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 »
There are certain phrases in recruiting that sound polished, reasonable, and professionally neutral… and still immediately change the temperature of a conversation. In media recruiting, “mutual parting of the ways” is one of them. To be clear: it is not automatically disqualifying. But it is close enough to a disqualifier in practice that experienced hiring
Stop Saying This in Interviews: “Mutual Parting of the Ways” Read More »
The media industry is one of the smallest “big industries” in America. Television, radio, digital, streaming, sales, engineering, creative, executive leadership — everybody knows somebody who knows somebody. There’s no six degrees of separation here like the Kevin Bacon game. In media, it’s usually one or two phone calls before someone knows your background, work
Media Industry Recruiting: 10 Smart Tips, Tricks, and Career Hacks That Actually Matter Read More »
The media industry loves to talk about innovation. AI-powered workflows. Digital transformation. Audience engagement. Revenue diversification. Multi-platform strategy. But let’s ask a less glamorous question: When did hiring become so impersonal? Because if you talk privately with candidates across broadcast television, digital media, streaming, radio, ad tech, and corporate media groups, there’s a recurring theme
Corporate Recruiting in Media: Efficient or Broken? Read More »
Why do relationships matter in executive recruiting? Because the best candidate rarely looks perfect on paper… A little over a month ago, my firm, Carver Talent, took on a Director of Sales search for a television station in a Top 50 market. Excellent station. Strong ownership. Incredible city. The kind of opportunity media sales leaders
The Resume Said “LSM.” The Interview Said “Future DOS.” Read More »
Local television is changing fast. Faster than most station management teams want to admit publicly. Budgets are tighter. Expectations are higher. Corporate pressure is high. Digital revenue demands are growing. Newsrooms are evolving. AI is entering workflows. And somewhere in the middle of all of it, talented managers are quietly asking themselves the same question:
Your Career Isn’t Stalled. You’re Just Playing Defense. Read More »
There’s a funny thing that happens in recruiting — especially in media. A recruiter reaches out to a candidate about a “confidential opportunity,” and within five minutes the candidate wants: All before agreeing to a 15-minute conversation. We get it. Candidates are busy. Smart people protect their time. The internet has also trained everyone to
Why Recruiters Don’t Hand Over the Keys to the Castle on First Contact Read More »
