Talent Manager – Creator / Digital First

Overview

• Working as part of our wider Entertainment team, bringing together our Entertainment and Creator / Digital First rosters and their respective managers.
• Responsible for leading the professional careers of around 6-10 individuals who operate as talent within the Entertainment industry, securing opportunities that align with their career aspirations, and ensuring their professional growth.
• At Talent manager level there is an understanding that some clients will be development level but there should be clear career goals set out for them to become more established in their particular field / category in addition to being able to secure commercial opportunities.
• Talent Managers may have the support or shared support of an assistant or co-ordinator to support their rosters growth once capacity has reached a certain threshold.
• They input into wider department and company strategy, introducing opportunities for wider team members and sharing key industry knowledge and insights.
• Talent Managers should be keen to establish relationships with key stakeholders from across the Entertainment industry. They should have experience of liaising between Talent and external stakeholders as well as managing conflict and / or crisis.
• Talent Managers work to a set of financial and creative targets. Over time these goals develop and enhance the careers of clients and that of the associated Manager.
• Talent Managers may progress to a Senior Talent Manager position over time and once objectives are consistently exceeded.

Key Responsibilities

• Talent Representation: to represent, and be the overall manager of, a diverse roster of talent who work within the creator economy, seeking to ensure that their career goals are met over time.
• Client Development: to develop and implement strategic career plans for talent across different verticals but where the core business is content creation. This may include (but is not limited to) brand campaigns, branded content series, edits, platforms such as LTK / Amazon Storefront / Substack, live hosting opportunities, broadcast opportunities (such as Podcasts) and Intellectual Property projects (such as client owned brands).
• Contract Negotiation: to negotiate contracts and deals on behalf of talent, using best practice and in support of the wider company’s objectives to achieve a high benchmark of terms across the company roster.
• Industry Networking: to build and maintain strong professional relationships with industry professionals and key stakeholders across the industry.
• Opportunity Sourcing: to identify and secure opportunities for talent, such as brand partnerships, endorsements and collaborations. This requires proactive outreach and strategic out the box thinking.
• Brand Management: to develop and manage the public image and personal brand for the talent, including social media presence and public appearances, with a keen eye on long term strategy.
• Administrative Tasks: to handle day-to-day administrative tasks, including scheduling, gifting, travel arrangements, campaign management, content delivery, legal agreements (including working diligently and collaboratively with the legal team) and promptly and accurately raising invoice requests on the company’s invoice request system and responding promptly to any queries from the finance team.
• Peer to peer learning: supporting colleagues on areas of the business where you have experience for the benefit of their development and / or clients, as well as being open to this same learning from your fellow colleagues when needed too.
• Shared Resilience: Talent Managers will regularly seek counsel from more senior colleagues to enrich a deal and develop their skillset. They know when to ‘report up’ or seek approval on more onerous, complex or substantial deals.
• Conflict Resolution: with support from other senior colleagues, or company Directors (where applicable), address and resolve any issues or conflicts that arise between talent and stakeholders.
• Managing Business Risk: by flagging key issues early on with company Directors or colleagues in the Business Affairs team and knowing when to ‘report up’.
• To Promote Environmental Sustainability: by advocating for environmentally responsible practices within the company, identifying opportunities to reduce our carbon footprint and implementing sustainable initiatives.
• To Support Social Responsibility Initiatives: by contributing to corporate social responsibility (CSR) programs and initiatives, fostering diversity, equity, and inclusion within the workplace.
• To Ensure Good Governance Practices: by adhering to ethical business practices and promoting a culture of integrity, complying with relevant regulations and industry standards.
• To Stay Informed on ESG Trends and Best Practices: by staying up to date on emerging ESG regulations and best practices, sharing knowledge and insights with colleagues to promote continuous improvement in ESG practices.