All Blacks 2026
-
All Blacks Head Coach Selection Framework
Executive Search Consultant Recommendations
Prepared by: Executive Search Specialist with deep rugby expertise
Date: January 2026
Engagement: New Zealand Rugby Head Coach Recruitment
Executive Summary
Scott Robertson’s departure after two years, despite a 74% win rate, signals a critical inflection point for New Zealand Rugby. The board’s end-of-season review revealed the team wasn’t tracking towards 2027 World Cup success, with significant concerns around team culture, player engagement, and coaching cohesion.
This framework prioritises team culture and leadership group curation whilst ensuring a rigorous, bias-free selection process. The 2027 World Cup in Australia represents the non-negotiable success metric.
The Critical Issue: Culture & Leadership
What the Robertson Review Revealed
The consultation with approximately 20 players highlighted systemic issues beyond win-loss ratios:
- Fractured player-coach relationships — players expressed concerns about strategy, communication, and selection processes
- Coaching team instability — Leon MacDonald and Jason Holland resigned, citing philosophical differences
- Disconnected leadership — reports of “losing the dressing room” despite technical competence
- Tactical misalignment — heavy defeats (43-10 to South Africa, 33-19 to England) exposed strategic vulnerabilities
Key Insight: Technical excellence without cultural alignment delivers mediocrity at the elite level. The All Blacks require a curator of high-performing teams, not just a tactician.
Selection Principles: Eliminating Bias
As executive search professionals, we must design a process that removes subjective bias—both conscious and unconscious—whilst identifying genuine leadership capability.
Structured Assessment Framework
1. Competency-Based Evaluation
- Define observable, measurable competencies before reviewing candidates
- Use standardised scoring matrices across all assessors
- Require evidence-based examples for every competency claim
- Prohibit “gut feel” or “cultural fit” justifications without objective support
2. Diverse Selection Panel
- Include perspectives beyond traditional rugby networks
- Independent chair to challenge groupthink
- Separate technical assessment from interpersonal evaluation
- Cultural diversity where appropriate to challenge assumptions
3. Structured Behavioural Interviewing
- Identical core questions for all candidates
- STAR methodology (Situation, Task, Action, Result) required for all responses
- Independent scoring before group discussion
- Multiple interview panels to cross-validate assessments
5. Psychometric & Leadership Assessments
- Validated instruments measuring emotional intelligence, resilience, and leadership style
- 360-degree reference checks with structured questions
- Situational judgment tests specific to high-pressure coaching scenarios
- Assessment centres with role-play exercises
6. Player & Stakeholder Consultation
- Anonymous feedback mechanisms to prevent intimidation
- Structured questions preventing leading responses
- Senior player panel with defined evaluation criteria
- Weight input appropriately without enabling player power dynamics
Core Selection Criteria
1. Team Culture Architect (30% Weighting)
Definition: Ability to build psychologically safe, high-accountability environments where diverse personalities thrive under pressure.
Observable Evidence Required:
- Documented player retention rates and satisfaction scores from previous roles
- Specific examples of transforming underperforming team cultures
- Evidence of managing conflict constructively within playing groups
- Demonstrated ability to unite diverse personalities towards common goals
- Track record of developing future leaders within squads
Assessment Methods:
- Reference checks with minimum 10 former players (anonymised feedback)
- Case study presentation: “Describe how you identified and resolved a cultural issue in a high-performing team”
- Psychometric assessment: Emotional intelligence, empathy, conflict resolution
- Behavioural interview: Specific examples of managing difficult team dynamics
Red Flags:
- Pattern of player departures or public disputes
- Inability to provide specific cultural transformation examples
- Defensive responses to cultural feedback
- Over-reliance on authoritarian leadership styles
2. Curator of Coaching Excellence (25% Weighting)
Definition: Capacity to identify, recruit, develop, and retain elite coaching talent whilst fostering collaborative excellence and maintaining stability through pressure.
