So break it down. What exactly was the process. Give exact details, since you must know them. Describe the interviews. Tell me what you liked/disliked about what each candidate said, requested, or demanded. We're dying to know.
And please, refrain from assumption.
Yawn.
no.
1. you provide one detail in the man's resume that describes successful results leading an NFL defense.
2. you describe one detail in the man's resume that describes defensive innovations that are creative and successful.
3. you describe whether his path into the NFL was based on production or relation.
4. you describe whether FO connections w/Tampa influenced the decision - fitting a known pattern.
5. you describe why he wasn't hired immediately after his first interview if he is the best of breed.
6. you describe why the team ultimately focused on a candidate NO OTHER TEAM was remotely interested in.
7. you describe why his own fanbase could care less that he was departing.
8. you describe why the FO is by all appearances intentionally playing this hire down.
9. you describe why anyone should trust a decision-process that brought us and kept Hazlett.
If your point is we don't have insider information: not a scintillating addition to the conversation. what we do have is 23+ years of bad decisions. that is fact...not assumption. not conjecture.
I get that happiness is a warm gun. bang. bang. chew. chew. we don't have to be happy/positive about everything - especially after the last two years.
I don't have to see someone actually traversing a path to know that path has been walked - I can see the impressions in the ground and the broken foliage.
I hire someone I look at the fol:
- first and foremost: have they succeeded before at the task I want to hire them for
- are they strongly recommended along multiple dimensions by others they have worked with/for
- do they project into more senior positions or challenging roles downstream
- do I know specific skills and talents they bring to the fold that my organization can benefit from
- do I need to hire them now before they go some place else (i.e., a competitor)
- how do they stack up against other candidates I am looking at for the same position
- do I expect performance immediately (i.e., earn their pay) or is this OJT
- do they fit my organizational culture
Do I hope he succeeds? sure. do I think, given the alternatives, that this was not the best option? you betcha. does this then open the door to think about the decision process...and specifically the competency of Jay Gruden. uh huh.
barry-cide. it's a tragedy.