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 »
For years, local television groups have obsessed over ratings, retrans fees, streaming strategy, digital transformation, and cost containment. But behind the scenes, another crisis has quietly been building inside television stations across America. The engineering brain drain. And unlike a bad ratings book or a missed revenue forecast, this problem cannot be fixed overnight. Because
