News Crows hires: Rahilly (forwards coach), Godden (SANFL coach), Chris Sheedy (analyst)

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StonesThrow

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Oh I know plenty of people like that too, but that is because they don't bother putting much effort into linkedin because they don't have to. He seems to have put in a lot of effort; It's a well polished profile but it just doesn't hide the red flags for me.
It just looks like he's gone on after uni and gained experience in various roles not really linked to his degree.

Like I said, I have some friends who got jobs out of uni not really relevant to their degree and now have vast knowledge in analytical software.

I know we hired Burton, but at least he had the benefit of being one of the boys. I really don't buy that the club hired a random who dabbled in R and excel and has still been able to keep his job to this day.
 

Mutineer

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LOL some people just look to find fault with everything....

I'll make my assessment on the bloke in time after I see his on field results with our list.

Get back to me at next season's end when he'll either have passed or failed the eye test and most importantly the scoreboard test.

Just remember who he's replacing....
 

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Sleight of Hand

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Full crows coaching panel

Matthew Nicks - head coach
James Rahilly - forwards coach
Nathan Van Berlo - midfield coach
Scott Burns - defense coach, senior assistant
Matthew Clarke - rucks coach, AFLW coach

Heath Younie - head of development
Mick Godden - SANFL coach
Brent Reilly - development coach
Matthew Wright - development coach
 

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Norm Smith Medallist
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I'd say he has put quite a lot of effort in
For $50 there are people out there who will tidy up a Linkedin page, for More they will develop a decent social media Profile.
And you should know that.
Also, Linkedin is not the only tool HR companies will use to headhunt, in fact, I would say it's low on the totem pole. The World in regards to talent identification or headhunting (using an old school terminology) has come a long way in the last 10 years,
 

Vhaluus

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For $50 there are people out there who will tidy up a Linkedin page, for More they will develop a decent social media Profile.
And you should know that.
Also, Linkedin is not the only tool HR companies will use to headhunt, in fact, I would say it's low on the totem pole. The World in regards to talent identification or headhunting (using an old school terminology) has come a long way in the last 10 years,
Yes I am aware of all of this (Well to a degree, your ideas on headhunting are a bit simplistic but it's not a relevant tangent to discuss).

None of which is in any way relevant to my point that he seems vastly underqualified.
 

Carmo

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Yes I am aware of all of this (Well to a degree, your ideas on headhunting are a bit simplistic but it's not a relevant tangent to discuss).

None of which is in any way relevant to my point that he seems vastly underqualified.
Well can you list some examples of people, on LinkedIn or elsewhere, that you think would be who we shoulda got?
 

Grenville

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Prior to joining us he had 3 different jobs with 3 different companies in 3 years, none of which represented what I'd view as a clear promotion. When you're moving sidways that frequently something doesn't add up.
Good chance that they're engagements he had with his consulting company at a guess, so not sure the timeline is an issue in and of itself. Agreed it doesn't read like the top shelf data analyst he's talked up as though.
 

Vhaluus

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Well can you list some examples of people, on LinkedIn or elsewhere, that you think would be who we shoulda got?
No, but I can give you some criteria as a bare minimum

1)A proper statistical qualification. e.g. bachelors of statistics, masters of data science
2)a solid work history related to data analytics
3)no red flags of moving between multiple companies, staying there for on average a year or less, unless it is clearly a career progression.

Needless to say there are a LOT of people that fill this criteria.
 
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Carmo

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No, but I can give you some criteria as a bare minimum

1)A proper statistical qualification. e.g. bachelors of statistics, masters of data science
2)a solid work history related to data analytics
3)no red flags of moving between multiple companies, staying there for on average a year or less, unless it is clearly a career progression.

Needless to say there are a LOT of people that fill this criteria.
I went on to linkedin just now and looked up people in similar roles to Binuk, from what i can see most of them have about the same or less educational attainment than he has.
 

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MRB37

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No, but I can give you some criteria as a bare minimum

1)A proper statistical qualification. e.g. bachelors of statistics, masters of data science
2)a solid work history related to data analytics
3)no red flags of moving between multiple companies, staying there for on average a year or less, unless it is clearly a career progression.

Needless to say there are a LOT of people that fill this criteria.
The first job he had of his last 3 was with the Washington Wizards in the US in the corporate side of things. After a year he moved back to Australia because he wanted to work in football. Got a job at a betting agency, a year later took a job with a rival startup, all the while he was consulting with Freo's list manager and working with Nick Maxwell on his own stuff. There's no real red flags there except for a guy moving jobs until he could get one in the field he wanted.
 

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Norm Smith Medallist
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Well can you list some examples of people, on LinkedIn or elsewhere, that you think would be who we shoulda got?
Na Most Top HR companies use various Programs that look everywhere for potential fill,
Side note Ensure your Facebook and Twitter etc is Clean and your friend list is safe re- future work, more so if your planning to get into a company that involved in military contracts, they do get looked at.
The bigger and so call best HR companies also track potentials years in advance depending on the level of employment, and have a list of Names ready for Potential customers.
My problem with Linkedin is the basic Linkedin account most on here has access to, these days it used more to inform people not to recruit people unless of course you at the next level. which costs,
Personally, I use it as a way to stay in touch, cleaner than Facebook and Twitter and more controlled,
 

Red mist

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MRB37

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Am I right in saying that despite the soft cap cuts we have only lost one development role which was basically Thomo's?
Given we now have Godden as a SANFL coach we're breaking even on the development front.

We had Paul Thomas, Brent Reilly and Matthew Wright as development coaches with Younie as SANFL coach/Development Manager. We've now got Godden, Reilly, Wright and Younie.
 

James_37

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Given we now have Godden as a SANFL coach we're breaking even on the development front.

We had Paul Thomas, Brent Reilly and Matthew Wright as development coaches with Younie as SANFL coach/Development Manager. We've now got Godden, Reilly, Wright and Younie.
A stronger assistants panel will help as well.
 

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