President’s Corner | A New Day
March 23, 2026
Let’s set the table.
This is my first-hand account of the last eight months inside the NFLPA. How we got here. Where we are. And how we’re moving forward.
I’ve heard the conspiracies, the speculation, and the narratives, but here is the truth!
Let’s get into it.
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As many of you know, last summer our executive director stepped down following multiple accusations of wrongdoing and the initiation of a Department of Justice investigation. Once the NFLPA became aware of the federal inquiry, our Board of Player Representatives retained WilmerHale to oversee the review, led by Ronald Machen, former U.S. Attorney, who specializes in helping clients navigate high-stakes, crisis situations involving government investigations.
When WilmerHale began its work, it recommended the creation of a Special Committee to receive updates and oversee the review. The players selected by the Board for this committee had no personal or professional connection to the allegations or to anyone under review. For clarity, the Special Committee excluded all members of the Executive Committee involved in the prior executive director search, as well as our General Counsel.
After the previous executive director stepped down in July, the Board of Player Representatives elected David White as interim executive director. The Board interviewed David along with four other candidates for the role. We are extremely grateful to David for stepping into an incredibly difficult situation and advocating for our players during a moment of real uncertainty.
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Over the next eight months, the Executive Committee, along with me, began the process of identifying our next full-time executive director. The NFLPA’s General Counsel was involved throughout, providing guidance and oversight to ensure the process met our governance standards.
Beginning in August, I held introductory calls with eight executive search firms to understand how each would partner with our Search Committee. After presenting those options, we selected four firms for virtual interviews and ultimately narrowed the field to two. From there, we selected TurnkeyZRG.
TurnkeyZRG, led by Len Perna, was chosen because of their experience placing high-level executives across sports and labor organizations, including NCAA leadership, senior union executives, athletic directors, head coaches, and NFL general managers. They also committed four managing partners to our search, which was important to us.
In consultation with WilmerHale, we made numerous updates to the search process to ensure clarity, fairness, and thorough vetting. As that process moved forward, the candidates who advanced signed Conditions of Candidacy agreements, allowing for enhanced reference checks and forensic background reviews conducted by the Mintz Group.
In October, the Search Committee presented TurnkeyZRG and the proposed structure to the Board of Player Representatives. We outlined a five-lane search designed to remain confidential until the final stages, with a target decision at the 2026 Rep Meetings.
The Board reviewed the plan, provided input, and ultimately approved it. During that process, Board members were asked whether anyone wanted to join the Search Committee. The decision was to keep the Search Committee as provided for in the NFLPA Constitution.
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Following approval, TurnkeyZRG invited all 32 Player Representatives to discovery calls, along with senior staff and both internal and external counsel, to shape the profile for the next executive director. During those sessions, reps were asked nine structured questions focused on what they wanted in the role, with the final question inviting candidate recommendations. That input shaped the position description, which was reviewed by the Board and used to guide sourcing over the next six weeks.
As part of process, TurnkeyZRG requested a list of every player drafted since 1985 to ensure broad research across the NFL player community, which Turnkey used to recommend potential former player candidates for executive director.
Over the following six weeks, Len and his team held bi-weekly check-ins with the Search Committee to review progress and align on candidate evaluation. More than 300 individuals were considered, ultimately narrowed to 32 candidates whose information was uploaded into the ZRG portal.
The portal included extensive materials for each candidate, including bios, resumes, speeches, writing samples, podcasts, and interviews. The Search Committee spent four weeks reviewing those materials ahead of a January meeting, where the goal was to narrow the pool for virtual interviews.
The Search Committee spent more than 100 hours reviewing, interviewing, debating, and working through candidates, while the Board stayed informed at every stage. This wasn’t something done after the fact. It was ongoing and transparent.
Every decision to advance or eliminate candidates was made by a majority vote of the Search Committee. No Search Committee member’s vote carried more weight than another. The mandate was simple: bring the best two to four candidates to the Board as our Constitution requires.
As part of that initial narrowing, we chose to postpone interviews with familiar or internal candidates so we could spend more time with external candidates. The goal was to build a complete picture, not rely on assumptions or prior relationships.
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The Search Committee then conducted 12 Zoom interviews with external candidates. After extensive discussion, six external candidates were advanced to the first round of in-person interviews. The Search Committee also chose to schedule interviews with two candidates with whom the Search Committee was already familiar. That decision was intentional.
