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The National Women’s Soccer League (NWSL) is one of the fastest-growing professional sports leagues in the U.S., powered by 16 clubs and a deep roster of the world’s best players, and built on record-shattering fan, media and commercial growth. Now in its 14th season, the league’s momentum continues to accelerate, with viewership and attendance numbers growing rapidly, social media fandom on the rise, team valuations massively increasing and new top sponsors investing in the NWSL brand. This unprecedented growth in audience, media reach, and franchise value reflects the NWSL’s expanding fan base and increasing dominance in the sports-media landscape and popular culture.

The future of the NWSL is now — and we’re looking for world-class talent like you to help us continue the momentum.

The Role

This role will oversee the “Pathway to Pro” for prospective playing and coaching talent into the NWSL, helping to define and execute a cohesive strategy to develop, attract, retain, and create access for future NWSL players and sporting staff — future-proofing the talent pipeline. The Senior Director of Pathways and Development will serve as the league’s leading voice on talent development infrastructure, working across clubs, federations, and external stakeholders to position the NWSL as the elite destination for women’s soccer in North America and globally.

What You Will Own & Drive

1. Player Pathway
2. • Contribute and develop strategies that create and identify opportunities where the NWSL can influence the youth player development ecosystem to sharpen the quality and pro-readiness of incoming talent. Responsibilities include:
   • • Developing and overseeing initiatives and tentpole events that position the NWSL as the premier destination for women’s soccer, Eg, NWSL Combines, exposure events, and similar programming
     • Supporting and enabling NWSL Clubs youth and reserve programming, including utilization and monitoring of league incentives
     • Collaborating with U.S. Soccer and other domestic and international stakeholders to enhance the domestic and international talent pathway
     • Building relationships with collegiate programs and club organizations to promote alignment and collective interests and opportunities
     • Monitoring international player development trends and competitor leagues to keep the NWSL pipeline strategy current, competitive, and innovative
     • Establishing and maintaining a minimum level of centralized data and scouting infrastructure to track talent and to contribute to key trends and insights
3. Coaching Staff Pathway
4. • Develop a comprehensive strategy to attract, develop, and retain qualified coaching staff, and other complementary roles. Responsibilities include:
   • • Identifying and mitigating barriers to entry for future coaching talent across the domestic and international landscape
     • Building and providing access to education and licensing for coaching staff and their continued progression
     • Management of continuing professional development (CPD) within the league
     • Working with USSF and international federations to address structural barriers for female coaches, developing and co-piloting any relevant programming
     • Contribute to building targeted programs to develop diverse coaching and technical talent, with a particular focus on women in sporting leadership roles
     • Creating mentorship, networking, or similar programs that give emerging staff direct exposure to professional environments
5. Strategy, stakeholder management & reporting
6. • Own and maintain a multi-year pathways and development strategy, contributing to the overall Sporting and NWSL strategy and mission. Responsibilities include:
   • • Serve as the NWSL’s primary external representative on talent development — attending key events, federation working groups, and industry forums
     • Manage NWSL’s relationship with U.S. Soccer regarding coaching licensure renewal requirements and Continuing Professional Development (CPD) recognition.
     • Report regularly to league leadership and clubs on pipeline health, program outcomes, and emerging needs
     • Manage relationships with external vendors, educational partners, and third-party program providers
     • Manage budget and resources allocated to pathway programming across both player and staff tracks

What You Will BringCore Qualifications

• 8+ years of comprehensive leadership within the U.S. women’s soccer ecosystem across youth, collegiate, and professional levels.
• Background and experience in coaching and/or coach education and development
• Background and experience in player development, specifically in the women’s game
• Existing network relationships across U.S. Soccer, clubs, academic institutions, and other key stakeholders
• Experience working in soccer governance is favorable, with evidence of program building and monitoring
• Strong strategic thinker with the ability to operate across complex, multi-stakeholder environments
• Excellent communicator; able to represent the NWSL externally and influence with authority
• Passion for advancing equity and access in women’s sport

Our Investment in You

In addition to working in an incredible, inclusive, and committed-to-diversity culture, we offer:

• Competitive Compensation: $165,000 – $195,000 (Salary is contingent upon candidate qualifications and functional business needs).
• Time & Flexibility: Unlimited Paid Time Off (PTO), sick days, and an end-of-year office closure.
• Hybrid Work Model: Three days in-office and two remote days per week.
• Robust Health Coverage: Medical, Dental, Vision, and Mental Health benefits for employees and dependents.
• Financial Future: 401k with employer match and safe harbor contributions.
• Comprehensive Benefits & Perks: Commuter Benefits, Short/Long-Term Disability, Life Insurance, Gym On-Site, Voluntary Pet Insurance, and more!

Commitment to Diversity and Inclusion

The NWSL is proud to be an Equal Opportunity Employer.

We celebrate diversity and are deeply committed to creating an inclusive and equitable environment for all employees. All employment decisions—including recruitment, hiring, placement, promotion, compensation, and termination—are made without regard to race, color, creed, religion, sex, pregnancy or childbirth, personal appearance, family responsibilities, sexual orientation or preference, gender identity, political affiliation, source of income, place of residence, national or ethnic origin, ancestry, age, marital status, military veteran status, unfavorable discharge from military service, physical or mental disability, or any other basis protected by applicable law.