Welcome to VyroTalent

You are entering the advisory and representation arm of our ecosystem. VyroTalent exists to guide athletes and families through the decisions that shape careers and legacies. The mandate is simple and demanding. Elevate the person, architect the path, and defend the future. You are not here to chase hype or broker random deals. You are here to create clarity, coordinate execution, and protect trust.

The difference matters. Others sell access. VyroTalent builds alignment. Others speak in impressions. We speak in outcomes. Others promise the world. We teach the map, set the pace, and then we walk the road together.

What VyroTalent Is

VyroTalent is a disciplined advisory platform built around five service pillars. Together they form a single operating system that follows an athlete from first contact to post-career transition. The work is holistic. The cadence is consistent. The standard is high.

The Five Pillars (words, not pictures)

Family Advisory and Compliance Support.
This begins at intake and never ends. Families need plain-English interpretation of rules and contracts, not jargon. The job is to translate risk into choices. You maintain a standing habit of checking authoritative updates, logging questions, and escalating when the rules move. You do not guess. You do not wing it. You advise.

Athlete Development and Career Architecture.
Talent needs a plan, not slogans. Identity, brand positioning, leadership habits, time discipline, and media readiness are inputs. Milestones are set quarterly and reviewed monthly. Development is not a speech; it is a schedule. If an athlete’s public presence is weak, we build it. If their habits are messy, we tighten them. If the next level is coming, we prepare it.

NIL Deal Management and Execution (advisory and representation).
We create deal flow, we qualify fit, and we protect deliverables. The point is not to collect logos. The point is to build a revenue line that matches the athlete’s story and obligations. Every contract is read twice and explained once in plain language. Every deliverable has a date, a format, and an owner. Every post or appearance ties back to positioning.

Recruiting Strategy and Brand Positioning.
High school to college is not a coin flip. Offers, evaluations, visits, and timelines are structured. Communication with programs is respectful and consistent. Content supports the recruiting narrative but never races ahead of the truth. If the athlete is under-recruited, the plan fixes exposure. If they are over-stimulated, the plan imposes focus.

Legacy and Post-Career Strategy.
Careers end. Reputations endure. We seed the next chapter early. Speaking, coaching, business ownership, creator platforms, philanthropy, or licensing are mapped well before the final game. The goal is to make transition a decision, not an accident.

Language Discipline

You will never call this “management.” The relationship is advisory and representation. We advise families and represent athlete interests inside deals, recruiting, and brand work. Words matter because they define expectations and create legal clarity. When in doubt, slow down and say it cleanly.

Compliance Awareness (live, not static)

Rules move. Interpretations shift. Headlines mislead. Our standard is simple. Treat compliance as a living responsibility. Keep a running habit loop. Read authoritative releases when they drop, surface implications in writing, confirm interpretations with trusted league or school sources when necessary, and log the decision trail. Do not forward hearsay. Do not outsource thinking. Respect the line and operate above it.

Your portal checklist keeps you current. A weekly “skim and summarize” habit is enough in calm weeks. A same-day read is required when material changes publish. When you are unsure, you escalate within VyroTalent before you advise a family. Confidence is earned through process, not volume.

The VyroTalent Workflow (intake to renewal)

Every engagement runs a consistent cadence so families never wonder what comes next. Intake captures goals, constraints, faith or family commitments, academic realities, and risk tolerance. The first ninety days set the floor: development routines, content hygiene, schedule discipline, and one early easy win to build motion. Deals follow positioning, not the other way around. Recruiting communication is organized and respectful. Reporting is simple and rhythmic: what happened, what was learned, what is next.

Each quarter you evaluate three things. What value did we create. What friction did we remove. What risk did we reduce. If you cannot answer those in one page, the work needs focus.

Commission structure: 20% marketing, 10% school revenue share

VyroTalent is compensated for advisory and representation on two lanes of athlete income. Language in agreements remains “advisory and representation,” not “management.”

1) Marketing derived revenue — 20 percent
Covers brand sponsorships, NIL endorsements, paid appearances, licensing of name image likeness, content usage, whitelisted media rights, and campaign retainers that flow to the athlete. Commission is 20 percent of gross marketing receipts on each covered agreement, excluding only reimbursed hard costs paid directly by the brand to vendors.

• Example A: Brand pays $20,000 for a sixty day package. Commission $4,000.

• Example B: Brand pays $100,000 for a multi asset program and books production directly. Commission $20,000.
  
