By Andrew Minnelli, Associate
Hiring a new Director of Racquet Sports is a pivotal moment for any club. When there's a strong internal candidate in the mix, the process is a sensitive one, especially if the Club is launching a national search alongside internal consideration.
It's a dynamic we encounter frequently: part of the membership is loyal to a long-serving team member -- someone they know, trust and have watched grow. Meanwhile, other members and club leadership feel that casting a wider net could surface a candidate with broader experience -- someone who can both lead at a higher level and serve as a mentor to the internal staff, helping them continue to grow professionally.
If managed properly, the process can validate the internal candidate and clarify their professional growth path, regardless of selection. Handled poorly, it can create resentment, erode trust and risk losing a passionate, hard-working professional who still has tremendous value to offer the department.
So, how do you navigate this thoughtfully and with professionalism?
From the start, explain the scope of the search and why it's being opened externally. Let the internal candidate know they are valued, but also that the club owes it to itself and its members to consider all possibilities. Set clear expectations early to avoid confusion later.
Approach the process with respect, thoroughness and transparency, just as you would with any external candidate. Provide honest feedback on where the internal candidate stands and be upfront about timelines and the interview stages. Poor communication can lead to misunderstandings and strain an important relationship.
Remember, while all candidates go through the same formal process, the internal candidate's "interview" began on day one of their employment. Acknowledge that history but evaluate their readiness through the same objective lens you'd apply to any other candidate.
Often, the internal candidate has deep support from members. That loyalty matters --- but it shouldn't override the long-term strategic needs of the racquets program. Balance consistency with progress. Listening to members while staying aligned with the club's broader vision is essential.
Not every internal candidate will check every single box --- but some gaps can be filled with mentorship by senior leadership. If the individual demonstrates strong leadership qualities, alignment with the club's culture and a clear desire to grow, it might be worth investing in them now. Promotion doesn't have to mean perfection --- it can mean potential paired with a support structure to succeed.
If the internal candidate isn't selected, consider how their current role and responsibilities might shift. Plan for smooth transitions that avoid gaps in coverage or morale dips. Being proactive shows respect for their contributions and helps sustain operational continuity.
All this to say, internal candidates bring heart, history and loyalty. But in high-stakes hires like a Director of Racquet Sports, clubs owe it to themselves and their members to weigh all options thoughtfully.
Sometimes the best choice is already on your team. Other times, a stronger fit emerges from a wider search. In either case, the process should leave the department stronger and more united, not divided.
If you're facing a scenario like this, consider having outside counsel at the table. GSI would be honored to help you navigate this pivotal moment with clarity and care.
GSI Executive Search is committed to finding the best professionals to lead your racquets and court sports programs, whether it's for your next Director search or for consulting your needs, including compensation restructuring, strategic planning, capital and budget management and program analysis.
For more information on how we can assist you in racquets and court sports at your club, please contact Andrew Minnelli, Racquet Sports Associate at andrew@gsiexecutivesearch.com. Together, in partnership, we will take your club to new heights, and we'll have fun doing it.
