Let’s be honest: choosing a college is tough. But when you’re a soccer player with dreams of competing at the highest collegiate level while getting a degree that actually means something, the pressure is on another level entirely. You’re not just picking a school; you’re choosing an ecosystem that will shape your identity for the next four years and beyond. I’ve spent years advising athletes, and if there’s one thing I’ve learned, it’s that the best D1 soccer college for you isn’t necessarily the one with the most trophies. It’s the one where the athletic program’s needs and your academic ambitions align in perfect, often unexpected, harmony. Think of it like building a championship team. I was recently reminded of this while reading about a professional basketball team’s dilemma. The TNT team manager, who won the PBA Press Corps Executive of the Year during the 2022-23 season, pinpointed their critical need: with star point guard Jayson Castro out for the season due to a ruptured patellar tendon, their entire championship—and Grand Slam—aspiration hinged on finding the right replacement. That’s a stark, professional-level example of how one missing piece, one unmet need, can define a season. Your college search is similar. A program might be fantastic, but if they already have three stellar goalkeepers in your class, your path to playing time becomes a steep uphill climb, no matter your talent. You need to find the program where you are that missing piece they’re actively searching for.
So, how do you find that fit? It starts with ruthless self-assessment, something I wish I’d done more of at your age. Academics cannot be an afterthought. The NCAA reports that only about 2% of college soccer players go pro. Let that number sink in. It means your major, the alumni network, the internship opportunities—they’re your primary safety net and likely your future career path. I’m a huge advocate for looking at schools where the soccer program has a proven history of supporting demanding majors. Some top-tier athletic schools have fantastic support systems for student-athletes in engineering or pre-med tracks, while others… well, let’s just say the schedule is not built for lab times. Don’t just browse the university’s general homepage; dig into the specific academic advising page for athletes. Call the coach and ask, point-blank, “Can you walk me through a typical week for one of your players majoring in biochemistry?” The answer will tell you everything. On the athletic side, be a detective. Watch full games, not just highlights. Does the coach’s style of play suit your strengths? If you’re a pacey winger who thrives on through balls, a team that exclusively plays long balls to a target forward might leave you frustrated. Use resources like the NCAA’s own statistics portal to see playing time distribution. If a team has 30 players but only 18 see the field regularly, ask where you fit in that picture. Reaching out to current players on the roster (find them on LinkedIn, be professional) can give you the unvarnished truth about practice intensity, team culture, and that all-important balance.
Now, let’s talk about the elephant in the room: the recruiting process itself. It’s a marathon, not a sprint, and it’s emotionally draining. You’ll send hundreds of emails, maybe get a dozen replies, and a handful of genuine interests. My personal preference, and this is where I differ from some advisors, is to prioritize programs where the communication feels like a two-way street. If a coach only talks about what you can do for them and never asks about your academic interests or life outside soccer, that’s a red flag for me. The best relationships I’ve seen are partnerships. Remember the TNT team’s search? They weren’t just looking for any point guard; they needed one with a specific skill set to complement their existing roster, someone who understood the system and the pressure of a Grand Slam chase. You are that prospective point guard. Your job is to understand the “system” of each college—its culture, its academic rigour, its social environment—and see if you can not only survive but thrive within it. Visit campuses, if you can. Sit in on a class. Eat in the cafeteria. The vibe of a place is intangible but incredibly real. I once worked with a player who had a full offer from a perennial top-10 program but chose a mid-tier D1 school instead because, on his visit, he saw the team studying together in the library and genuinely enjoying each other’s company. He prioritized culture over ranking, and he ended up as a four-year starter, team captain, and landed a great job at a Fortune 500 company after graduation. That, to me, is a win.
In conclusion, finding the best D1 soccer college is a deeply personal calculus. It’s about aligning a program’s specific needs with your unique athletic profile and, more importantly, your academic and personal goals. It requires the strategic mindset of a general manager, like the one assessing a roster hole after a key injury, combined with the introspection of a student planning their future. Don’t get blinded by the logo on the jersey. Dig deeper. Ask the hard questions. Prioritize fit over prestige. The right school will want you not just for your left foot or your speed, but for your mind and your character. It’s the place where you won’t just be a player on a roster, but an integral piece of a community, both on the field and off. That’s the true Grand Slam of college selection, and it’s absolutely within your reach if you approach the process with clarity, patience, and a clear sense of self.
People in Motion (PiM) is our employee advocacy and improvement program. These cross-functional groups are comprised of employees, with an executive sponsor, who contribute ideas and drive action towards focused areas of improvement across the employee experience. The groups include: Kyruus Kontext & Business Readiness; Community, Connectivity, & Engagement; System, Tools, & Productivity; IDEA [Inclusion, Diversity, Equity, Accessibility].
As a remote-first company, we are invested in employees creating a work setup that allows them to do their best work. In addition to a laptop, we also provide you with $750 to get the additional equipment you need and add an ongoing amount of $1,200 to your salary to cover remote work costs.
We value ownership at Kyruus Health, not only in the work you do but in the shared financial success from our growth. Employees will have the opportunity to grow their equity ownership throughout their tenure.
We care about creating the time you need to bond for any team members at Kyruus Health growing their families. We offer 8 weeks of fully paid leave to all parents. Birthing parents are also eligible for additional time and coverage through our Short-Term Disability plan.
We encourage all employees to save for retirement through our 401(K) plan. Employees have the option to begin contributing to their accounts on their first day of employment and we offer an employer match of up to $1,500 per calendar year for all employees who enroll.
We offer employees a lifestyle stipend of $2,000 per year to help them be well. This is designed for Kyruus Health to offset the cost for items, experiences, or home expenses that enhance team members’ well-being
We want to provide employees and families with health insurance offerings to support them getting the care they need. Our health, dental, and vision plans are desiged to allow employees the opportunity to choose options that work best for themselves and their families.
We are committed to flexibility and empowering employees to do work that matters in a way that works for them. Our unlimited PTO policy is anchored on that flexibility – encouraging employees to take time off for what’s important to them, in addition to the many company holidays we celebrate. To highlight our commitment to a healthy work-life balance, we provide a specific stipend each quarter for employees to use on a recharge day.