Observable Evidence Required:
- Stability of coaching teams across tenure (retention rates >80%)
- Track record of recruiting specialist coaches who complement head coach’s philosophy
- Examples of successfully integrating coaches with differing but compatible philosophies
- Evidence of assistant coaches progressing to senior roles after working under candidate
- Demonstrated ability to resolve coaching conflicts constructively without resignations
- Proven relationships with elite assistant coaches (existing networks ready to activate)
Assessment Methods:
- Case study: “Describe how you built your ideal coaching team and navigated philosophical disagreements”
- Reference checks with former assistant coaches (structured questions on collaboration and empowerment)
- Specific coaching team proposal: Names, roles, and rationale for proposed All Blacks structure
- Assessment: Leadership style inventory and collaboration indicators
- Evaluation of candidate’s existing coaching network and recruitment capability
Elite Assistant Coach Partnerships—The Critical Success Factor:
The Robertson era demonstrated that tactical brilliance alone is insufficient. Leon MacDonald’s departure mid-tenure over attacking philosophy differences revealed fundamental failures in coaching alignment and communication. The new head coach must either:
- Bring established partnerships (e.g., Jamie Joseph + Tony Brown model):
- Proven collaboration at Highlanders (Super Rugby champions 2015)
- Successful international partnership with Japan (2019 RWC quarter-finals, victories over Ireland and Scotland)
- Complementary skill sets: Joseph (culture, defence, forward play) + Brown (attack, skills, backs)
- Pre-existing trust eliminates integration risk
- Shared philosophy reduces conflict likelihood
- Demonstrate clear recruitment strategy with specific targets:
- Named assistant coaches candidate would approach (attack, defence, forwards, skills)
- Evidence of existing relationships or professional respect
- Complementary expertise that addresses All Blacks’ current weaknesses
- Cultural fit assessment of proposed coaching team
- Succession planning within coaching group
Red Flags:
- History of assistant coach turnover or public disputes (Robertson lost MacDonald and Holland)
- Inability to articulate clear role delineation within coaching structures
- Vague or generic responses about coaching team composition (“I’ll find the best people”)
- Autocratic decision-making without consultation or collaboration
- Lack of succession planning for coaching team development
- No existing relationships with elite-level assistant coaches
- Previous pattern of “my way or the highway” leadership
Why This Matters:
A head coach with proven assistant partnerships (Joseph-Brown, Gatland-Edwards-Howley, Schmidt-Lancaster) brings:
- Immediate operational effectiveness (no integration period)
- Established communication protocols under pressure
- Shared tactical language and philosophy
- Mutual trust built through previous success
- Reduced risk of philosophical conflicts
- Faster implementation of game plans
The successful candidate must either bring their coaching team or demonstrate compelling recruitment capability with specific names and existing relationships. Generic promises are insufficient given the Robertson experience.
3. Strategic & Tactical Mastery (20% Weighting)
Definition: Proven ability to outthink and outmanoeuvre the world’s best coaches in high-stakes environments.
Observable Evidence Required:
- Win rate against top-4 ranked nations (minimum 75%)
- Tournament success, particularly knockout stages
- Demonstrated tactical flexibility across different opposition styles
- Innovation in attack and defence systems
- Success in World Cup or equivalent tournaments
Assessment Methods:
- Video analysis presentation: Breakdown of recent All Blacks performance with proposed improvements
- Tactical problem-solving exercise: Live scenario response to in-game situations
- Technical interview panel: Former elite coaches assessing strategic depth
- Track record analysis: Performance against tier-one nations
Context from Robertson Era:
- 74% overall win rate masked critical failures against elite opposition
- 43-10 loss to South Africa (worst ever defeat) exposed defensive frailties
- First loss to Argentina in Argentina revealed tactical inflexibility
- Heavy defeat to England (33-19) demonstrated vulnerability under pressure
- Rugby Championship finishes: 2024 (3rd), suggesting declining competitiveness
Red Flags:
- Limited success against top-tier opposition
- Tactical inflexibility or inability to adapt mid-game
- Over-reliance on single game plan
- Poor tournament record
4. Authentic Leadership Under Pressure (15% Weighting)
Definition: Resilience, transparency, and decisive decision-making when facing intense scrutiny, setbacks, and public expectations.
