent?

If You Could Change One Thing Tomorrow, What Would It Be?

• What single recruiting problem do you wish disappeared overnight?
• Where does your staff lose the most time in the discovery → evaluation → outreach sequence? Options: Sourcing prospects, Verifying contact info, Watching/curating film, Coordinating outreach windows, Data entry and admin, Other
• How often does timing (discovering a prospect too late) directly cost you a recruit? Options: Multiple times per cycle, Once per cycle, Rarely, Never sure
• Tell a recent story where a missed or late discovery changed the class outcome—what happened and how did it feel for the staff?
• Which stakeholder reaction worries you most when a target is missed (head coach / AD / players / parents)? Options: Head Coach disappointment, Athletic Director budget concerns, Recruiting coordinator credibility, Player morale, Other

Hidden Gaps We Don't Talk About

• How confident are you in the accuracy of the athlete contact details you rely on? Options: Very confident, Mostly confident, Inconsistent, Poor / often wrong
• Which data sources feed your decision-making and how dependable is each? Options: In-house film (coach-uploaded), Hudl/third-party film hosts, Event measurables, High school coach reports, Academic records, Scouting service reports, Other
• Where do you see the biggest gaps between what you need to evaluate a prospect and what your current data provides?
• How often do you encounter incomplete or unverified performance metrics (e.g., timings, heights), and what do you do when that happens? Options: Frequently — it stops evaluation, Occasionally — we try to verify, Rarely — most are verified, Unsure
• What adverse downstream effects do these data gaps create (e.g., wasted visits, false leads, compliance risk)?

The Moments That Make or Break a Class

• When you look back at your most successful classes, what discovery or decision moment made the biggest difference?
• What specific signals turn a prospect from “interesting” into “actively pursued” in your program? Options: Verified athletic metrics, Game film quality, Academic fit, Verified contact + availability, Position need timing, High transfer portal readiness
• What is an acceptable baseline for time-to-identify a recruitable prospect in your view? Options: <1 week, 1–4 weeks, 1–3 months, 3+ months
• What level of contact accuracy would you require from a vendor (e.g., percent correct for coach emails/phone numbers)? Options: 95–100%, 90–95%, 80–90%, Unsure
• How do roster needs, academic standards, and scholarship budgets interact to change who you actively pursue?

What Would 'Effortless' Recruiting Look Like?

• Imagine discovery and initial outreach required almost no admin—what would you be doing with the time you saved?
• Describe the ideal workflow from a raw prospect appearing in your search to scheduling first contact.
• Which platform features would immediately reduce your friction (select top three)? Options: Verified coach contacts, Film + analytics playback in-platform, Custom position/role filters, NCAA contact-window automation, Automatic roster fit scoring, Bulk outreach templates, Integration with existing SIS or calendar
• Which integrations are absolutely non-negotiable for your staff to adopt a new tool? Options: Hudl, Google Calendar / Outlook, Roster management system, Athletic department CRM, Compliance office tools, None required
• How would you measure staff adoption success in the first 60–90 days? Options: % of staff logging in weekly, Number of verified prospects added, Contact accuracy SLA met, Number of outreach windows triggered, Other

Red Flags, Deal-Killers, and Non-Starters

• What compliance or data-security issues would immediately stop you from moving forward? Options: NCAA contact misalignment, Poor data encryption or storage, Unclear data ownership, No audit trail for outreach, Lack of FERPA/Privacy controls, Other
• Which contract or commercial terms are non-negotiable for your AD or procurement (e.g., cancellation, data portability, liability)?
• What range of annual budget is realistic for a tool that demonstrably improves recruit discovery and outreach? Options: < $5k, $5k–$15k, $15k–$50k, $50k+
• How important is it that peer programs in your conference are already using the tool? Options: Critical, Helpful but not required, Not important, Prefer similar-sized program usage only
• Have you had prior vendor experiences that left you distrustful? What happened and what would restore your confidence?

What Success Will Look Like — and How We’ll Know

• Which of these measurable outcomes would indicate success to you after a pilot? Options: Shorter time-to-identify prospects, Higher verified contact accuracy, More recruitable targets surfaced, Improved compliance window adherence, Increased staff adoption, Better roster hit rate
• Please provide current baselines for the metrics you selected (e.g., average time-to-identify in days, % contact accuracy, prospect-to-offer conversion rate).
• What timeline do you expect for evaluating a pilot before a go/no-go decision? Options: 30 days, 60 days, 90 days, 120+ days
• Who needs to sign off for the pilot to proceed and who signs off on the final purchase decision? Options: Head Coach, Recruiting Coordinator, Athletic Director, Compliance Officer, Procurement, Other
• What quantifiable acceptance criteria would justify widening deployment across your staff?

