Filcro Media Staffing has extensive recruitment experience in highly specialized cross functional multi-platform environments dedicated to the business, technical and creative needs of the media and entertainment industries.
One such environment is talent payment. With combined interests and joint areas of responsibility to include: legal and business affairs, production, broadcast, accounting and monetization channels; talent payment is critical at many junctures as a catalyst to initiating, reconciling, conducting and finalizing the creation and dissemination of media products and services.
Filcro Media Staffing has recruited talent payment employees and their leadership for tactical and strategic responsibilities across all media platforms in domestic and international markets.
The selected talent payment executive profiles below are indicative of Filcro Media Staffing’s capacity to identify, recruit, attract and relocate expeditiously, the human resources necessary to facilitate any local, regional, national or global organization's talent payment requirements. These are just a few TP examples for review.
A Filcro Media Staffing talent payment executive search for review
One of the media and entertainment industry's most recognized leaders of talent payment across all media platforms. The firm’s goal was to expand into new geographics and services that pro-actively complimented the diversity of the media and entertainment communities the firm services.
Director Talent Payment
To identify a Director of Talent Payment to be based in Los Angeles, CA - USA. - The President also put forward the option of New York or San Francisco to assure that the best in class Talent Payment Executive could be attracted and minimize relocation costs. This Director of Talent Payment would be working with very high profile TV and Motion Picture Studios artists and their agents.
Due to attrition, the President required an addition to staff. The hiring executive saw this as an opportunity to expand the firm’s business, upgrade modality and build a succession plan.
Continuity going forward was paramount to allow for growth in the firm’s most active geographics in Los Angeles, New York & San Francisco. Los Angeles was the President's ideal.
Industry and Sector inclusion for Universe Compilation
Cable Television Networks
Digital Media Networks
Motion Picture Studios
Recording Industry Producers & Publishers
National Payroll & Talent Payment Companies
Filcro Media Staffing initiated the national executive search for a Talent Payment Director after speaking with the firm’s President.
The President voiced her concern of identifying the best person for the position and expressed latitude with compensation and geographics based on the new Director's capacity to service a demanding roster of major diversified media and entertainment companies. The recruiting process started immediately and the search was completed in approximately (4) four weeks.
The initial impression was that layered environments lacked the scope and autonomy we were seeking in the new Director. The culture of the hiring company required a more hands-on executive than we were seeing at the motion picture studios and TV networks. Medium sized producers of syndicated content, talent agencies and competitors if the client company were the most prolific sources of “ideals” as defined by the President.
Filcro Media Staffing having extensive experience recruiting internally for the TV, motion picture and advertising industries for talent payment personnel knew the key markets and environments to target for universe compilation, this factor and aggressive stance requested by the President along with granted autonomy expedited every phase of the search. Filcro Media Staffing presented candidates from New York, Los Angeles and San Francisco; all these targeted geographics were requested by the firm’s President setting up (3) three tiers that had to be culled.
Successful candidate identified
In her current role at a competitor of the client company the new Director was responsible for for all Commercial Talent contracts to include SAG, AFM, AFTRA, IATSE, DGA and others.
Currently managing a staff of 15+ consisting of Supervisors, Coordinators, Data Entry and Payroll Support Administrators the new Director of Talent Payment has strong experience managing employees throughout the United States. Her ability to manage nationally from remote locations was also desired by the President of the hiring entity.
With strong relationships with the various unions she was equally familiar with the motion picture studios, TV networks, digital content producers, advertising agencies and the media and entertainment industry as a whole. Her media industry contacts and business acumen were a correct fit for client company.
Her Talent Payment acumen was well above the mean and unions and media companies would often call her to to obtain guidance on complicated contract negotiations. This known presence in the industry would also allow for the recruitment of staff in the near future as she had a reputation of being a “good boss”. Everyone who worked for her and with her were complimentary on her management style and results oriented modality.
Filcro Media Staffing’s extensive experience recruiting for Talent Payment executives permitted the expeditious identification of an extremely talented Director of Talent Payment for the company's President.
The new Director was recruited out of Los Angeles so no relocation was required.
From the initiation of recruiting to the formal offer and acceptance a period of four (4) weeks transpired. Less than one (1) week was taken prior to the search to complete the Agreement and receive the firm’s financial obligations. The President's access and sincere desire to complete the search quickly was key to facilitating this time-line. Tony Filson functioning as Officer in Charge also expedited universe compilation.
The New Director became acclimated quickly and the President achieved her business goals as the search intended.
U.S. Multinational advertising agency talent payment administration executive search review
Senior Talent Payment Administrator and Talent Administrator (2) Two Searches
Search(es) Senior Talent Payment Administrator and Talent Administrator Based Minneapolis, MN - USA Search FirmFilcro Media Staffing Officer in Charge Tony Filson Reporting to Human Resources and the Executive Business Manager Recruitment GroupTalent Payment Industry Advertising for: TV, Music, Motion Picture, Radio, Creative, Photography, Production, Print, & Performance Artists
A major U.S. multinational advertising agency with offices in Hong Kong, London, New York, Minneapolis, Sao Paulo, Tokyo and Singapore. The firm operates business globally and this search was relevant to creative production accountability for SAG, AFTRA and AFM related administration in all their areas of operation.
The Director of Human Resources identified Filcro Media Staffing to conduct the search based on Filcro Media Staffing completing similar, senior level searches within the broadcasting industry in related creative production and business environments.