Observable Evidence Required:
- Examples of recovering from significant defeats or crises
- Track record of transparent communication with stakeholders
- Ability to make unpopular but necessary decisions
- Demonstrated learning from failures
- Composure under media and public pressure
Assessment Methods:
- Behavioural interview: “Describe your most challenging coaching moment and how you led through it”
- Written response: Handling post-defeat media and stakeholder communication
- Psychometric: Resilience and stress management assessment
- Reference checks: How candidate responds to adversity
Red Flags:
- Defensiveness or blame-shifting when discussing failures
- Pattern of poor media relations or public conflicts
- Inability to acknowledge mistakes or learning points
- Volatility under pressure
5. International Excellence & Experience (10% Weighting)
Definition: Proven track record at international level or equivalent elite competition.
Required Evidence:
- International head coach or senior assistant experience (preferred)
- Success at Super Rugby, European, or equivalent professional level (minimum)
- Experience with World Cup cycles and tournament preparation
- Understanding of both hemispheres’ rugby philosophies
Pragmatic Approach:
Whilst international experience is highly valuable, don’t exclude exceptional candidates from elite Super Rugby or northern hemisphere club backgrounds if they demonstrate superior culture-building and leadership capabilities. Sustained success at the highest domestic level can translate to international excellence when coupled with the right assistant coaching network.Assessment Methods:
- CV analysis against objective performance benchmarks
- Presentation: World Cup preparation and execution strategy
- Technical panel assessment of rugby knowledge breadth
Key Performance Indicators
Cultural & Leadership KPIs (Primary Success Metrics)
2026 Immediate Priorities:
- Player engagement score: >90% positive feedback (quarterly anonymous surveys)
- Coaching team stability: Zero assistant departures
- Leadership group cohesion: Measurable improvement in team culture assessments
- Transparent communication: Bi-monthly stakeholder updates with clear metrics
2027 World Cup Build:
- Sustained player satisfaction: >85% positive engagement scores
- Coaching innovation: Evidence of tactical evolution through regular reviews
- Squad depth development: 2+ competitive players per position
- Cultural health: Annual independent culture audits showing positive trajectory
Performance KPIs (Secondary Metrics)
2026 Season:
- Win rate: >80% (all Tests)
- Rugby Championship: Top 2 finish
- Tier-one opposition: >75% win rate
- Points differential: +12 average per match
2027 World Cup:
- Primary objective: Win the tournament
- Minimum: Quarter-final exit
- Expected: Final appearance
- Required: Defeat 2+ tier-one nations in knockouts
Recommended Selection Process
Phase 1: Position Definition & Panel Formation (Week 1-2)
Actions:
- Board approves this selection framework and criteria weighting
- Establish independent selection panel:
- Independent chair (corporate governance or executive search background)
- NZR board representative
- Former All Blacks captain (player perspective)
- High-performance sport psychologist
- Elite coaching technical expert
- Independent integrity observer
- Document decision-making protocols and bias-mitigation strategies
- Define minimum acceptable standards and non-negotiables
Deliverables:
- Approved position specification
- Panel terms of reference
- Assessment scorecards and matrices
Phase 2: Market Mapping & Candidate Identification (Week 2-4)
Actions:
- Global search: Southern and Northern Hemisphere candidates
- Comprehensive candidate identification and initial screening
- Competency-based longlisting (minimum 10 candidates)
- Initial reference checks (qualification verification)
- Psychometric assessments (longlisted candidates)
Bias Controls:
- No candidates excluded based on nationality or age
- Multiple assessors independently score before comparison
- Focus on demonstrated outcomes and measurable results
Deliverables:
- Longlist of 8-10 qualified candidates
- Initial psychometric profiles
- Preliminary reference feedback
Phase 3: First-Round Assessment (Week 5-6)
Actions:
- Structured video interviews (standardised questions)
- Tactical case study submission (identical brief for all candidates)
- Cultural leadership presentation (45 minutes)
- Initial player leadership group consultation (anonymous feedback)
- Independent scoring and shortlisting to 4-5 candidates
Assessment Focus:
- Team culture architecture examples
- Coaching team curation philosophy
- Strategic thinking and innovation
- Communication clarity and authenticity
Deliverables:
- Shortlist of 4-5 candidates
- Consolidated assessment scores
