Staff, scouting & information

Your recruitment and backroom desk

The current career has a backroom staff and an information network. Coaches help the club develop players, scouts discover and assess targets, medical staff support availability, and data subscriptions can widen the recruitment picture. These are continuing club decisions with wages, costs and contracts.

Open Team information > Staff to inspect your club's appointments and vacant posts. Open Player search from the career office to reach the Transfer centre. Its Staff, Scouting and Data tabs handle recruitment, individual reports and subscriptions. The Players, Transfers, Loans and History tabs connect that work to the player market.

You must have responsibility for a club to spend its money and appoint its staff. A player can inspect information available to his career and speak to his coach, but that is different from hiring the club's employees.

The people behind the team

A position title is a starting point. A technical specialist and a goalkeeping specialist should not be judged by the same single number. Use the person's actual skills and contribution to see what the appointment would add.

Club stature influences the normal size of a backroom team, but you can use an Additional position where available and affordable. A second manager is not an additional support role. Newly founded clubs can begin with vacant support positions, so check the overview before assuming that coaching and scouting departments are already in place.

Reading a staff profile

Select a person in the staff overview or search list. The profile shows identity, role, age when known, experience, reputation and the relevant employer or employers. Open Skills for the detailed qualities, Knowledge for geographic knowledge and the contribution view for the person's effect on a club.

Percentages describe the quality, and Suitability considers how the qualities fit the intended role. An unfamiliar external person can have an estimated range instead of precise knowledge. Club contribution and Individual specialities explain where that particular person is likely to help or struggle. If the information is incomplete, the assessment says so.

A strong reputation is not a substitute for checking the skills that matter to the vacancy. An experienced generalist may be a sensible assistant, while a less famous specialist can provide the exact improvement your goalkeepers need.

Finding staff

1. Open the Transfer centre and choose Staff.
2. Select the roles you want to consider. Open Filters for name or club, age, salary, qualifications and other limits.
3. Use Only approachable candidates to concentrate on plausible appointments, or Free agents only to search for unattached people. Include your club's staff lets you compare them with your current employees.
4. For scouts, use Scout region and Scout country to find known coverage of the area that interests you.
5. Open promising profiles and compare the role, skill ranges, geographic knowledge and salary before starting a contract offer.

Qualification filters use information actually available to your club. A minimum requirement can exclude someone whose skills are too uncertain to judge. With Only safely matching values, the whole displayed range must meet the requirement. Turn it off when you want to consider possible matches and investigate them further.

A club without a scout is still able to find approachable staff through basic professional information. Start with a suitable, affordable appointment, then use that person's network to improve the recruitment picture. An empty search can also mean that the combined filters are too narrow.

Offering a staff contract

1. Open the candidate's profile and choose Contract offer.
2. Choose the role and intended position at your club. Review whether you are filling a vacancy, creating an additional post or replacing an existing employee.
3. Set Monthly salary and Contract length. Check Compensation and Available funds as well as the recurring wage.
4. Choose Make offer. The candidate may accept, counter or reject.
5. Review an accepted or revised proposal and choose the appointment action to complete it. Merely seeing an accepted proposal is a reason to check the final terms, not to assume a different salary was agreed.

Recruiting someone already employed can require compensation to the old club. Replacing one of your staff can also require settlement of the departing employee's contract. Those immediate costs are separate from the monthly salary of the new appointment.

Staff and players have separate contracts even where one person has both roles. A player-manager's playing wage is therefore not the whole cost or the whole term of his appointment.

Renewing or ending employment

Open an employee's contract to see the current monthly salary and remaining term. A contract warning in the final year is a reason to plan ahead. You can offer an extension and respond to the employee's request or counteroffer.

Release staff member opens a settlement decision. Paying the full settlement covers the remaining contractual months at the current salary. You may instead Offer 50 % as a mutual agreement. The employee can accept or refuse that proposal. Only an accepted agreement makes the reduced settlement available.

Read the amount and confirm before ending the employment. Releasing a scout also affects reports tied to that appointment and the knowledge his network contributes. Replacing staff should therefore be planned around both cost and current work.

Staff age and develop over the seasons. Experience and skills can improve, older staff may decline or retire, and computer clubs make appointments of their own. A familiar name can become available later even if an approach is not possible today.

What your club knows

Open Scouting > Knowledge overview. The table separates the club's own knowledge, staff knowledge and the resulting overall picture across the world, regions, countries and divisions. These levels explain why your club may see many plausible targets nearby and very few in an unfamiliar football market.

Staff bring networks from their careers and geographic experience. Several complementary scouts can broaden the picture. Their contributions overlap where they know the same area, so two identical networks are not simply worth twice as much. Completed work also develops knowledge.

Discovery and detail are different. You might know that a player exists, his approximate age and position, yet have little evidence about his goalkeeping or potential. Physical, technical, tactical and goalkeeping judgements can have different precision because the observing staff have different strengths.