  

2) School revenue share — 10 percent
Schools distribute season based revenue share to athletes using an NFL style logic. The best players are paid the most. Star tiers often range $100,000 to $1,000,000 per year. Solid contributors commonly land $20,000 to $75,000 per year. VyroTalent earns 10 percent of gross school revenue share receipts that we advise, negotiate, or operationally support for the athlete.

• Star tier example: Athlete receives $350,000 in school revenue share across the season. Commission $35,000.

• Elite tier example: Athlete receives $1,000,000. Commission $100,000.

• Contributor tier example: Athlete receives $45,000. Commission $4,500.

• Entry tier example: Athlete receives $20,000. Commission $2,000.
  
  

Payment timing and flow

• Commission is due within 14 business days of athlete receipt or at disbursement if routed through VyroTalent.

• Past due amounts accrue 1.5 percent per month or the lawful maximum.

• VyroTalent issues a concise settlement statement per payment or a monthly roll up.
  
  

Scope guardrails
Excluded by default are scholarships, grants in aid, cost of attendance stipends, academic benefits, institutional non cash benefits, medical and insurance benefits, and any payments unrelated to marketing or revenue share.

Renewal discipline

• If school revenue share continues in a new format but is materially the same compensation, the 10 percent applies for the life of the relationship unless superseded in writing.

• If marketing work we originated is rebundled by a school into a pooled program, we classify each stream and apply the correct lane. Marketing components at 20 percent. School revenue share at 10 percent. We disclose classifications in writing.
  
  

Paste ready contract clause
“Compensation. In consideration of Advisor’s advisory and representation services, Athlete shall pay Advisor a commission equal to 20 percent of all gross receipts derived from marketing related NIL activities including sponsorships, endorsements, appearances, licensing, content usage, and whitelisted media rights and 10 percent of all gross receipts paid by Athlete’s institution as season based revenue share that Advisor advises, negotiates, or services during the Term. Commissions are due within 5 business days of receipt or at disbursement if routed through Advisor. Past due balances accrue 1.5 percent per month, not to exceed the lawful maximum. Scholarships, grants in aid, cost of attendance stipends, academic benefits, and non cash institutional benefits are excluded.

Family Dynamics versus Athlete Dynamics

Advisory requires empathy and boundaries. Some homes are parent-led. Some are athlete-led. Some are committee-led. Your approach adjusts but your standard does not. You listen first. You reflect back what you heard. You set reality and options. You present a recommendation with reasons. You write decisions and owners. You confirm next steps. You end the meeting with a date, not a feeling. Respect earns trust. Structure keeps it.

Avoiding Missteps

Do not promise outcomes you do not control. Do not say yes on a call you should take back to the playbook. Do not assume compliance when the rule looks vague. Do not bury a deliverable you know will hurt the brand if it misses. Do not confuse activity with progress. The work is measured by outcomes, not noise.

Common errors are predictable. Over-posting scripted ads that degrade credibility. Accepting a misaligned local sponsor because the check is quick. Ignoring an academic flag because the highlight reel looks good. Stacking three events in forty-eight hours and failing the body. All of those are fixed by the same virtues. Pace. Fit. Preparation. Recovery.

Concrete Examples to Model

A high school junior receives interest from five programs, two committable, three exploratory. The family wants “momentum.” The plan is to accept two visits, decline three politely, publish one thoughtful story about the athlete’s off-court leadership, and hold all hype posts until after the second visit. You schedule a Sunday debrief, write the pros and cons, confirm academic fit, and proceed. No drama, no pressure, clear steps.

A college sophomore receives three small brand offers and one large misaligned offer. The small deals fit: a regional training facility, a community bank, and a nutrition brand. The big one is a trendy product that would cannibalize credibility. You recommend accepting the three small deals with staggered content windows and passing on the large one. You capture the decision in writing with a short rationale. You keep receipts for the future because memory is short when seasons change.

A pro rookie gets an endorsement ask that demands exclusivity across a category he has not explored. You push for a shorter term, a performance bonus instead of a heavy upfront fee, clear opt-outs if creative is off-brand, and a post-campaign review clause that ties renewal to real metrics. You defend schedule, sleep, and training windows. You protect the person so the brand can enjoy the player.

