By Rex Grayner, SVP Business Development, Hurricane Junior Golf Tour
There are over 2,000 college golf programs in the United States. Most of them are looking for players right now.
And yet, every year, thousands of talented junior golfers go unnoticed. Not because they can’t play. Because no coach ever knew they existed.
The families who figure out college golf recruiting tend to figure it out the hard way. They spend months guessing, waiting, and hoping a coach will find their kid. By the time they realize the process requires a plan, they’ve already lost a year.
This guide is built to save you that year.
I’ve spent over two decades in junior golf and college recruiting. First running a college recruiting agency for 19 years, and now at the Hurricane Junior Golf Tour, where we run 350+ multi-day tournaments annually and watch thousands of families go through this process every season. What follows is what I’ve seen work, what I’ve seen fail, and what coaches have told me directly.
The Recruiting Landscape Has Changed. Most Families Haven’t Caught Up.
The biggest shift in college golf recruiting happened in 2025, and many families still don’t fully understand it.
Under the new NCAA rules tied to the House v. NCAA settlement, Division I golf programs that opt into the settlement are now capped at 9 roster spots. Previously, teams could carry 10 to 12 players by mixing partial scholarships and walk-ons. That flexibility is gone.
Coaches now have fewer spots and more scholarship dollars to distribute. Every roster decision carries more weight.
What this means for your family is simple. There are fewer seats at the table. The players who earn those seats will be the ones coaches already know, trust, and have evaluated over time.
Waiting until junior or senior year to start the recruiting process is no longer a strategy. It’s a gamble.
Your Resume Is Not a Bio. It’s a One-Page Sales Document.
A college golf recruiting resume has one job. It needs to tell a coach, in under 30 seconds, whether your player is worth a conversation.
Coaches get hundreds of these. The ones that work share three things: they’re one page, they lead with results, and they’re easy to scan.
What belongs on the resume: tournament results and scoring average, Junior Golf Scoreboard or national ranking if applicable, GPA and test scores, graduation year, contact information, and a link to a recruiting video. That’s it.
What does not belong: a full personal biography, every tournament played since age 10, motivational quotes, or paragraphs about character. Coaches will form their own opinion about character. Give them the numbers first.
The First Email to a Coach Matters More Than You Think
Most recruiting emails from families get deleted. Not because coaches don’t care, but because the emails are too long, too generic, or too focused on the wrong things.
A good first email to a college golf coach is short, specific, and personal. It names the school. It explains why this program, not just any program.
It includes 3 to 4 key stats, a link to a resume, and a link to video. It ends with a clear ask.
Here’s what that looks like in practice:
Subject: 2027 Junior Golfer, 74.2 Scoring Avg – Interest in [School Name] Golf
Coach [Last Name], my name is [Player Name], a [graduation year] from [City, State]. I’ve been following your program and am interested in [something specific about the team or school]. My current scoring average is [X] and I carry a [X] GPA.
I’ve linked my resume and a short recruiting video below. I’d appreciate the chance to connect and learn more about your program.
One detail that matters more than families realize. Use a professional email address with the player’s name and graduation year, like firstlastname2027@gmail.com.
And proofread everything. Getting a coach’s name wrong ends the conversation before it starts.
Your Recruiting Video Should Show How You Play, Not Just How You Swing
Range videos are the most common mistake families make. A coach does not want to watch a loop of swings on a mat. A coach wants to see how a player thinks, competes, and manages a golf course.
The best recruiting videos are 3 to 5 minutes long and filmed on an actual course. Play 3 holes. Film every shot.
Have the player narrate what they’re hitting and why. This shows course management, composure, and personality, which is exactly what a coach is evaluating beyond the stat sheet.
Upload the video to YouTube and include the link on your resume and in every email to a coach. Keep it simple. Keep it honest.
A well-played bogey with good decision-making tells a coach more than a montage of perfect shots.
Coaches Will Look You Up. Make Sure They Like What They Find.
Before a coach ever replies to your email, there is a good chance they’ve already searched your player’s name. They check Instagram. They check Twitter.
They look for how the player carries themselves when nobody is watching.
This is not about being perfect. It’s about being intentional. Post tournament results, practice clips, and training updates.
Follow the golf programs you’re interested in. Congratulate teams on their wins. Show coaches you’re paying attention.
And clean up anything that doesn’t belong. One careless post can undo months of good impressions.
Coaches are building a team, not just a roster. They want players who represent the program well every day, not just on the course.
Where You Play Is Part of the Recruiting Conversation
Coaches evaluate players based on tournament performance. But not all tournaments carry the same weight.
What matters: the format, the field size, the competition level, and whether results are tracked by a recognized ranking system like Junior Golf Scoreboard. A strong finish in a 36-hole event against a competitive field tells a coach something real. A win in a small local event with 6 players does not move the needle the same way.
Build a schedule that balances local, regional, and national events. HJGT’s College Prep Series tournaments are played at actual college golf courses, which gives families the chance to visit campuses, meet coaches, and let the player experience the kind of courses they’d compete on at the next level. That’s a two-for-one most families overlook.
Stay in Front of Coaches Without Being a Nuisance
Recruiting is a long conversation, not a single email. The families who succeed are the ones who follow up consistently, share updates, and stay on a coach’s radar over months, not days.
If you don’t hear back after your first email, follow up in two weeks. Keep it brief.
Coaches are managing 9 roster spots, hundreds of inquiries, a travel schedule, and a full season of competition. Silence does not mean no. It usually just means busy.
When your player has a strong tournament finish, improved scoring average, or updated ranking, send an update. If you’re registered for a tournament near a coach’s campus, let them know. These small touches are what separate a name on a spreadsheet from a player a coach is actively tracking.
The Right Fit Matters More Than the Division
Too many families fixate on Division I. It’s understandable.
But the reality is that there are outstanding college golf experiences at the D2, D3, NAIA, and junior college levels.
With roster limits tightening at D1, the talent is spreading. Programs that were once considered second-tier are now fielding players who would have been on D1 rosters two years ago. The transfer portal has made the lines between divisions blurrier than ever.
The best outcome for your player is a program where they compete, develop, get a quality education, and enjoy the experience. That might be a D1 powerhouse. It might be a D3 school with a great coach and the right academic fit.
Keep the options open.
Start Now. Not Next Season.
The college golf recruiting process rewards families who begin early and stay consistent. It does not reward talent sitting on the couch waiting to be discovered.
Update the resume. Film the video. Send the first round of emails.
Register for tournaments that will put your player in front of the right competition and the right coaches.
The families who do this every month, not once a year, are the ones who end up with options. And in a world where 9 roster spots are all a coach has to give, having options is everything.
