To lead and manage the identification, tracking, and recruitment of high-potential players across the women’s and girls’ pathway, aligning with the club’s playing philosophy and long-term development model. The Head of Player Recruitment will design and implement a clear and effective talent ID and scouting strategy, ensuring that recruitment decisions are evidence-based, inclusive, and aligned with the club’s performance and development objectives.
This role plays a critical part in building competitive squads at all levels—from academy through to the first team—by proactively sourcing talent, developing strong networks across the game, and collaborating with coaches and multidisciplinary staff to ensure a seamless integration of new players into the club environment.
MAIN RESPONSIBILITIES
Talent Identification
* Scout and evaluate players for first team, development squads, and youth pathway.
* Attend local league, college, grassroots, and academy matches.
* Use match footage (e.g., Veo, Hudl) to review and assess potential signings.
Player Tracking & Data Management
* Maintain a live player tracking system (Excel, Google Sheets, or club software).
* Record scouting reports, performance ratings, and development notes.
* Monitor and update shortlists based on performance, availability, and fit.
Fixture & Scouting Planning
* Build and manage scouting schedules for self and any part-time scouts.
* Prioritise key fixtures based on squad needs and target availability.
* Coordinate regional scouting coverage across leagues and age groups.
* Work closely with Head Coach and coaching staff to define squad needs and profiles.
* Liaise with grassroots coaches, colleges, and agents to access talent.
* Attend weekly or bi-weekly football department meetings.
Recruitment & Trials
* Organise and manage player trials and open talent ID sessions.
* Lead player assessments during trial periods and compile evaluation reports.
* Provide objective feedback and selection recommendations to technical staff.
Compliance & Safeguarding
* Ensure recruitment processes meet safeguarding and equality standards.
* Uphold data protection and GDPR practices when handling player information.
* Respect age eligibility and clearance procedures in line with league rules.
Represent the Club Professionally
* Promote the club’s values and reputation in the wider football community.
* Build respectful, long-term relationships with clubs, coaches, and players.
* Support diversity and inclusion in recruitment processes.
SAFEGUARDING RESPONSIBILITIES
* We are committed to ensuring everyone who engages with the Club has a positive, safe, and supportive experience.Staff are required to comply with all aspects of the Club Safeguarding Policies and arrangements and to take personal responsibility and care to enable strong safeguarding practices to be embedded in the Academy and across the Club too.
* This post is subject to an Enhanced DBS Check (with Children’s Barred List).
HEALTH & SAFETY RESPONSIBILITIES
* Take responsibility and care for the health and safety of yourself and other employees and members of the public who may be affected by your acts or omissions at work.
* To comply with all aspects of the Club’s Health & Safety Policy and arrangements, to enable the company to perform its civil and statutory obligations in relation to Health & Safety.
EQUALITY, DIVERSITY AND INCLUSION RESPONSIBILITIES
* Hold a commitment to equality, diversity and inclusion in the workplace.
About The Candidate
EXPERIENCE/QUALIFICATIONS REQUIRED
* Proven track record in player recruitment, talent identification, or scouting within an elite football environment, ideally within the women’s or girls’ game.
* Experience in a recruitment or scouting role, preferably across multiple age groups or levels.
* Strong knowledge of national and regional talent pools, including the FAW Women’s Player Pathway and grassroots/academy networks.
* Experience using scouting software, data platforms, and performance analysis tools to support evidence-based recruitment decisions.
* Background in building and leading a scouting/recruitment team or network, including managing part-time or volunteer scouts.
* Understanding of safeguarding, EDI (Equality, Diversity & Inclusion), and the unique needs of female players across developmental stages.
* Familiarity with recruitment regulations, trial processes, and player registration systems.
* FAW or FA Talent ID Accreditation or equivalent (essential).
* UEFA C Licence (desirable, depending on integration with technical staff).
PERSONAL SPECIFICATION - SKILLS/ABILITIES REQUIRED
* Talent Identification Expertise:
Deep understanding of talent identification principles across various age groups, with a proven ability to recognise potential as well as performance.
* Strategic Thinker:
Ability to design and implement a long-term recruitment strategy aligned with the club’s footballing philosophy and performance objectives.
* Leadership & Management:
Strong leadership skills with experience managing and motivating a team of scouts and/or analysts, setting clear standards and expectations.