How Reporting Works

Families do not need dashboards that look impressive. They need rhythm and truth. You send a monthly one-pager. Here is what moved. Here is what it produced. Here is what it cost. Here is the risk we mitigated. Here is what we are doing next. If a deal slipped, you say why and what is fixed. If a coach call went sideways, you note the lesson and the adjustment. Everything lands in writing because trust is cumulative.

What VyroTalent Expects of You

You keep language clean, you keep records current, and you keep your word. You arrive prepared. You ask better questions than the room expects. You reduce complexity. You escalate early when rules or ethics feel gray. You do not chase noise. You chase outcomes that serve the athlete and honor the family. You refuse cynicism. You refuse shortcuts. You choose the long road and you walk it fast.

Why This Works

Because it is not magic. It is stewardship. It is alignment, discipline, and fairness executed over time. Families stay when they feel seen, when they feel safer, and when they can point to results. Coaches respect the cadence. Brands respect the clarity. Athletes grow because distraction gets filtered and decision-making gets sharper. The reputation builds quietly and then all at once.

Your First Ninety Days

You will read and internalize the five pillars. You will shadow two intakes and write the summary notes. You will draft two NIL advisory memos and have them red-penciled before they go out. You will run one recruiting cadence under supervision and present what you learned. You will deliver one monthly report and own every number in it. You will miss nothing that is yours to own. At day ninety you will be measured by two questions. Did you create value. Did you reduce risk. If the answer is yes, you are in rhythm.

MUST COMPLETE BEFORE ONBOARDING

1) How do you structure Georgia’s counter to LSU’s offer?
With LSU at $300,000 (escalators to $375,000) and Georgia at $125,000, what exact counter would you present to Georgia to land at $200,000 locked with escalators to $260,000, plus non-cash value (media fellowship $8,000, stipend $3,500, 4 community activations at $2,500 each = $10,000)? What precise trigger math (minutes/starts/wins) will you use—and what is your talk-track that secures this without bluffing LSU?

2) Which offer is the best fit today—and what’s your BATNA and walk-away line?
Given LSU ($300,000 locked; escalators to $375,000; clear 20+ min/game path), Georgia ($200,000 locked; escalators to $260,000; fellowship $8,000; stipend $3,500; elite development), and School C ($230,000 locked; no escalators; heavy depth chart; marketing upside $50,000–$80,000 if minutes materialize), which do you choose now, and what are your minimums (guarantee, role clarity, non-cash must-haves) before you walk?

3) What is the exact commission for year one at Georgia given mixed deal structures?
If school pay-for-play totals $245,000 (tranches $100,000 + $95,000 + $50,000) and marketing closes Bank ($18,000 all-in; athlete pays $3,000 vendor), Healthcare ($12,500; brand pays production/travel directly), and Telecom ($8,000; brand pays a $1,000 vendor reimbursement directly), what are VyroTalent’s commissions—10% on school pay-for-play and 20% on marketing—after correctly excluding brand-paid, vendor-direct costs? What are the lane totals and the combined total?

4) How do you renegotiate mid-season when performance outpaces the deal?
If by January Joy averages 24.5 min/game and trends toward 1st-team all-conference, what amendment terms do you propose to Georgia that (a) lift the locked pay-for-play from $200,000 to $220,000 immediately, (b) expand the ceiling from $260,000 to $300,000 via transparent triggers, (c) commit to 3 institutional media features without adding game-week post volume, and (d) open a sanctioned local marketing window of $30,000–$50,000 post-conference? What trigger math and rationale protect performance, recovery, and academics?

5) How do you protect fee integrity when parties try to reclassify payments?
If Georgia proposes routing $35,000 of a local brand’s media buy through the school so it “looks like” pay-for-play (instead of marketing), while also adding a $25,000 signing bonus (Day 30) and a $40,000 year-two retention kicker—and a national brand offers $60,000 “all-in” with $9,000 production to be athlete-paid unless restructured—then:

(a) What are VyroTalent’s correct commissions if you reject reclassification and classify streams properly (10% on pay-for-play, 20% on marketing), including the signing bonus and retention kicker when received?
(b) How do the commissions change if you successfully restructure the $60,000 marketing deal so the brand pays the $9,000 production direct to vendors?
(c) What three contract clauses (titles + one-sentence purpose each) do you insist on to prevent reclassification games (e.g., no-recharacterization, separate-streams, reporting/audit with 10-day documentation and 1.5%/month late-fee)?
(d) What one-paragraph email do you send to the AD and the brand that preserves the relationship while making your boundary unmistakable?