If you’ve spent any time scrolling LinkedIn lately (or read my blog posts), you’ve probably seen the headlines. Ownership changes. Consolidation. Budget cuts. Hiring freezes. Restructuring. Additional responsibilities piled onto already overloaded teams. It’s enough to make even the most accomplished television professional wonder what’s next. Let’s start with some good news. Despite all the […]
A Survival Guide from Carver Talent Congratulations. You graduated college. You survived finals, group projects, professors who still use PowerPoint templates from 2004, and enough ramen noodles to qualify as a sodium-based life form. Now comes the easy part. Just kidding. Now you have to find a job. And if you’re reading this because you
Dear College Graduate: So You Want to Work in Local Television? Read More »
Every recruiter has “the email.” The one you screenshot.The one you forward to a trusted industry friend with zero context except:“Read this. I’m speechless.” Here is mine. And I’m sharing this only to educate, not to embarrass this candidate. I pinky promise — and pinky promises are golden with my daughter. I’ve waited an appropriate
A Peek Into My Media Recruiting World: The $10 Million TV Sales Candidate Read More »
By Carver Talent The local television business is changing faster than many executives want to admit. Consolidation. Acquisitions. Budget compression. Corporate layering. Centralization. Hiring freezes disguised as “strategic pauses.” Department heads managing two stations, three platforms, four new revenue expectations, and five additional job responsibilities — often without meaningful increases in compensation. And yet, despite
The local television industry just made several very strategic leadership moves. And the timing is difficult to ignore. First, Nexstar Media Group announced Elizabeth Ryder as Executive Vice President, General Counsel, and Secretary to the Board of Directors — notably, an executive deeply tied to major acquisition and regulatory strategy during Nexstar’s biggest expansion years.
A Survival Guide for Television Station Leaders, Department Heads & Future GMs Let’s be honest. Most television executives were never actually taught how to negotiate compensation. They learned how to: But salary negotiation? Most people are just winging it with anxiety, ego, and advice from random LinkedIn “experts” who once negotiated an extra $4,000 and
Salary Negotiation in Television: Play Chess, Not Checkers Read More »
After 30 years in human resources and recruiting — including running recruiting for a large broadcast group and now spending the last 7 years owning my own media recruiting firm, Carver Talent — I’ve come to one undeniable conclusion: Recruiting is less of a profession and more of a front-row seat to the greatest reality
The media industry loves to talk about urgency. Breaking news. Quarterly revenue. Ratings books. FCC deadlines. Digital growth. Talent wars. But when it comes to hiring? Some media companies move like it’s 1997. Post a job. Wait. Pray. Interview the same recycled applicants their competitors already passed on. Drag the process out for 6-8 weeks.
Landing a General Manager role in today’s broadcast landscape isn’t about having “been around long enough” or “running a tight ship.” That baseline is assumed. The real differentiator is whether you can convincingly blend operator discipline with growth-minded aggression—without sounding like you’re trying to be two different people in the same interview. Stations don’t just
5 Ways Television Station GM Candidates Can Separate Themselves and Win the Job Read More »
Yes, I’m old enough to remember when resumes showed up in the mail. And get this, we posted job ads only in the local newspaper. Yikes… Actual newspapers and snail mail. Resumes delivered by the United States Postal Service. To an office. In an envelope. On expensive “executive” resume paper that could double as a
Recruiting Used to Be a Profession. Now It’s a Software Filter. Read More »