* Communication & Collaboration:
Excellent interpersonal skills, with the ability to build trust and relationships across coaches, support staff, parents, and external stakeholders.
* Analytical Mindset:
Confident interpreting data, video, and live performance to support recruitment decisions; able to use digital scouting platforms effectively.
* Attention to Detail:
Organised and methodical in tracking players, managing databases, and documenting scouting reports in a consistent and timely manner.
* Discretion & Professionalism:
Maintains confidentiality, professionalism, and integrity at all times, especially when dealing with sensitive recruitment matters.
* Commitment to EDI & Safeguarding:
Strong awareness of the safeguarding responsibilities within youth and women’s football, and a commitment to inclusive, bias-free recruitment.
* Knowledge of local and national women’s football structures, including grassroots, academy, college, and university talent streams is desirable.
* Ability to work within regulatory frameworks for cross-border recruitment is desirable.
* Flexibility to travel regularly and work evenings/weekends to attend matches and events is desirable.
* UEFA coaching qualification (e.g. UEFA C/B) to enable closer alignment with coaching staff and playing philosophies is desirable.
EXPERIENCE/QUALIFICATIONS REQUIRED
* Proven track record in player recruitment, talent identification, or scouting within an elite football environment, ideally within the women’s or girls’ game.
* Experience in a recruitment or scouting role, preferably across multiple age groups or levels.
* Strong knowledge of national and regional talent pools, including the FAW Women’s Player Pathway and grassroots/academy networks.
* Experience using scouting software, data platforms, and performance analysis tools to support evidence-based recruitment decisions.
* Background in building and leading a scouting/recruitment team or network, including managing part-time or volunteer scouts.
* Understanding of safeguarding, EDI (Equality, Diversity & Inclusion), and the unique needs of female players across developmental stages.
* Familiarity with recruitment regulations, trial processes, and player registration systems.
* FAW or FA Talent ID Accreditation or equivalent (essential).
* UEFA C Licence (desirable, depending on integration with technical staff).
PERSONAL SPECIFICATION - SKILLS/ABILITIES REQUIRED
* Talent Identification Expertise:
Deep understanding of talent identification principles across various age groups, with a proven ability to recognise potential as well as performance.
* Strategic Thinker:
Ability to design and implement a long-term recruitment strategy aligned with the club’s footballing philosophy and performance objectives.
* Leadership & Management:
Strong leadership skills with experience managing and motivating a team of scouts and/or analysts, setting clear standards and expectations.
* Communication & Collaboration:
Excellent interpersonal skills, with the ability to build trust and relationships across coaches, support staff, parents, and external stakeholders.
* Analytical Mindset:
Confident interpreting data, video, and live performance to support recruitment decisions; able to use digital scouting platforms effectively.
* Attention to Detail:
Organised and methodical in tracking players, managing databases, and documenting scouting reports in a consistent and timely manner.
* Discretion & Professionalism:
Maintains confidentiality, professionalism, and integrity at all times, especially when dealing with sensitive recruitment matters.
* Commitment to EDI & Safeguarding:
Strong awareness of the safeguarding responsibilities within youth and women’s football, and a commitment to inclusive, bias-free recruitment.
* Knowledge of local and national women’s football structures, including grassroots, academy, college, and university talent streams is desirable.
* Ability to work within regulatory frameworks for cross-border recruitment is desirable.
* Flexibility to travel regularly and work evenings/weekends to attend matches and events is desirable.
* UEFA coaching qualification (e.g. UEFA C/B) to enable closer alignment with coaching staff and playing philosophies is desirable.
* Welsh language proficiency(Byddai hyfedredd yn y Gymraeg yn fantais amlwg).
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About The Club
CLUB VALUES
Code of Conduct
Wrexham Football Clubexpects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected toalways act wholeheartedly in the interests of the Club.Any conduct detrimental to its interests or its relations with its customers, suppliers, thepublicor damaging to its public image shallbea breach of Club rules and policies. Discriminatory,offensive,and violent behaviour areunacceptable,and any complaints or concerns will be dealt with and acted upon.
Equality, Diversity & Inclusion
Wrexham Football Club arecommitted to ensuring that equality,inclusion,and diversity of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee,volunteer,or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.
The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.
Safeguarding and Safer Recruitment
Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.
Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.
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