- Preliminary cultural fit indicators
Phase 4: Deep-Dive Assessment (Week 7-8)
Actions:
- In-person interviews with full panel (3 hours per candidate)
- Detailed reference checks (10+ referees per candidate, including former players and assistant coaches)
- Coaching team structure presentation (who they’d recruit and why)
- Scenario-based assessments (live problem-solving)
- Media simulation and stakeholder management exercise
- Player panel interview (senior All Blacks leadership group)
Bias Controls:
- Independent scoring before panel discussion
- Structured questions prevent favouritism
- Anonymous player feedback weighted appropriately
- Devil’s advocate role assigned to challenge consensus
Deliverables:
- Final ranking of 2-3 candidates
- Comprehensive assessment reports
- Risk analysis for each finalist
Phase 5: Final Selection & Appointment (Week 9-10)
Actions:
- Panel presents findings to NZR Board
- Board makes final decision based on objective evidence
- Negotiation and contract finalisation
- Public announcement and transition planning
- Coaching team recruitment commences
Governance:
- Document rationale for selection decision
- Record any dissenting views
- Establish performance review framework
- Define success metrics and review cycles
Deliverables:
- Appointed head coach
- Signed contract
- Transition and onboarding plan
- First 100-day priorities
Critical Success Factors
What This Process Must Deliver
- Objective, Evidence-Based Decision
- Every criterion scored against observable evidence
- No candidate selected based on “reputation” without substantiation
- Transparent rationale that withstands public scrutiny
- Cultural Transformation Capability
- The successful candidate must demonstrably build high-trust, high-accountability environments
- Evidence of previous cultural turnarounds required
- Player engagement prioritised over pure technical credentials
- Coaching Team Excellence
- Clear vision for recruiting and retaining elite assistants with specific names provided
- Proven partnerships or existing relationships with elite-level coaches (Joseph-Brown model preferred)
- Collaborative leadership style validated through assistant coach references
- No repeat of the MacDonald/Holland departures—stability guaranteed through pre-existing relationships or compelling recruitment evidence
- Bias-Free Process
- Merit-based assessment using objective criteria
- International candidates given equal consideration
- Personal relationships with selectors excluded from evaluation
- All decisions documented with evidence-based rationale
- 2027 World Cup Readiness
- Candidate must articulate clear pathway to tournament success
- Track record of tournament performance essential
- Tactical innovation and adaptability demonstrated
Final Recommendations
As an executive search consultant with deep rugby passion and All Blacks commitment, I offer these closing observations:
The Robertson era demonstrated that technical competence without cultural leadership is insufficient. A 74% win rate couldn’t overcome fractured relationships, coaching instability, and player disengagement. The next appointment must prioritise team culture and coaching curation alongside tactical excellence.
This process must be ruthlessly objective. New Zealand Rugby’s credibility depends on demonstrating that selection was based on evidence, not relationships or rugby politics. Every decision must be defensible with objective data.
The successful candidate will be a culture architect first, tactical genius second. Elite rugby is played as much in the mind and heart as on the field. The All Blacks need a leader who builds cohesive, resilient teams capable of performing under World Cup pressure.
Time is critical but process integrity is non-negotiable. Rushing to appointment risks repeating past mistakes. An 8-week structured process delivers better outcomes than a 4-week relationship-based decision, whilst providing urgency appropriate to the 2026 season timeline.
The 2027 World Cup in Australia is the singular measure of success. Everything else—win rates, player satisfaction, coaching stability—are enablers of this ultimate objective.
Recommended Next Steps:
- NZR Board endorses this selection framework (within 72 hours)
- Appoint independent selection panel chair (within 1 week)
- Commence global candidate identification (immediate)
- Execute 8-week selection process (February-March 2026)
- Announce appointment (late March 2026)
- New coaching team in place (April 2026)
- First Test under new coach (June 2026 Rugby Championship)
The All Blacks deserve a selection process worthy of their legacy. This 8-week framework delivers rigour without unnecessary delay, ensuring the new coach has maximum preparation time before the critical 2026 season and 2027 World Cup campaign.