Next Steps: Small Bets, Big Outcomes

• If we were to run a low-risk pilot, what data and assets could you provide in the first 30 days? Options: Roster CSV, Film files/links, Coach contact lists, Compliance calendar/rules, No data ready yet
• Who on your staff will be the day-to-day owner for integrations, training, and issue triage?
• What would make you pause or walk away during a pilot? Options: Data privacy concerns, Low accuracy of contacts, Poor film playback/analytics, High admin overhead, No measurable improvements
• What support, onboarding cadence, or training format would make your staff most likely to adopt quickly? Options: Weekly live trainings, On-demand video library, Dedicated CSM with weekly check-ins, Train-the-trainer for internal rollout, Documentation + office hours
• Finally, what single metric or outcome would make you excited to recommend this platform to your AD or peer coaches?

Quick Snapshot: Your Recruiting Rhythm

• Which sport and class year should we focus on for this conversation? Options: Men's Basketball, Women's Basketball, Football, Baseball, Softball, Soccer, Volleyball, Lacrosse, Other (specify below)
• Briefly describe your current recruiting season rhythm—peak months, key evaluation windows, and who typically leads each stage.
• Who owns day-to-day scouting versus final decisions? (select all that apply) Options: Head coach, Recruiting coordinator, Assistant coaches, Director of operations, Athletic director, Compliance officer, Other
• Which channels produce the majority of your new prospects today? Options: High-school/club showcases, Local club coaches/referrals, Third‑party scouting reports, Existing recruiting database, Video platforms (Hudl/YouTube/etc.), Family/athlete submissions, Other
• How often in a typical recruiting cycle do you feel you identify prospects before competitors do? Options: Most of the time, About half the time, Rarely, Almost never, Unsure
• Tell us about one recent example where timing or discovery directly changed an outcome for your roster.

Are You Comfortable Losing the Ones That Slip Through?

• How many prospects could you afford to lose this recruiting cycle before it would change how you do your job? Options: 0, 1–2, 3–5, 6–10, More than 10, Unsure
• Think of the last recruit you missed—what was the single biggest reason we didn't connect sooner?
• How often do you discover a prospect only after they've committed elsewhere? Options: Weekly, Monthly, A few times per cycle, Rarely, Never
• Which patterns show up most often in missed targets (choose all that apply)? Options: Late or missing film, Inaccurate coach contact info, Missed NCAA timing windows, Insufficient analytics/context, Internal capacity limits (staff time), Other
• When a miss happens, who inside your program feels that consequence most and why?
• How does repeatedly missing targets change how you approach the next recruiting cycle—cautious, reactive, different priorities? Options: More conservative targets, More reliance on referrals, Increased camp travel, Process overhaul attempts, Other

Where Discovery Quietly Falls Apart

• What if your deepest recruiting blind spots are inside the systems you already rely on—where would you look first?
• Which of these data sources do you rely on to build profiles? (select all that apply) Options: High‑school/club stats, Hudl/film platforms, Event timing/measurables, Third‑party scouting services, Athlete-submitted profiles, Local coach referrals, Other
• How do you currently verify measurables and performance metrics? Options: Official event timing, Video verification by staff, Coach-reported numbers, We rely on unverified claims, Third-party verification service, Other
• When you run searches today, roughly what percent of profiles return usable film plus verified metrics? Options: <25%, 25%–50%, 51%–75%, 76%–90%, >90%, Don't know
• Walk me through a recent search you ran—what filters did you use, what came back, and what frustrated you about the results?
• Which search features are currently missing or underperforming for you? (select all that apply) Options: Academic/eligibility filters, Verified coach contact info, Combined video + analytics view, Transfer/portal history filters, Competition level adjustments, Recruitability scoring, Compliance-timed outreach filters, Other
• How long does it usually take your staff to assemble a recruitable list for an open position? Options: <1 hour, 1–4 hours, 1–3 days, >1 week, Varies widely

Imagine Scouting Was Effortless — What Would Change?