The six in-person interviews of external candidates were two hours each and focused on leadership, strategy, and the ability to advance the interests of our members. Ahead of these interviews, the Board completed a survey ranking candidate qualifications, which helped the Search Committee better prioritize candidate fit.
The candidate group was diverse across race, gender, professional background, and lived experience. Each demonstrated the ability to lead through complex challenges similar to those facing the NFLPA. At the conclusion of those interviews, three external candidates advanced, one of which eventually withdrew.
The following day, the Search Committee interviewed the two familiar candidates and advanced one. Postponing those interviews gave us a clearer lens. It didn’t make the process easier for them. If anything, it required them to meet the same standard without leaning on familiarity.
For the second round of in-person interviews we brought JC Tretter and David White along with two external candidates. TurnkeyZRG recommended JC as a part of its original prioritized slate of 32 candidates. Since David was the interim executive director, the Search Committee reserved the right to include him at any time.
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There have been questions about JC’s candidacy, so it’s important to address that directly, and with facts.
Multiple investigations, conducted by two independent outside law firms, found no evidence JC engaged in any of the alleged wrongdoing, was involved in any misconduct by others, or withheld information from players. No quid pro quo. No favoritism for Lloyd Howell in the 2023 election. JC and the 2023 Search Committee informed the Board of all known legal matters pertaining to Lloyd during that election process. On the collusion grievance specifically, JC was not involved in hiding the arbitration or decision-making about next steps; he did not have access to the ruling. As we told the Board of Player Reps back in June, the choice to delay release of the decision was made by the NFLPA’s legal department in consultation with outside counsel to protect member confidentiality and prevent the NFL from attempting to recover legal fees.
The second-round interviews spanned two full days with a mix of formal sessions and informal interactions. The priority was understanding each candidate’s true character, commitment, cultural fit, and the long-term leadership they would bring to the NFLPA.
After three days of deliberation, assessing the current state of the union and the challenges ahead, the Search Committee selected Tim Pernetti, JC, and David to present to the Board.
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The final decision would now be in the Board’s hands!
At this month’s annual Board of Player Rep Meeting, the Search Committee shared the three finalists one day in advance of interviews to allow time for preparation and independent review.
We were deliberate about not influencing the Board. For that same reason, and in line with best practices, we did not speak publicly or confirm details during that period.
The full Search Committee was present and actively involved throughout. The two Former Player Advisory Board members who serve on the Executive Committee were also invited to attend the election meetings and provide the former player perspective. Details were provided on each candidate’s forensic background check by the Mintz Group, who was present throughout the election meeting. NFLPA legal counsel was also available for any questions from the Board on open investigations or ongoing litigation.
On Day 1, the Board spent more than two hours with each candidate discussing leadership philosophy, CBA strategy, and asking direct, detailed questions. It was thorough. Afterward, the Search Committee left the room to allow for fully independent deliberation amongst the Board.
Importantly, the Search Committee did not have a bias toward any particular finalist. At the end of Day 1, the Board asked each member of the Search Committee to share their views and rank the candidates. There wasn’t a consensus. Support was split across all three candidates, with each receiving first-place rankings from different Search Committee members. No candidate received a majority of the Search Committee’s first place rankings.
At that point, nothing was decided.
That evening, reps had the option to attend informal breakout sessions with each candidate. Many said those conversations were meaningful and helped clarify or challenge their thinking.
On the final day, each candidate participated in mock media engagement, with the Board role-playing as media. The goal was to see how each candidate would respond under scrutiny. Given the public attention to JC’s candidacy, he also laid out a more targeted media approach.
Each of the candidates faced direct questions tied to the narratives surrounding each of them and answered them head on.
From there, the Board moved into final deliberations. After everything was said, after every question was asked, and after votes were submitted and counted by a third-party auditor, JC was elected executive director of the NFLPA by a strong majority.
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That’s how this happened.
No one inherited this. It was earned in that room.
The interviews were intense. They were passionate, deliberate, and at times contentious - exactly what a democratic process should be.
I am proud of this Board for speaking up, challenging one another, and representing their locker rooms. From this point on, we’re looking forward – no rear views.
To my fellow players: sharing the field with you for nine years has been a dream. Representing you as president has been the greatest professional honor of my life.
My line is always open. Hit me anytime with questions about union business.
In the words of a great quarterback: I’m here.
-JRM