This framework represents best-practice executive search methodology applied to elite sports leadership. It balances rugby expertise with rigorous governance, ensuring New Zealand Rugby appoints a head coach capable of restoring the All Blacks to World Cup-winning excellence.
-
@The-Docter what is this? Is it a real document?
-
https://x.com/nzrugbydatabase/status/2012016200910598494
74%, was more reflective of the circumstances of our opposition.
We were 6-0 against Australia and Ireland, both were very poor when playing us. Could have easily lost all 3 tests to England last year and then they comfortably handled us this year. France C. 2-2 against Argie.
Everyone kept waiting for the turnaround, for the run of good performances, never came. He will feel terrible that the thing he worked so long towards has fallen apart, but there was no evidence things were going to get better.
-
-
my recommendations based on my own professional experience
-
@The-Docter said in All Blacks 2026:
@nzzp fair enough
is it AI? Or did you write that whole thing? It's monstrous - the structure looked AI to me, so I just skipped it frankly.
I think AI is great, but man it generates some verbiage at times
-
my thoughts and inputs though used some AI . it is a bit long agreed. more suggested frameworks. to be honest i usually break assessments down to 6-7 key criteria
-
the point is to be clear of these and measure everyone objectively in the same way
-
@sparky said in All Blacks 2026:
Clayton Macmillan has publicly ruled himself out of an All Blacks coaching role:
Makes sense.
Would be great to see him come into the fold after 2027.
Edit: In saying that, he doesn't actually rule himself out in that article, just says he hasn't given any thought to it.
-
@Mr-Fish said in All Blacks 2026:
@sparky said in All Blacks 2026:
Clayton Macmillan has publicly ruled himself out of an All Blacks coaching role:
Makes sense.
Would be great to see him come into the fold after 2027.
Serious question - why? I don't recall him having outstanding success (or having even been around that long as a coach).
-
All Blacks Head Coach Selection Framework
Executive Search Consultant Recommendations
Date: January 2026
Engagement: New Zealand Rugby Head Coach Recruitment
Executive Summary
Scott Robertson’s departure (74% win rate, two years) proves technical competence without cultural leadership fails at elite level. Critical issues: player disengagement, coaching instability (MacDonald and Holland resignations), declining trajectory (43-10 South Africa loss, defeats to Argentina and England).
Solution: Six evidence-based criteria prioritising culture and coaching partnerships (50% combined). Candidates must bring established coaching relationships (Jamie Joseph + Tony Brown model) or demonstrate compelling assistant recruitment with specific commitments.
Target Pool: Dave Rennie, Jamie Joseph, Joe Schmidt, Warren Gatland, Robbie Deans, elite domestic coaches.
Process: 8-week structured, bias-free selection.
Success Metric: Win 2027 Rugby World Cup.
Six Core Selection Criteria
1. Team Culture Architect (25%)
Build psychologically safe, high-accountability environments where diverse personalities thrive under pressure.
Evidence: Player satisfaction scores, cultural transformation examples, conflict management track record
Assessment: 10+ player references, case study, psychometric testing, behavioural interview
Red Flags: Player departures, defensive responses, authoritarian leadership
2. Curator of Coaching Excellence (25%)
Recruit and retain elite coaching talent through collaborative excellence.
Evidence:
- Coaching team stability (>80% retention)
- Proven partnerships (Joseph-Brown: Highlanders 2015 champions, Japan 2019 RWC)
- Existing elite coaching relationships
Assessment: Specific coaching team proposal with names and preliminary commitments, assistant coach references
Critical: Robertson’s MacDonald departure exposed coaching alignment failures. Candidates must bring partnerships OR specific recruitment commitments—no vague promises.
Red Flags: Assistant turnover, generic proposals, autocratic style
3. Strategic & Tactical Mastery (20%)
Outthink elite coaches in high-stakes environments.
Evidence: 75%+ win rate vs. top-4 nations, tournament success, tactical flexibility, innovation
Assessment: Video analysis of All Blacks performances, live tactical problem-solving, track record review
Red Flags: Limited tier-one success, inflexibility, poor tournament record
4. Authentic Leadership Under Pressure (15%)
Resilience and transparent decision-making under intense scrutiny.
