Should We Drop the College Degree Requirement for Entry-Level Sports Sales?
These past few years, as I’ve been trying to build out strong sales teams, I’ve been wrestling with this one question: Could it be time for us to reconsider the (written, yet unwritten) college degree requirement for entry-level sales positions in sports? I’ve probably had 10 conversations with my peers about this topic, and ALMOST everyone says no. But why not?
Across minor league and independent sports, front offices are leaner, hiring budgets are tighter, and the best young talent isn’t always coming through traditional four-year programs. So when it comes to entry-level sales roles — like Inside Sales or Account Executive positions — does a college degree really determine success?
I don’t think so.
At least, not by itself.
Over the years, I’ve seen incredible salespeople come from all kinds of paths — some from college athletics programs, others from retail, hospitality, or even blue-collar jobs where they learned work ethic and communication the hard way.
When I break it down, here’s what stands out:
The Pros of Lifting the Requirement
1. You widen your talent pool.
Removing the degree filter brings in more local candidates and passionate sellers who might otherwise be overlooked. In minor league sports, speed to hire and community connection often matter more than pedigree.
2. You focus on attitude over academics.
The skills that drive ticket sales — persistence, likability, and energy — don’t require a diploma. They require grit, curiosity, and coachability.
3. You improve diversity and representation.
When you eliminate artificial barriers, you create a team that better reflects your fan base and community. That’s not just a social win — it’s a business advantage.
The Cons (and What to Plan For)
1. Extra coaching may be required.
Candidates without the college experience might need more structured training around CRM systems, presentation skills, or business communication. But if you already have a strong onboarding program, that’s manageable.
2. There’s a perception hurdle.
Some executives or sponsors may equate “no degree required” with “lower standards.” The key is to communicate that this shift is about skills-first hiring, not relaxing expectations.
3. You’ll need clear growth paths.
Without a degree, candidates may question long-term career mobility. Combat that by defining internal advancement opportunities early — so they can see a future beyond their first season.
Final Thought
In baseball terms — talent doesn’t always come through the draft.
Sometimes your next top performer walks through the gate on a game night, not across a graduation stage. Now that I think about it, I cannot for certain say that I’ve ever actually verified someone’s diploma, let alone check transcripts.
Now, are we there yet? Probably not. Making a decision like this one is like turning an aircraft carrier, it’s going to take a while. As the traditional college experience becomes less and less affordable, it may be time for an industry to look in a mirror and reconsider what’s most important to us.
If we’re serious about building stronger teams and more inclusive organizations, we need to start hiring for hustle, not headlines.
At GameDay Advising, we help teams rethink staffing models, sales structures, and training systems to develop talent faster and smarter. Click here to schedule a 30 minute conversation about how we can help you think differently.
