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.
In other words, you don't know jack shit about how things went down. Who said what. etc...
You just don't like it. Duly noted.
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'll give you credit for not ignorantly laying all the blame to Snyder's tenure.
I get that happiness is a warm gun.
Only if it's fully loaded, with a clip/magazine that holds more than 10 bullets.
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.
Not saying anyone has to be positive/happy about everything. Just that our opinions are based on limited knowledge of what we know. and an endless supply of what we only THINK we know.
And you're a liar. NOBODY could see the footprints on the rice paper after Kwai Chang Caine walked across it.
I hire someone I look at the fol:
- first and foremost: have they succeeded before at the task I want to hire them for
So, would you kill the chicken, or crush the egg?
- are they strongly recommended along multiple dimensions by others they have worked with/for
Do you know that he wasn't? Didn't think so.
- 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
And as long as YOU are satisfied, that's all that matters. Same for Gruden. He'll either reap the praise, or suffer the consequence.
- 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
These were obviously considered.
- do I expect performance immediately (i.e., earn their pay) or is this OJT
One would certainly hope so.
- do they fit my organizational culture
This was considered as well.
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.
Agreed. But we don't know the details that lead to the decision.
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P - sorry, had to) or zenning out, that lowers our passion levels perceptibly. I know I am a lot more interested in going to the Panthers game than a home Skins game this year. I have no desire at all to give any money to Snyder, and I don't think I'm alone.
