Know what is worth buying.
Direct questions01 · 25 pagesComparisons03 · 15 pagesMarket data and deal flow11 · 14 pagesTurn questions into evidence.
Do-it-yourself game plans02 · 13 pagesReadiness quiz08 · 9 pagesScorecard09 · 17 pagesNext steps12 · 12 pagesSpot changes that affect the brief.
Regulatory news and changes04 · 15 pagesHiring signals05 · 11 pagesIdeas to test with your team.
Expert Q&A06 · 22 pagesVideo and podcast roundups07 · 10 pagesNewsletter editions10 · 21 pagesRead hiring evidence for what it reveals about recruitment responsibilities.
October 2026 campaign; originating page closed on review. Appointment not established. (analyticssportsjobs.com)
Build the scouting process, manage coverage and budget, combine live/video/data assessments, evaluate third-party sources and recommend technology or advisory services.
Read the role evidence →Recent recruitment specification; originating page closed on review. (teamworkonline.com)
Own recruitment analytics across the first team, Real Monarchs and academy; manage providers, integrations, player models and transfer-window reporting.
Read the role evidence →Employer listing remains visible, but the official staff directory also names Lucca Motta in this role. Conflicting status: do not assume an additional unfilled position. (ats.rippling.com)
Coordinate sporting data strategy with Bay Collective; oversee data quality, infrastructure, adoption and recruitment analysis.
Read the role evidence →Confirmed appointment: Austin da Luz; club announcement dated 5 March 2026 identifies the position as newly created. (nccourage.com)
Lead domestic and international talent identification and evaluation.
Read the role evidence →Application page visible. Interpretation: delivery capacity across several sporting users, not exclusively player recruitment. (teamworkonline.com)
Answer sporting and recruitment questions; produce match reports; analyse event, tracking-derived and physical data; maintain reproducible Python workflows. Reports to Head of Analytics.
Read the role evidence →Closed originating page; responsibilities preserved in a syndicated advert. Interpretation: integration and reliability investment, not proof of additional feed purchases. (sportsjobs.online)
Build and maintain pipelines, schemas, databases and APIs; combine external providers with club systems; support production deployment of models.
Read the role evidence →Archive records 28 January–25 February 2026. Interpretation: demand for women’s-football assessment capacity and usable footage. (career.com)
Identify, assess and grade targets; maintain scouting reports; combine video, live observation and data. The advert allocates approximately 50% of the role to video scouting.
Read the role evidence →Secondary advert dated 21 September 2026; originating page closed. Treat pay as a secondary-source comparator. (futboljobs.com)
Identify global professional and amateur talent using live/video observation, research, data and relationships within the Right to Dream context.
Read the role evidence →Application page visible. This is predominantly performance and opposition analysis—not a dedicated player-acquisition role. (teamworkonline.com)
Record and organise footage, tag clips, maintain performance records, support opposition analysis and manage analysis technology. Requires four-plus years’ relevant experience.
Read the role evidence →Application page visible for February–April 2027, averaging 15 hours a week. This is future, limited-duration capacity—not a full-time recruitment hire. (job-boards.greenhouse.io)
Support the Lead Data Scientist with match reports, opposition analysis and event/tracking-data projects.
Read the role evidence →Explicit provider-management duties indicate an accountable evaluator is being established or replaced. They do not prove that the club has approved a new supplier, intends to cancel an incumbent or has increased its external intelligence allocation.
These examples are more useful for understanding buying requirements than for estimating market-wide hiring growth.
Look for responsibility for evaluating suppliers, integrating data and running recruitment decisions—not simply an analytics job title.
This is a qualitative hiring-signal review, not a vacancy census, salary survey or forecast of club expenditure.
The strongest specifications combine player evaluation with responsibility for information sources, standards and departmental delivery.
Read the deliverables before categorising the role.
The evidence supports women’s-football-specific assessment requirements, not a generic claim that every NWSL club is expanding analytics.
Separate investment in analytical products from investment in selling and supporting them.
Use the published figures as role-specific comparators, not as a market median.
Match the evaluation to the job’s bottleneck.
Nashville’s Senior Manager, Business Strategy & Analytics advert concerns CRM, ticketing, attendance, marketing and commercial reporting.
Use hiring evidence to organise a purchasing decision—not to justify one.
