At the forefront of the talent management team, the Talent Manager needs to be entrepreneurial, strategic, decisive and commercial.
The Manager reports into a Talent Director and probably works with a Coordinator or Assistant on a roster of between three and eight talent, typically. The Manager’s role is entirely proactive with the Coordinator focused on reactive opportunities. The majority of the role is likely to be comprised of proactive, commercial conversations with potential partners for the talent across an array of industries.
• Developing each talent’s strategy keeping it realistic, timely but ambitious.
• Managing talents’ image
• Managing talents’ revenue by securing new opportunities and diversifying income streams wherever possible
• Oversee reporting to talent whether that be weekly updates, monthly finance reports or biannual meetings
• Driving roster revenue
• Retaining talent
• Probable line management of Talent Coordinator/Assistant
Skills & Knowledge:
• Articulate and clear communication whether in person, by phone or by email.
• Being able to manage key stakeholders (including the talent) so that expectations are always managed as best possible.
• Being able to foresee potential issues or roadblocks in advance and successfully navigate around those.
• Being able to adapt behaviour from one talent to another talent and not taking a one size fits all approach.
• Stay on top of industry developments and share insights with the wider team that may affect the business or talent.
• The ability to negotiate large, complex commercial partnerships for talent across brands, publishing, licensing, mobile, live, and other relevant industries.
• The ability to develop key relationships on behalf of each talent whether that be with a brand marketeer, a publication, or a platform.
• Able to handle any serious crisis management for talent alongside key stakeholders i.e. a publicist or senior management.