Evidence: Recovery from defeats, transparent communication, learning from failures, media composure
Assessment: Behavioural interview, written post-defeat response, psychometric testing, references
Red Flags: Defensiveness, blame-shifting, poor media relations
5. International Excellence (10%)
Proven track record at international or elite level.
Evidence: International experience (preferred) or elite domestic success with World Cup cycle understanding
Assessment: Performance benchmarks, World Cup strategy presentation
6. Player Engagement (5%)
Clear, authentic communication building trust with professional athletes.
Evidence: Player testimonials, transparent selection communication, squad harmony management
Assessment: Player panel interview, written communication test, references
8-Week Selection Process
Week 1: Panel formation, global candidate search, psychometric assessments commence
Weeks 3-5: Video interviews, tactical case studies, cultural presentations, coaching team proposals with specific names, shortlist to 3-4
Weeks 5-7: Full-day interviews, live tactical analysis, 10+ reference checks, coaching team presentations with preliminary commitments, player panel interviews
Weeks 7-8: Panel recommendation to Board, contract negotiation (head coach + assistant budgets), parallel assistant contracting, public announcement with confirmed team
Key Performance Indicators
Cultural (Primary):
- Player engagement >90% (quarterly)
- Zero assistant departures
- Positive culture trajectory
Performance (Secondary):
- 2026: >80% win rate, Rugby Championship top 2
- 2027: Win World Cup (minimum quarter-final)
Critical Success Factors
- Evidence-based appointment — No “jobs for the boys,” transparent rationale
- Coaching partnerships — Joseph-Brown model OR specific commitments
- World Cup readiness — Clear pathway, tournament track record
Final Recommendation
Robertson proved technical excellence without cultural leadership and coaching cohesion fails. This 8-week process prioritises culture and partnerships whilst ensuring rigour and maximum preparation time before June 2026.
The All Blacks deserve a coach capable of restoring World Cup-winning excellence.
Next Steps:
- Board endorses framework (72 hours)
- Execute 8-week process (February-March 2026)
- Announce with confirmed coaching team (late March 2026)
Best-practice executive search methodology applied to elite sports leadership.
-
this is more user friendly and ultimately where you get the board to focus on
-
@ShaquilleOatmeal said in All Blacks 2026:
@zedsdeadbaby said in All Blacks 2026:
On the issue of whether Razor wasn’t willing to fix things - go back to when Kirk is addressing the media with his own remarks (before questions). He seemed to suggest there was some back and forth on changes/the way forward but then felt it was no longer possible.
Maybe Razor as was mentioned above refused to accept his own shortcomings
Robertson either didn’t think there was anything wrong or didn’t have a satisfactory solution to the issues. And if he did have a solution, wouldn’t he have at least begun to implement it already
Yeah. I can certainly see how he might have argued that the feedback was disgruntled players or that they were ‘close’ (his hypothetical words not mine) to clicking/a grand slam but Kirk clearly saw the bullshit
-
@Bones said in All Blacks 2026:
@Mr-Fish said in All Blacks 2026:
@sparky said in All Blacks 2026:
Clayton Macmillan has publicly ruled himself out of an All Blacks coaching role:
Makes sense.
Would be great to see him come into the fold after 2027.
Serious question - why? I don't recall him having outstanding success (or having even been around that long as a coach).
Across McMillan's seasons in charge, the Chiefs were the most consistent side (four finals and one semi-final from five years). Didn't result in any silverware but was clearly doing something right.
If winning a Super title is the only requirement then NZ wouldn't have very many options.
McMillan would be a good assistant with a potential eye to the future.
-
Things are unravelling for him at Munster currently so…
-
@nzzp said in All Blacks 2026:
Concerns raised. Razor has many strenths, but I am not sure articulating a plan to a board is one of them. I suspect he struggles to write well - hence his (reported) request to speak to the board.
He doesn't speak particularly well either.
-
@zedsdeadbaby said in All Blacks 2026:
Things are unravelling for him at Munster currently so…
Yeah that last sentence from @Mr-Fish did feel a bit shark jumpy.