Executive Producers managing these environments as well as Programming Development executives in television and the motion picture industry all utilized Filcro Media Staffing making Filcro Media Staffing ideally qualified to conduct the search for Minneapolis, on a national basis. The client had just lost two key staff members and Filcro Media Staffing was asked to replace both at the same time. The firm was retained to identify one senior, and one junior Talent Payment employee to assure succession plans for the future.
Industry and Sector Inclusion:
Broadcast Television Networks
Cable TV Networks
Motion Picture Studios
Producers of Syndicated Programming
Music Producers, Music Publishers
Law Firms w/ Entertainment Practices
Filcro Media Staffing is Retained
The Filcro Media Staffing Officer in Charge of Search Tony Filson was asked to commence a a national search and establish guidelines to assure that both the Senior and Junior positions could be filled and that those identified would compliment and add value to the department's ability to service the creative producers and business management needs of the Agency. It was the opinion of Filcro Media Staffing from the onset that a suitable universe of candidates could be identified in New York, Los Angeles, Minneapolis and Chicago.
Filcro Media Staffing being retained to identify both new employees gave the firm an assured understanding of succession plans as they related to the present skill sets and future capacity needs of each employee. Clear definitions were established with the Director of Human Resources, Executive Business Manager and the Senior most Production Executive. Filcro Media Staffing was provided with a cultural understanding of the firm that was from (3) three different perspectives within the agency. This un-myopic view was extremely helpful in understanding the types of environments that would be ideal for the client during initial universe compilation. Since Filcro Media Staffing was charged with identifying both the Senior & Junior Talent Payment individuals we also knew there would be no “parity issues” as we clearly separated the required skill sets and talent payment experience into two distinct schedules.
The diversity of the production products which included standard commercials, long form and interactive, made it quite challenging when initially planning universe compilation across the the entire United States. Establishing an initial universe of qualified talent payment candidates was done with little or no latitude expressed in the hard skill set sectors. The client at the end of universe compilation decided to eliminate all candidates not coming directly from the Advertising Industry. The fact that Filcro Media Staffing reported directly to the hiring manager and human resources helped a great deal when what was perceived as a market driven search was in reality “budget based”. The involvement of HR and line gave them both an immediate sense of the market in other cities and what would be required from a compensation perspective to attract their “ideals”.
Challenges Facing the New Talent Payment Employees
Formulating talent session and residuals estimates
Providing teams with estimate revisions as needed
Calculating and processing talent sessions and residual payments per media buy.
Updating payments as changes in a media buy occur.
Comparing payments against estimates and advising production teams.
Tracking holding fees and sending out monthly holding fee notifications.
Negotiating commercial renewals and reinstatement of commercials
Setting up and maintaining records of all commercials
Making reuse payments based on traffic information
Tracking holding fees for all commercials
Analysis of media plans and the ability to suggest cost effective schedule to the teams
Breaking down residual estimates into Excel spreadsheets when required by client and /or teams
Maintaining direct client contact while servicing diverse internal groups
Assimilating trends with industry practices and burgeoning new media like interactive, short-films, etc.
Mentoring and teaching others in and out of the department
International talent and celebrity negotiations
Filcro Media Staffing’s Recruitment Solution
Filcro Media Staffing proceeded to Identify the "best in industry" talent payment managers who performed similar functions in and out of the advertising industry in Chicago, New York, Los Angeles, Detroit and Minnesota. Due to the uniqueness of the diverse skills required, the initial universe was weighted too heavily toward the top end of our desired compensation targets. It was prudent at that time to clearly define where we wanted to differentiate the Senior and Junior positions within the department. Concentrating on “ideal industry” experience as opposed to “ideal skill sets” ultimately led to the successful completion of the final universe.
Based on Filcro Media Staffing’s recruitment success in attracting candidates the hiring manager wanted to focus on tactical, autonomy and contract issues. This facilitated great clarity and it was then deemed appropriate by the client company to eliminate all candidates not coming directly from an agency environment. The types of relationships this Senior and Junior person would have to maintain was indeed unique and the client hiring manager wanted as short of an assimilation period as possible based on the absence of similarly skilled individuals within the company.
The Executive Manager and Human Resources allowed Filcro Media Staffing complete latitude and both positions were completely tiered in less than (3) weeks and the (2) two Talent Payment employees hired were identified, recruited, attracted and delivered in less than (1) one month. This was a special request by a company that greatly needed Filcro’s help.
The Successful Talent Payment Employees Recruited
A Senior Manager of Talent Payment from Detroit and an Administrator from Minneapolis. Both people hired were from major advertising agencies.
The new Senior Talent Administrator had strong mentoring skills that would be needed from the onset. With two new employees starting at the same time we identified an exceptionally mature person for her years that would be able to acclimate herself well as she helped develop the required skills in her new direct report. Her extensive experience with “Big 3” Automotive accounts had honed her skills in a highly demanding environment. This was a logical next step in her career in a “culture” that ultimately played a key role in her attraction. This client’s culture is exceptionally positive and healthy.
The new Talent Payment Administrator while lighter in experience had enormous acumen and understanding of all SAG, AFTRA and AFM codes and contracts that would normally be acquired in many more years of experience then he possessed. Again, the culture of the client company was key in attraction. The ability to accurately portray the skills and culture from the onset, assured success in the end. The lack of any relocation requirement was financially advantageous to the client and allowed an immediate transition to the new environment.
Both these searches were completed in a very brief period of time and reinforces justification for client companies to conduct retained searches on positions of varied levels to assure proper identification and completion of every assignment.