PORTLAND THORNS
Founded in 2012, Portland Thorns FC have set the standard for fan support and on-field success in women’s soccer since its inaugural 2013 season. One of the world’s most supported women’s soccer clubs, Portland has led the league in attendance for eight seasons and set a new club playoff attendance record last year with 25,218 fans supporting Thorns FC in the 2023 semifinal match at Providence Park. Thorns FC have won the NWSL Championship a league-record three times (2013, 2017, 2022) and finished as runners-up in 2018. The club has made the postseason a league-high nine times and has won the NWSL Shield in 2016 and 2021.
WHO ARE THE PORTLAND THORNS?
We are the Portland Thorns.
We will be the #1 women’s football franchise in the world.
We fight to protect the integrity of our team and to inspire our city.
We are stewards of innovation…on and off the pitch.
We have a storied history of winning with a championship pedigree.
We believe in inclusiveness and demonstrating an authentic commitment to the community.
We are diverse, multi-cultural and we take action with purpose and intent.
We will relentlessly be a thorn in our opponent’s side and forever be the crown jewels of Portland.
We are the Portland Thorns.
THE ROLE:
The Director of Scouting & Recruitment manages and executes all scouting processes, providing and documenting expert knowledge and feedback on players worldwide and at all levels (professional and college/youth).
KEY RESPONSIBILITIES
- SCOUTING PROCESS
- PLAYER ACQUISITION / MOVEMENT
- SCOUTING SCHEDULE & BUDGET
- SCOUT MANAGEMENT
- NETWORK AND RELATIONSHIPS - MARKET INTELLIGENCE
- TECHNOLOGY & SOFTWARE
- DEVELOPMENT AND MENTORSHIP OF DIRECT REPORTS
SCOUTING PROCESS
Implement a proactive scouting process that allows for identifying, assessing, and monitoring potential players for acquisition according to the positional archetypes contained in our sporting identity. Document the movement of players through the various stages of the scouting process. Strategize and oversee implementing a scouting process with a particular focus on college/youth prospects.
Key Stakeholders*: Technical Director / Director, Player Personnel / Data & Analytics Dept / Scouts
Deliverables: Develop and implement a club-specific player reporting and grading system. Hold review meetings with scouts to ensure alignment and maintain grading consistency across the scouting network. Establish and maintain Shadow Squads (across different transfer windows and player markets - Pro/amateur, domestic/international) that include multiple options across all positions planning at least two (2) transfer windows in advance.
PLAYER ACQUISITION / MOVEMENT
Provide expert and in-depth knowledge of player fit within the club sporting identity.
Key Stakeholders*: Head Coach / Assistant GM / Technical Director / Director, Player Personnel / Data & Analytics Dept
Deliverables: Based on current roster needs and the current/future salary cap position, recommend targets for player acquisition to the technical director/assistant GM/ Director, Player Personnel. Provide market intelligence on player trades/sales based on roster needs at other clubs. Demonstrate knowledge and understanding of league trade values, global transfer fees, and player salaries.
Maintain at least three targets in each position, which includes (but not limited to):
- Video/in-person scouting assessments
- Data analysis
- Video presentation with strengths/outputs and IDP recommendations
- Reference checks from former coaches/executives
- Financial Considerations
SCOUTING SCHEDULE & BUDGET
Manage the annual scouting schedule and budget to ensure in-depth coverage of key markets.
Key Stakeholders*: Technical Director / Data & Analytics Dept / Scouts
Deliverables: Maintain a calendar of scouting activity, assign scouts to games/players as necessary, and prioritize key markets. Make annual recommendations for scouting trips to specific tournaments, events, and games. Attend games/events worldwide as needed, focusing on maximizing the value of the spend.
SCOUT MANAGEMENT
Lead and manage the scouting staff, ensuring alignment of all scouts in player evaluation.
Key Stakeholders*: Scouts
Deliverables: Document key scouting processes (grading systems, required information at different process stages) to guide all scouting staff and promote consistency across departments.
NETWORK AND RELATIONSHIPS - MARKET INTELLIGENCE
Develop and maintain excellent relationships with player agents, being a point of contact for enquiries and interest.
Key Stakeholders*: External
Deliverables: For targeted (shadow squad) players, provide Assistant GM/Technical Director/ Director, Player Personnel with information about attainability and potential financials.
TECHNOLOGY & SOFTWARE
Research scouting technology (software/data/consultancy services) to know about innovations and potential solutions.
Key Stakeholders*: Technical Director/Data & Analytics Dept
Deliverables: Recommend information management solutions to the technical director to assist the scouting process and keep the club at the forefront of innovation.
DEVELOPMENT & MENTORSHIP OF DIRECT REPORTS
All staff in departmental leadership positions are expected to create development and succession plans for those in their reporting line.
WHAT IT TAKES TO BE A THORN:
- USSF ‘B’ License or equivalent
- Minimum of 3 years of experience as a scout or in a related role within a professional club to international organization.
- Deep understanding of women’s soccer, domestically and globally.
- History of talent identification, evaluating and recruiting professional players in women's soccer.
- Proficiency with using scouting and analysis platforms.
- History in administrative/management role.
BENEFITS:
- Competitive salary and performance-based incentives
- Comprehensive benefits package, including health insurance, retirement plans, and wellness programs.
- Opportunities for professional development and career advancement.
- Dynamic, collaborative and fun work environment.
- Opportunity to make a meaningful impact and contribute to the growth of women's soccer.
Ready to Be a Thorn in the Best Possible Way? Apply Now!
If you’re ready to shape the future of the Portland Thorns, send us your application. Let’s make history together! 🌹
Portland Thorns Football Club – Organizational Values: P-R-I-D-E
PROFESSIONALISM - Professionalism means having the courage to do the right thing even when no one is looking. We believe in fostering a professional environment where everyone connected to our organization can trust that they will receive respect and reliability from our leadership, staff, and players.
RESPECT - Respect is demonstrated through how we cognize, acknowledge and value each other. We put people first, we value the different qualities, opinions, and time of everyone. We are humble, inclusive, and act with kindness. We recognize the role we all play in creating and maintaining a safe, challenging, and inclusive environment geared towards team progression and success.
INTEGRITY - Honesty and fairness are the cornerstones of our club. We adhere to the highest ethical standards both on and off the field. By consistently demonstrating respect, trustworthiness, and responsibility, we build a culture of integrity that guides our actions and decisions.
DISCIPLINE - Discipline encompasses the collective commitment to high standards of behavior and effort. It involves players and staff consistently pursuing our vision, demonstrating self-awareness, maintaining a strong work ethic, and fostering team cohesion by knowing our roles and supporting each other in them.
EXCELLENCE - We strive for excellence in everything we do, from training and gameplay to our personal conduct. Our pursuit of excellence drives us to continually improve, innovate, and push our limits. We celebrate our successes and learn from our challenges, always aiming to be the best we can be individually and as a team.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, sexual orientation, age, disability, gender identity, marital or veteran status, or any other protected class.
