As the summer sports season concludes, a new competition among businesses emerges—the race to recruit former athletes. Global companies are increasingly recognising the valuable skills and unique experiences that athletes bring to the corporate world, creating a surge in demand for these high performers.
Many former athletes, having dedicated years to training and competition, face significant challenges when transitioning from sport to business. For years, their lives have been guided by structured schedules, rigorous coaching, and clear goals. The sudden shift to a more flexible, less defined corporate environment can be daunting, but it is precisely this adaptability that makes them valuable employees. Their experiences foster a range of soft skills—resilience, teamwork, discipline—that companies are eager to tap into.
Recognising the potential of these individuals, companies like Deloitte have established dedicated programmes to assist in this transition. Organisations such as Visa, EY, and Allianz are among the growing list of firms actively recruiting current and former athletes. The goal is not only to help these individuals transition but also to bring their unique qualities into the workplace. These programmes offer structured mentorship, skill development, and career guidance, which allows athletes to transfer the discipline they developed in sport to their new roles.
One of the key advantages that athletes bring to the corporate world is their ability to overcome adversity. Whether in sport or business, setbacks are inevitable, and the ability to recover, recalibrate, and push forward is a skill honed over years of intense competition. In a corporate setting, this quality translates into resilience, problem-solving, and the ability to thrive under pressure.
Additionally, athletes excel at working in teams. Years of competing in team environments or working closely with coaches have ingrained in them the importance of collaboration and communication—skills that are essential in today’s corporate landscape. While technical skills can often be taught, qualities such as resilience, teamwork, and discipline are more difficult to instill in employees who haven’t had the same level of structured experience.
Leading companies like Equinix, a global data centre provider, recognise that this untapped talent pool has great potential. Kelly Kayser, Senior Director of Talent Acquisition at Equinix, notes that athletes tend to progress through the company faster than their peers. “They are great networkers, have strong communication skills, and know how to deal with adversity,” says Kayser. The company has successfully placed former athletes not just in sales but in marketing, HR, legal, and technical roles.
Equinix, along with others, encourages companies to rethink traditional hiring practices. Kayser highlights the importance of broadening recruitment strategies, particularly in industries facing skill shortages. She adds, “We have a talent shortage in the data centre space, but not a general shortage of talent. Opening up recruitment to individuals with different backgrounds, such as athletes, can help close those gaps.”
However, the transition from sport to business is not always seamless. Many athletes struggle with imposter syndrome as they navigate a new professional environment. While they may excel at managing pressure in sport, success in the workplace is often defined more subjectively. Companies must provide structured support, such as mentoring, to help athletes bridge this gap.
Allianz, a German financial services firm, recognises these challenges and offers tailored support through its Allianz Athlete Programme. The company employs 37 athletes and provides career coaching and mentoring to ensure they are able to make full use of their skills in the corporate world.
Flexibility is crucial for businesses hiring athletes, especially for those still actively competing. Training schedules, travel commitments, and competition periods may require companies to offer remote work or additional time off. As Kayser notes, “We discuss travel requirements and training schedules upfront and adjust as needed when major competitions approach.” Companies that accommodate these needs, such as Equinix’s sponsorship of the US rowing team, benefit from the loyalty and dedication these employees bring.
Even retired athletes may find themselves drawn back to competition, and businesses need to remain adaptable. As Kayser points out, “An athlete might think they’ve retired, but sometimes they discover they still have more to give.” By offering flexibility, companies can retain highly motivated individuals who continue to balance both their athletic and professional careers.
For companies looking to recruit from this pool of talent, partnerships with agencies such as Athlete Career Transition provide an effective way to connect with athletes. Additionally, the sporting community itself is highly networked, with opportunities often shared among athletes.
It’s worth noting that organisations don’t need to focus solely on Olympians to find success. Athletes at various levels bring a wealth of skills, ambition, and a drive for continuous improvement. Every athlete, regardless of their level of achievement, possesses qualities that can add tremendous value to the corporate environment.
As companies across industries begin to recognise the advantages of recruiting former athletes, the competition for this unique talent pool is heating up. By providing the right support and flexibility, businesses can harness the skills, resilience, and discipline that athletes develop over years of training and competition—skills that can significantly impact business success.