The search and profile follow what the club knows. An undiscovered player can be absent from a list. A discovered player may have a broad description, then estimated ranges, then a detailed profile as information improves. Sorting and filters cannot reliably distinguish qualities that are not yet known.

Requesting a scout report

1. Find a player and open the profile. Choose Request scout report to carry that player into the scouting desk.
2. Review the target and current knowledge. Choose an available scout and compare suitability, cost and the expected report date.
3. Choose Start assignment. The cost is paid when the assignment is booked.
4. Advance the career. The assignment list shows whether the scout is working, the job is queued, or a report is complete.
5. Read the completion news and reopen the player profile. The updated assessment appears in the dossier.

A scout works on one report at a time and can have up to five active or queued jobs in total. Later jobs wait behind earlier ones. The displayed report date includes that waiting time. Use more than one suitable scout when several decisions must be made in parallel.

Distance, existing area knowledge, skills, specialties and relevant characteristics affect the work. A short urgent report can cost more when the screen offers a deadline-based option. Use the quoted date and cost rather than assuming all reports take the same number of days.

Cancel assignment stops a booked job and allows following work to move forward. The booking cost has already been spent. A report can also fail if the target or the scout is no longer available. A completed report improves knowledge, but one report does not promise complete certainty about every quality.

Individual characteristics

Some staff have an additional Characteristic with a stated effect. A Rapid reporter delivers scouting work sooner. A Long-term rehabilitation planner can help recovery from longer injuries. A Crisis stabilizer can soften negative morale changes during a difficult spell.

These characteristics work with the person's ordinary skills. A quick report from someone with weak judgement is not automatically the best assessment, and a valuable characteristic does not remove the cost of the appointment. The profile tells you which characteristic is present and how strong its contribution is.

Buying player information

The Data tab lists Player data providers available to your club. A registry, regional catalogue, youth network, lower-league specialist or market-information service can help in different ways. Availability depends on the provider's market and the selected football world.

A data licence is an agreement paid from the club's in-game finances. It gives access to the coverage and information described in the package. It is not a new football-world download and does not create players or improve their skills.

1. Select a provider and inspect its packages.
2. Read Coverage, Player group, Information, Freshness and Report type.
3. Where offered, choose specific competitions, nations or a region.
4. Check the benefit preview: new searchable players, first skill profiles, improved market information or potential estimates.
5. Choose Review subscription and review payment now, paid-through date, renewal price and funds after payment.
6. Choose Subscribe only when the package adds useful information within your budget.

Packages can cover identities, skills, potential, market values and contracts in different combinations. A broad catalogue may reveal many players but little detail. A specialist package may improve a smaller group more meaningfully. The benefit preview separates new discoveries from improved information about players you already know.

Licence costs, renewal and cancellation

Payment can be monthly or seasonal. Compare the first payment with the normal renewal price, especially for a special offer. Automatic renewal tells you whether the licence will continue. Do not budget only for the introductory amount.

Open View licence to check the active term and next payment. End subscription stops it at the end of the paid period. Fees already paid are not refunded and access continues until the displayed end date. If you change your mind while the licence is still active, Keep subscription can retain normal renewal.

When access ends, the discoveries and estimates supplied only by that provider are no longer available. Reports and knowledge obtained independently remain useful. Failure to fund a renewal can also end access, so keep enough money for planned recurring expenditure.

No package reveals every player's exact skills and complete future. Check what a package actually includes: skill ranges, a potential estimate, market details and freshness are separate benefits. Two packages that sound similar may add very different amounts to your existing knowledge.

Getting to know your own new players

A newly signed or loaned player is immediately a member of the relevant squad and his identity and agreed contract are known. His footballing profile can still contain estimates while your staff get to know him through training and appearances.

This is not a delay to his registration or selection. You can use the player and administer his contract according to your role. The gradual change is in the precision of the club's assessment. Established own players are already familiar, so their profiles can be more complete than those of a recent arrival.

National-team selection has its own information context. A national coach chooses eligible players for the national squad, while club recruitment, paid staff appointments and commercial scouting remain club responsibilities. See National teams.

A practical recruitment routine

Start with the football problem: for example, a left-sided defender, a successor to an ageing goalkeeper or a young forward who can develop behind the first team. Search the known market, compare realistic and affordable candidates, then spend for detail where the decision needs it.

Hire area knowledge when it will support repeated recruitment. Use a data package when it adds worthwhile breadth, and a scout report when an individual decision needs better evidence. Before making the transfer, compare the fee, salary, expected role and how much of the player's profile is still uncertain.

Review the budget after every appointment or subscription. Staff wages, player wages, report fees, compensation and data renewals all come from the same club economy. Transfers, loans & contracts explains the next step after a target has been found.