Leverage data mining and technology heavily. In an age of information we could have groupings of players we send automatic emails or texts out to with where they might be. Here is some breakdown examples of what I'm thinking without any general knowledge of what the compliance restraints might be:

Group 1- The top 100ish recruits we feel we have a real shot at- they are legacy recruits or have come on campus or to camps- to these our recruiting staff should be contacting multiple times a week or as often as allowed. Keep detailed notes on their lives, family etc. A couple hours a week you blast through these names with the relevant BYU coach who can add personal details etc. When anything is received back send it to the relevant recruiting coach to respond or just be aware etc. Coaching phone calls when allowed as frequently as viable. In person visits when viable. Likely lots more.

Group 2- The top 200ish recruits we would love to have a shot at but probably won't get one. Send them something every couple of weeks and include a rolling portion of them in discussions with BYU coach meetings to add personal details. If they reach out or respond forward to relevant coach to further respond or have knowledge. In person visits or phones calls when any flicker of interest is shown and such interaction is viable.

Group 3- Very Solid players who could still develop, show they could be good enough, or become viable options if other fall through- Reach out ever few weeks with tips or encouragement. Record and follow data to look for improvements, wins, achievements and comment on those to make personal. Send strong encouragement to come to BYU camps so coaches can look at them in person. If they reach out make the recruiting leadership the main responders but if a player is standing out maybe involve coaches. The top few who are standing out the most should start to be rolled into discussions with coaches. Monthly audit of new information to consider if any players should be considered to move to a higher group.

Group 4- Sub par talent or situation with remote likelihood of BYU being interested but who could possibly become something for someone or have a valuable family or community tie to BYU. Email or letter once every couple of months with general encouragement but clear that BYU has to evaluate a lot of talent and find the best fits for its program. Definite encouragement to come to camp for in personal evaluation and to send updates on accomplishments. File away received data for quarterly audit of new information regarding changes that might move the individual from 4 to 3.

Group 5- BYU has no interest whatsoever because of ability, size or other. One kind letter of thank you for interest you are welcome to come to camp and be evaluated. With so many other players we are currently pursuing we would likely not pursue but that could always change. If you have major accomplishes please let us know and we will take those into account. Future emails should be filtered into its own account. Once every 6 months a very brief audit should be done looking for key words or phrases which could show growth relevant to a change in BYU recruiting interest. Some one can look through those for a few hours to see if anyone stands out and compare against the filed reasons for no interest. If any change might shift BYU interest, forward updates to a recruiting leader for review. The recruiting leader can add notes to the file and/or move them to Group 4 or 3.

Maybe they do something like this already but it seems like these types of communications would be an obvious. The level of communication should increase significantly for the kids we actively want who we think we could land. They should know we just can't imagine them anywhere else. At the highest level these kids should be best buddies with the coaches to the point that it becomes immensely difficult to imagine themselves playing for anyone else.