Carver Corner

By Ty Carver

Every industry has business models that make perfect sense, and then there are a few that leave you wondering how they’ve survived for decades without anyone seriously questioning them. One that has always fascinated me is the traditional television talent agent model.

Before anyone misunderstands where I’m going with this, let me be clear: there are some outstanding talent agents in this business. The best ones negotiate strong contracts, provide career guidance, protect their clients during difficult situations, and help create opportunities that might not otherwise exist. There is real value in that expertise.

What I struggle with is whether the compensation model still makes sense in today’s television industry.

In most cases, on-air talent pays their agent a percentage of the compensation earned under the contracts the agent negotiates. That model was built during a very different era of broadcasting—an era when local television was growing, stations were expanding, salaries were climbing, and career paths were generally moving upward.

Look around today.

Consolidation has changed ownership structures. Layoffs have become increasingly common. Budgets are tighter. Many stations are asking employees to do more with fewer resources, and salary growth isn’t what it once was. Some talented journalists and broadcasters are simply trying to hold onto jobs they love.

Against that backdrop, many on-air professionals are still writing checks to an agent as part of the representation relationship.

That raises an interesting question.

If you’re an Anchor, Reporter, or Meteorologist working incredibly hard every day in one of the most challenging periods this industry has seen, does it still make sense to give up a percentage of your hard-earned compensation year after year?

I’m not suggesting talent shouldn’t seek professional advice. Quite the opposite. Having someone negotiate a contract, evaluate opportunities, or provide objective career counsel can be incredibly valuable. The question isn’t whether expertise has value. It absolutely does.

The question is whether an ongoing percentage of someone’s earnings is still the best model in 2026.

Most professional services have evolved. Executive recruiters are generally paid once for making a successful placement. Attorneys often bill for the work they perform. Financial advisors increasingly compete on transparent fee structures. Nearly every industry has adapted its business model as markets have changed.

Television has changed dramatically over the past decade, yet this particular model has remained remarkably consistent.

Perhaps it’s because that’s the way it’s has always been.

Or perhaps it’s simply a conversation the industry hasn’t been willing to have.

Either way, it’s a conversation worth starting.

I’d genuinely like to hear from both sides. If you’re on-air talent, do you believe you’re receiving value that justifies the ongoing cost? If you’re an agent, how has your value proposition evolved as the industry has changed?

Healthy industries don’t improve by avoiding uncomfortable questions. They improve by asking them.

About Carver Talent

Carver Talent specializes in recruiting high-impact leaders across local television, digital media, revenue leadership, news management, and broadcast operations nationwide.

We understand this industry because we live in it every day.

And in a media landscape evolving this quickly, strategic talent decisions matter more than ever.

Ty Carver has over 30+ years of recruiting, HR management, sales, and leadership experience…including the last 15 specific to the broadcast media industry. He is the Founder/CEO of Carver Talent, a local broadcast media management recruiting firm. As the former Head of Recruiting for Raycom Media, he has deep industry relationships. Have a media corporate executive/management or television station management recruiting need? Contact ty@carvertalent.com for more information.