How do you build and maintain a strong TV production network?

In this industry, you'll find talent rises to the top (with good timing and a 'hint' of nepotism), so one day someone might be your PA... the next few years, they might be your EP. Be respectful of your fellow crew and coworkers -- they might be the ones hiring you one day.

Work every job you can get in TV. Chances are, the other people on the productions are there for the same reasons, to learn and to move up the ladder.

Your career is a jungle gym; not a ladder. As you progress into your career, you'll find that hiring managers start narrowing down and pigeonholing on specific skillsets. The reality is: if you can tell a good story, the format is the least of your recruiter's worries. Titles and rates can usually diverge in this field. TIP: If you're willing to work hard and take a lower pay upfront for a higher title, do it! A higher credit title doesn't cost a production company anything, so it is fairly easy to negotiate. This would be a stepping stone to your next job, with a shiny new title and the actual rate that comes with it.

Pay it forward. Mentor someone. I mean really give them advice. The majority of DE&I initiatives for mentoring at the networks and companies themselves are lip service. Personally, I've never seen one worked out -- the executive mentor is usually distracted by their problems, and it usually just becomes a weekly lunch chat that goes nowhere. Some things I've done: - be transparent about rates and titles - encourage younger women to be smarter negotiators - share mistakes you've made, and what you would have done now - teach them a skill (editing, workflow management, budgeting, etc.) - explain reasons why some ideas work, and some don't - pass on advice on what they should be working on to get to their ideal role

When starting to network, it's important to decide who your target audience is and then create an action plan for reaching them. Using an Excel sheet, you can track when you last spoke with them and set alerts to remind you when to next reach out. Connecting via Linedkin means you can also easily send quick emails on birthdays and work anniversaries, making sure to always add something unique about them, rather than simply clicking congrats and send. Suggesting to others and connecting people within your network is also an excellent way to build, maintain and sustain relationships.

This may not be the most popular opinion, but it's my experience, and I believe it could be helpful. We don't give meaningful opportunities to anyone based on "networking". We do it based on their proven track record. Every job you take is essentially an audition for your next job. Much more important than networking is the positive word-of-mouth from your colleagues. Having people who've worked with you, endorse you, matters most. So, when you're on a job, even if it's just as a one-day freelance Production Assistant, be the BEST PA on set. Be kind, helpful, humble, proactive, and be seen. Then, you'll have others "networking" for you by recommending you. It worked for me (30+ years ago) and it's still how we hire today.

Broadcast is dying. Streamers and content creators have a hold on the Gen Z demo. Currently streaming is a clusterfudger; but don't forget about commercials, branded content, or events (virtual and in-person). These are all adjacent jobs that require the same skillset as TV production. Also, don't forget about your soft skills if you plan on shifting careers completely. Hires with a background in casting would make perfect recruiters!

Always be learning! This is a competitive industry. For example, Generative AI alone has cut down Post workflow and generating starter ideas. If you're not keeping up with this industry, you're going to be left behind. The technology used to create your story is equally as important as the story itself. :)