The Leeds United manager has laid out the important aspects for transfer success this January
Isaac Johnson Leeds United reporter
10:37, 12 Jan 2026
Daniel Farke is not a back-seat driver in Leeds' recruitment system
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Daniel Farke is not a back-seat driver in Leeds' recruitment system(Image: Andrew Kearns - CameraSport via Getty Images)
Daniel Farke has underlined his desire to attain a tight-knit Leeds United squad for cohesion purposes when explaining why there will be no mass turnover in the January transfer market. His philosophy also applies to senior recruitment staff.
In the past few weeks, two Premier League managers have been sacked after fallouts with their respective boards. Of course, Ruben Amorim was dismissed by Manchester United after his rant following last Sunday’s 1-1 draw at Elland Road.
In his epilogue, he made clear about wanting to be the manager of the club, and not the coach, and referenced the sporting director amid reports of a rift regarding transfers.
Enzo Maresca left Chelsea a few days earlier amid disagreements over the path forward with the hierarchy, again reportedly due to being at odds over transfer control. Leeds are known to have a collaborative approach when it comes to recruitment.
Data is a key pillar of the recruitment process but Farke can suggest his own players and can veto any signing; Leeds will not bring in a player he does not want. Perhaps this could not be guaranteed for Maresca and Amorim at Chelsea and Man United respectively.
While Leeds’ recruitment staff - such as scouts and analysts - number more than a few, the transfer figureheads can be counted on one hand. Chairman Paraag Marathe has the final sign off.
Managing director Robbie Evans and sporting chief Adam Underwood are the main drivers with Alex Davies in the role of head of recruitment. And of course, there is Farke himself.
The common insinuation from recent external managerial departures at other clubs has been that there are too many cooks in the kitchen who are trying to dictate what people are doing in the restaurant, front of house.
“For me, clubs will be successful when there is just a small amount of [recruitment] people really in charge to give direction,” said Farke last week. “Because it makes no sense to have 30 people around who all have an idea.
“Then you always have to have a round table, and then you ask too many questions, and everyone has other ideas. So I believe in a small group of key people. Nowadays, It's also not a one-man show anymore.”
So there is a clear message to the 49ers not to overbloat the transfer boardroom at any given point - not that they are thinking about adding personnel. But they know the manager’s stance for the long term. Farke also laid out what he deems the recipe for success when it comes to transfers.
“It's important also that you are capable to work also in the team, but within the team, you need clear processes, clear responsibilities, and most important is that you are all on the same page,” he said.
“And if this is the case, then you have a chance as a club to be successful. If not, if you go into different directions, it's difficult to be successful. This is my general attitude to this topic.”
Farke added: “The most important thing is, in general, that the key people in the club, they have to be on the same page.
“They need to have the same view on things, and they need to go in the same direction. And if this is the case, and they are clear processes that are spoken about, and everyone adapts to it, then then you have a good chance.”
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The recruitment structure in which Leeds operate means that there is no room other than for all to be on the same page, given Farke can red light any transfer. If at any stage in the process the boss signals to end the chase, the club will oblige.
So while the manager does not have total authority over targets, he does have autonomy over who comes in, which is a healthy balance and one that will be deployed this January as Leeds search for one or two new players, most likely attackers.