Candidate Assessments Before Deadline for the Indianapolis Colts

With the NFL’s free agency deadline and draft preparation window closing in, the Indianapolis Colts have kicked into high gear with their candidate assessment process—evaluating potential free agents, draft prospects, and even coaching staff additions to fill roster gaps and strengthen their playoff-contending core. Led by general manager Chris Ballard and his scouting team, these assessments blend in-person workouts, film study, character evaluations, and statistical analysis to ensure every candidate aligns with the Colts’ short-term needs (like offensive line depth) and long-term vision (building a sustainable winning culture). Candidate Assessments Before Deadline for the Indianapolis Colts pulls back the curtain on this rigorous process, revealing how the team prioritizes targets, narrows down options, and makes high-stakes decisions before time runs out. For the Colts, these assessments aren’t just checklists—they’re the foundation of building a team that can compete for Super Bowls, not just one playoff run.

Candidate Assessments Before Deadline for the Indianapolis Colts begins with the team’s focus on free agent evaluations, a critical step ahead of the March deadline when players become eligible to sign with any team. The Colts’ front office has identified three top priorities: offensive line depth (to protect quarterback Daniel Jones), a backup running back (to support Jonathan Taylor), and a slot cornerback (to strengthen the secondary). For each free agent target—like veteran left guard Dalton Risner and backup running back Kareem Hunt—the team has conducted a multi-layered assessment: they analyzed 2025 game film to grade on-field performance (e.g., Risner’s 92% pass-blocking efficiency), spoke to former coaches and teammates to evaluate work ethic (Hunt’s leadership in the Browns’ locker room), and used sports science data to assess injury risk (tracking Risner’s snap count and recovery from a 2024 knee sprain). Ballard explained the process: “We don’t just look at stats—we want to know if a player fits our culture. Can they handle the pressure of playing in Indianapolis? Will they buy into our scheme?” The Colts have also ranked candidates by “impact vs. cost,” ensuring they don’t overspend on role players while reserving cap space for key extensions (like Taylor’s upcoming contract talks).

A key part of Candidate Assessments Before Deadline for the Indianapolis Colts is the team’s draft prospect evaluation, which ramps up ahead of the April draft deadline. The Colts hold the 18th overall pick in the first round, and their scouting team has spent months traveling to college campuses—from Alabama to Oregon—to watch prospects work out and conduct one-on-one interviews. For top targets like offensive tackle Joe Alt (Notre Dame) and linebacker Jeremiah Trotter Jr. (Clemson), the assessments include not just physical drills (like 40-yard dash times and bench press reps) but also “football IQ” tests: asking prospects to break down film of NFL defenses and explain how they’d adjust their technique. The Colts also use advanced metrics to complement scouting: for Alt, they analyzed his “block win rate” (87% in 2025) and “penalty rate” (just 2 flags all season) to measure consistency. “College football is different from the NFL, so we need to project how a prospect will adapt,” said Colts director of college scouting Morocco Brown. “A tackle who dominates in a spread offense might struggle in our zone-blocking scheme—we have to assess that fit.” The team has already narrowed their first-round prospects to a list of five, with plans to finalize rankings by early April.

Candidate Assessments Before Deadline for the Indianapolis Colts also includes evaluations of potential coaching staff additions, a lesser-known but critical part of the deadline prep. With special teams coordinator Frank Ross entering the final year of his contract, the Colts are assessing internal candidates (like assistant special teams coach Tom McMahon) and external options (like former Rams special teams coordinator Joe DeCamillis) to ensure continuity if Ross departs. The assessment process for coaches involves reviewing game film of their units (e.g., McMahon’s work with kickoff returners, who averaged 24 yards per return in 2025), speaking to players they’ve coached (Rams players praised DeCamillis’ “attention to detail”), and evaluating their ability to collaborate with head coach Shane Steichen. For the Indianapolis Colts, coaching continuity is key to maintaining the team’s scheme and culture—so these assessments focus as much on personality fit as on on-field success. “A great special teams coordinator who clashes with the head coach won’t work,” Ballard said. “We need someone who buys into Shane’s vision and can communicate effectively with players.” The Colts plan to finalize their coaching assessment by the end of February, giving them time to hire before offseason workouts begin.

Another critical layer of Candidate Assessments Before Deadline for the Indianapolis Colts is the team’s focus on “character and locker room fit,” a priority that has shaped their evaluations of both players and coaches. The Colts’ front office conducts extensive background checks—speaking to college professors, high school coaches, and even community leaders—to assess a candidate’s off-field behavior and leadership qualities. For example, when evaluating draft prospect Jeremiah Trotter Jr., the team learned he volunteered at a youth football camp every summer and was a team captain for three seasons at Clemson—traits that aligned with their focus on leadership. For free agent Dalton Risner, they spoke to former Broncos teammates who described him as “the guy who stays late to help rookies learn the playbook”—a fit for the Colts’ emphasis on mentoring young players. “Talent wins games, but character wins championships,” Ballard said. “We’ve seen teams fall apart because of locker room issues—we won’t let that happen here.” For the Indianapolis Colts, this character assessment isn’t a “nice-to-have”—it’s a non-negotiable, especially for players in leadership roles (like the offensive line, which sets the tone for the offense). Candidates who don’t meet the team’s character standards are removed from consideration, even if they have elite on-field talent.

Looking ahead, Candidate Assessments Before Deadline for the Indianapolis Colts outlines how the team will finalize decisions and act quickly once deadlines hit. Ballard and his staff plan to hold a series of “final review” meetings in early March, where they’ll present their top candidates for free agency, the draft, and coaching roles to team owner Jim Irsay for approval. They’ve also built contingency plans—if their top free agent target (Dalton Risner) signs elsewhere, they have a list of three backup options ready to evaluate. For the draft, they’ve assigned “position coaches” to each top prospect, so the coaching staff can provide input on how a player would fit their scheme. “Deadlines don’t wait, so we have to be ready to move fast,” Ballard said. “But we won’t rush a decision—we’d rather miss out on a good candidate than sign a bad one.” For the Indianapolis Colts, the goal is clear: use these assessments to build a deeper, more cohesive team that can compete for the AFC South title next season and beyond. As Steichen put it, “Every candidate we evaluate has to answer one question: Will they help us win? If the answer is no, they’re not right for us.”

Candidate Assessments Before Deadline for the Indianapolis Colts is ultimately a story of intentionality and rigor. In a league where teams often make impulsive decisions to beat deadlines, the Colts have stuck to a process that prioritizes fit over flash, long-term success over short-term gains, and character over talent alone. From free agents to draft prospects to coaches, every candidate is evaluated through the lens of what’s best for the team—not just today, but in the years to come. As the deadlines approach, the Colts’ front office is confident that their assessments will lead to decisions that keep them in the playoff hunt and build a culture of winning that lasts. For fans, this process is a reminder that the team’s success isn’t just about luck—it’s about the hard work of evaluating, prioritizing, and choosing the right candidates to wear the blue and white.