If recruiting the right people were simple,
you wouldn’t need me.
A long-standing network of talented people.
You want to hire for the needs of the project, not around the personality of the talent. Then again, it’s hard to quantify the cost when a team isn’t getting along, though your guess is that it's not very efficient.
Meanwhile, Story is struggling, sequences are stalling, and your production accountant is squirreling away the “production nuts” because they know OT is inevitable. Let’s not let that happen to you.
Enticing and persuading top candidates.
Changing jobs, lunch buddies, or even the average seasonal outdoor temperatures in summer vs. winter can be a VERY big deal to candidates (Will they have to buy a parka for their chihuahua? Is that included in the relo package?).
Ultimately, candidates want to know more about you, your projects, how they’ll gel with their team, and if they can trust the studio’s promises. These are honest conversations a candidate is more open to having with a “neutral” recruiter like me as I consult the candidate and the studio along the way.
Confidently make first-class hires.
Production time is valuable. You want to spend less time interviewing the wrong candidates, more time speaking to candidates who are genuinely interested and a fit for your role, and then back to making decisions on the show.
Recruiting is both an art (my vested network of talent) and a science (effectiveness). I approach recruiting like a producer. I often work backward from where you want to end; getting the right people HIRED, and nurturing others to bring out their best.
I partner with you and your team every step throughout the recruiting process so that after the interview, you’ll likely send me emails like this:
Supervisor’s immediate feedback after an interview.
Lovely email from a department head.
I treat candidates how I would want to be treated, which is why offer acceptance rates go up when I recruit for you.
(one client had 60.7% improvement)
Client Testimonials
Like having a rocket embedded into our existing team
“We very rarely use external recruitment services to support us with artist/production hiring. It felt like a gamble as to whether it would be worth the investment to uncover talent that we wouldn’t be able to find ourselves.
It wasn’t like using an external recruitment service at all, but rather like having a rocket embedded into our existing team focused and targeted on what we really needed most.
The fact that Tiffany is willing to attend internal meetings and work directly with our hiring managers and senior management made working with Talent Outpost seamless and completely removed my concerns. This was a real partnership!
Absolutely recommend Talent Outpost! You’ve helped us shortlist and secure amazing people.”
— Amy Smith, Head of Talent at Framestore
She’s dialed into a world-wide rolodex
Tiffany was key in helping us build out the cg pipeline for MY LITTLE PONY. Ever grateful to Tiffany for consistently coming through with great talent while making magic happen in respect to our budget parameters (especially when we were in a pinch!) We also appreciated her ability to flexibly navigate our expanding / contracting and last minute needs. She gets it from the studio management and a slate/gap management perspective too. She’s dialed into a world-wide rolodex.
— Cecil Kramer, Producer, My Little Pony: A New Generation at Boulder Media
Providing the clarity and thoroughness to approach key talent
“Our studio’s limitation was internal bandwidth to support the recruiting process. Talent Outpost provided the clarity and thoroughness to help us define our recruitment workflows and identify and approach key talent to enhance the skill set of our team. “
— Damien De Froberville, former CEO at Sergio Pablos Animation and current EVP of Production at Sony Pictures Animation
We’ve have a full and amazing team now!
“We had used a recruiter before who never found us anyone! I was nervous about using a recruiter again. Tiffany was so fun to work with and effective at building our team. We have a full and amazing team now - so HUGE thanks to you!”
— Rita Mbanga, Producer at Sunrise Productions
Brilliant service and experience from a client POV.
“We’d not used Talent Outpost before, which came with an associated risk for us to widen our candidate pool. However, from the initial briefing to the regular updates through to placement, at no point did I ever feel Talent Outpost delivered less than 100%. Brilliant service and experience from a client POV. Plus a really competitive price. We’ve paid a lot more for a lot less!”
— Paula Newport, Head of People & Culture at Aardman Animations
We saw a high success rate for finding and recruiting key talent.
“Talent Outpost took on a lot of the process of identifying ideal candidates based on the requirements and getting pre-screened candidates who already know what they are interviewing for. This process is very effective and provides a very streamlined and professional experience for all parties involved.
Not only does Tiffany have a large network within this industry, but she also has the background and hands-on experience in the Animation and VFX production process. Definitely would recommend Talent Outpost because we saw a high success rate for finding and recruiting key talent.”
— Markus Kurtz, VP, Animation Technology at DNEG
We’ve drawn HUGE talent!
Loved that Talent Outpost took the time to listen and understand not only our skill requirements but also what our team culture is and then looked for candidates that ticked both boxes!
We’ve drawn HUGE talent!
— Jacqui Cunningham, Studio Owner at Sunrise Productions
I've got your back.
Here’s how it works.
1. A HIGH LEVEL CHAT
We set-up a call to talk studio, culture, the roles you’re looking to fill, plus your expectations of working with someone like me. I develop your role's search strategy and painstakingly cull my network of top prospective candidates fitting your requirements.
I make a list and check it twice by manually reviewing each and every resume, reel, and credit list to weed out the so-so from the exceptional candidates that align to your team. If they pass this step, I move into our engagement strategy; phone interview and a careful work history review before they receive my shared candidate recommendation to you.
2. YOU’RE ON DECK
You review the people I've introduced and decide who you want to meet (scheduling interviews, I'm on it!).
The quality of how you conduct interviews is your BIGGEST role in recruiting, which is why I provide detailed pre-interview notes per candidate, so you go into the meeting with a game plan.
You live and breathe your company's culture and enthusiasm for the project, and it must come through in your interviews. You know best what is needed for the team, and the choice to hire is always your call.
I am here as a partner and sounding board to help you and the candidate make good decisions. I streamline the recruiting process so you can focus on your most important choice: to hire or not to hire.
3. A ROUND OF HIGH FIVES
Throughout the interview process, I stay in step with you and the candidate to ensure you both feel the same way about each other. If you love the candidate and you want them on your team, it leads to me extending the offer on your behalf.
As your recruiter and headhunter, my sole responsibility is to identify and entice the most qualified people away from their current studio and facilitate their transition to your studio for their first day.
This sounds awesome!
(how much is it gonna cost?)
Each of our searches are as different as your projects.
Once we've had our initial chat, I’ll prepare a proposal for your review and contract for approval. The service fee is determined through analysis of the role, responsibilities, compensation, studio reputation, and competitive market. Depending on your circumstances, I'll recommend a recruiting service model based on your role(s), hiring timeline, and volume of service needed to achieve your preferred candidate start dates. I'd prefer we structure our relationship more like a partnership to help ensure that you’re hiring the right people for you.
Invoices are due within 30-days of issue date, paid by the hiring company, never by the candidate.
Let’s Chat!
TELL ME WHAT YOU NEED HELP WITH.
Click below to get started!