• If your staff could reliably surface undervalued prospects two months earlier, what would that let you do differently this season?
• What measurable signals would convince you a platform is working? (pick up to three) Options: Time‑to‑identify prospects, Verified contact accuracy, Number of recruitable targets surfaced, Conversion rate to campus visits, Offers extended per cycle, Reduction in compliance incidents, Other
• Which of those signals would be an absolute threshold for adoption (name a metric and threshold)?
• How would you define 'adoption' success inside your program—what behaviors or outcomes show staff are actually using it? Options: Weekly active users, Outreach volumes through platform, Profiles evaluated per position, Scheduled campus visits from platform contacts, Roster additions attributable to platform, Other
• Describe what a successful day one month after adoption looks like for the recruiting coordinator and head coach.
• Who must feel the benefit most for this to be considered a real win (and how would you recognize that)? Options: Recruiting coordinator, Head coach, Assistant coaches, Athletic director, Compliance officer, Other

If Compliance Was Invisible, How Would You Reach Out?

• How much of your outreach strategy is shaped by fear of violating NCAA rules versus actively chasing the right prospect? Options: Mostly fear-driven, Somewhat constrained, Balanced, Not constrained by fear, Unsure
• Which NCAA-related constraints cause you the most headaches? (select all that apply) Options: Contact windows by year, Communication limits per prospect, Transfer window exceptions, Documenting and auditing outreach, Academic/eligibility tracking, Conference-specific rules, Other
• How do you currently track compliance windows and outreach history? Options: Manual calendar/spreadsheet, Recruiting CRM, Platform with NCAA rules, We track inconsistently, Other
• Have you ever delayed outreach because you weren't certain of timing? If so, tell me about a time it mattered.
• What would an ideal compliance alert look like—who receives it, when it fires, and what action it prompts?
• Would automated enforcement (blocking outreach outside windows) be acceptable, helpful, or too restrictive for your process? Options: Very helpful, Somewhat helpful, Too restrictive, Unsure

Can Your Staff Run This Without Burning Out?

• What if adopting a new platform added five hours of admin work per week—would your staff actually use it? Options: Yes, if outcomes improve, Maybe, with clear ROI, Unlikely, No
• Which roles will actively use the platform? (select all that apply) Options: Recruiting coordinator, Head coach, Assistant coaches, Director of operations, Compliance officer, Graduate assistant, Other
• How many user seats do you anticipate needing at launch? Options: 1, 2–3, 4–6, 7–10, 10+
• What level and format of training would make your staff feel confident? (select all that apply) Options: 1‑hour webinar, Half‑day workshop, Full onboarding program with playbooks, Train‑the‑trainer model, Self‑serve knowledge base, On‑site support
• What existing internal processes would need to change to integrate a new scouting tool?
• Which ongoing support model would you prefer after launch? Options: Dedicated customer success manager, Shared/pooled support, Priority email/SLAs, Self‑serve portal only, Other

Show Me the Proof: What's a Win in a Pilot?

• If we ran a 30–90 day pilot, what single outcome would make you recommend purchasing the platform?
• Which pilot length do you prefer? Options: 30 days, 60 days, 90 days, Custom
• Which pilot metrics should we prioritize? (select up to three) Options: Time‑to‑identify prospects, Verified contact accuracy, Number of recruitable prospects per position, Outreach-to-visit conversion, Profiles evaluated per staff member, NCAA compliance incidents (should decrease)
• Who will sign off on pilot success inside your program? Options: Head coach, Recruiting coordinator, Athletic director, Compliance officer, Director of operations, Other
• What artifacts would convince you at pilot close (examples: before/after search exports, verified contact list, sample video+analytics clips)?
• What practical constraints could block a pilot from starting (select all that apply)? Options: Data/film access, Roster handoffs, IT/integration support, Budget approval, Busy recruiting season, Other

Deciding Together: Next Moves and Timing

• If there were a clear path to reducing missed targets by half, how quickly would you expect your program to act? Options: Immediately (weeks), This quarter, Next fiscal year, Unsure
• What's your program's typical decision timeline for adding new tools? Options: Immediate (within weeks), Quarterly review, Annual/budget cycle, Multi-year planning, Unsure
• Who needs to be involved in the final commercial and pilot approval conversation? Options: Head coach, Recruiting coordinator, Athletic director, Compliance officer, Finance/Business office, Other
• What budget range would make this solution a likely yes versus a non‑starter for your program? Options: <$5k/year, $5k–$15k/year, $15k–$50k/year, >$50k/year, Unsure
• What remaining information or examples would decision makers need to feel comfortable moving forward?
• What's the best way we can help you get internal buy‑in (select all that apply)? Options: Joint staff workshop/demo, Pilot proposal with acceptance criteria, Case studies from peer programs, POC dataset and sample searches, Executive summary for AD/finance, Other
• Are there any political, cultural, or conference dynamics that could influence adoption—if so, please describe.