Hey Reader,

Most clubs say they “use data in their recruitment process.”

Here’s what they actually mean - and why understanding the difference could change how you approach your next application.

The Three Types of Data Clubs

After years of working with different organisations and hosting Recruitment Room community sessions with industry experts and key decision makers, I've noticed clubs fall into three distinct categories when it comes to data usage. Not better or worse. Just different approaches that reflect their leadership philosophy.

1. Data Driven

These clubs let numbers lead the conversation. Data makes the first call and the final call.

Imagine a club with a simple rule: only players ranking in the top 5% of their rating model across all positions can be targeted for recruitment. Full stop.

The club identifies their own targets through their data. If a player doesn’t meet that top 5% threshold, they simply don’t appear on the recruitment radar.

The human element exists to support what the data already suggests. Scout reports verify. Coaches confirm. But the data decides.

2. Data Informed

Most clubs operate here, though they rarely admit it.

A scout spots a striker in League Two. Solid player, good instincts about his potential. The data team then runs the metrics - pace, finishing, movement patterns. The recruitment department weighs both inputs and makes the call.

Data supports the human judgment. It doesn’t override it.

3. Sporadic Data

The head coach wants a creative right-back. The data team filters for crossing accuracy and key passes across a few leagues. They return a list of names.

But the final decisions? That’s down to the coaching staff, sporting director, and scouts. Data appears when needed, disappears when not.

The Reality Behind the Job Descriptions

Here’s the shift that matters for your career.

When clubs say “we use data as part of our process,” they’re almost always data informed, not data driven. The job posting might sound like they want a quantitative analyst. The reality is they want someone who can translate numbers into stories that support human decisions.

Understanding this distinction changes how you position yourself.

For data driven clubs, demonstrate your ability to build robust models and trust the output. Show them systems that work without human interference.

For data informed organisations - which is most of them - prove you can enhance traditional scouting wisdom. Your value isn’t in replacing scouts. It’s in making them more confident in their decisions.

For clubs that use data sporadically, focus on your ability to answer specific questions quickly and clearly. Less about building comprehensive player databases, more about targeted intelligence when requested.

The Network Factor

Something else worth noting. Some clubs prefer to lead with their agent relationships and scout networks, using data as backup.

This isn’t a flaw in their system. It’s a choice that reflects their resources, league level, and relationship-building philosophy.

A League One club with three full-time scouts and limited budget might rely heavily on trusted agents bringing them options. The data team then validates or questions those suggestions.

A Premier League club with global scouting networks might flip that relationship entirely.

Neither approach is wrong. Both create opportunities for analysts who understand their role within that system.

What This Means for You

Stop trying to be the perfect candidate for every club.

Start asking the right questions during your application process.

When you’re researching a role or speaking with contacts, dig into how decisions actually get made. Do scouts lead and data supports? Does the model filter out players before human eyes see them? Are analysts called in for specific requests or involved throughout?

Understanding a club’s approach helps you tailor your application and interview responses. More importantly, it helps you assess whether their working style matches yours.

If you love building models and trusting algorithmic decisions, you’ll thrive where data leads. If you prefer collaboration between numbers and traditional scouting wisdom, you’ll be happier where human judgment drives the process with analytical support.

If you enjoy tackling specific questions on demand, you might prefer environments where analysis happens on request rather than as continuous workflow.

The clubs that will value your contribution most are the ones whose data philosophy matches your natural approach to analysis.

Your career progression depends less on learning every possible skill and more on understanding which skills matter most to the type of club you want to join.

That clarity makes your applications stronger and your interviews more genuine.

Because when you find a club whose approach matches both your skills and your working preferences, that’s where you’ll make your strongest contribution.

Have a great week and go well.

Liam.

Whenever you’re ready, there are two ways I can help you: ​Free 1-2-1 Breakthrough Call - Frustrated trying to break into football recruitment? Tired of rejection after rejection? No idea how to get your first role in professional scouting or analysis? Get your free Football Career breakthrough Call to create a clear pathway to reach your goals in the football industry. ​Recruitment Room - My online membership community helps aspiring and new football professionals secure jobs working in recruitment. Master the four pillars of scouting, analysis, online portfolio, and employment. Learn from industry experts through our workshops, hot seats, and live sessions.