At first glance, the NFL Draft might seem like just another high-profile sports event—a few days of picks, trades, and bold predictions. But look closer, and it’s actually one of the most strategic, data-driven, and high-pressure recruiting efforts out there.
And while hiring managers aren’t selecting athletes for a professional football team, the process of building a high-performing corporate team has more in common with the NFL Draft than you might think.
Here are five key takeaways hiring managers can apply to their own talent acquisition strategies:
1. Preparation Is Everything
NFL teams spend months preparing for the draft. They scout players, watch film, analyze data, run background checks, and conduct interviews. By draft day, they’ve done their homework.
The same level of preparation should go into hiring. That means:
- Having a clearly defined role
- Aligning with stakeholders
- Benchmarking salaries
- Knowing what success looks like in the role
- Building a solid interview plan
- If you’re “just seeing who applies,” you’re not drafting—you’re guessing.
2. Know Your Top Pick—But Be Ready with Backup Plans
NFL teams always have their dream draft pick, but rarely do things go exactly as planned. That’s why they have a board of top candidates and backup plans in case someone gets picked early.
The lesson? Don’t put all your hope in one perfect candidate.
Have a shortlist of strong contenders. Know what trade-offs you’re willing to make. Flexibility in hiring keeps the process moving and helps you avoid rushed decisions when things don’t go your way.
3. It’s Not Just About Skills—Character Counts
Raw talent might get a player into the NFL, but it’s character, attitude, and work ethic that determine long-term success. Teams dig into how players lead, how they take feedback, and how they fit into the locker room culture.
Hiring managers should do the same.
Look for emotional intelligence, values alignment, adaptability, and cultural add—not just technical skills. Great teams are made of people who lift each other up, not just individual performers.
4. Hire for the Long-Term, Not Just the Now
Sure, NFL teams want someone who can contribute this season. But the best franchises draft with the future in mind—players with growth potential, leadership ability, and the capacity to evolve.
Hiring should be no different.
Don’t just hire to plug a hole. Think about who can grow into their role, who could lead a team down the line, or who has the learning agility to evolve as your business changes.
