Two editors now,
our social media team later.
Two adaptive editors working alongside me and Crystal. We train them on our standards and grow them into the social media marketing team.
Hired as editors, grown into the team
Approximate. Post, trial, decide, then train
Two rates, and what is still open
Not experience levels. Both can already cut without hand-holding; both have to be adaptive.
Cuts on their own, and keeps up when the brief moves mid-event
All of that, and improves the content — brings references, calls the hook
Rates to confirm. Waiting on what Corrine and Shabir currently pay their editors, plus a benchmark I can stand behind, before I put a number in front of you.
The masthead
as it stands today
The work as it is divided today.
Scalability is not guaranteed. Two areas have no second person, and only production grows with volume — the one we can hand over.
It is an efficiency problem.
The way we run this does not scale.
Every editor starts from zero, so all of it gets re-explained. It gets us through an event — but it does not scale.
Back to zero every time. Quality swings, and the learning leaves with the editor.
Each event starts where the last finished. Corrections are made once, not every time.
Not all editors can adapt.
That is what we are hiring for.
Our content passes through several people, and how it runs is still moving. That has to be taught.
Briefed twice. Double work, context lost at every hop.
Briefed once, by the people living the changes.
Full training, not a handover
- Reading outliers, and sourcing them
- AI and the tools we use
- Nancy captions and on-screen text
- The editing brief, and how our content moves
Why it has to be adaptive
- We keep adapting our processes and briefs. We need people who work well inside that
- Borrowed clippers arrive with someone else’s habits.
- Adaptive, not passive.
Proven before we commit
How it goes now
- Availability decides it, because the event is close
- A portfolio shows their best work, not how they work
- We find out what they can do once it matters
What I would do instead
- A paid one-day trial before any commitment
- Real clips, minimal direction — the conditions they would work in
- Hire on what they produce, not on what they say they can do
A trial day is cheap. Finding out mid-event is not.
What is fixed,
and what we can shape
- Confidentiality on unreleased footage, event content and brand assets
- Clear scope per engagement — cutting, captions, overlays and our standards in; filming and licensed music out
- Ownership — final files and source footage are the company’s once paid
- Firm deadlines during live event hours
- Pay structure — hourly, day rate or per deliverable
- Revision rounds before extra charges
- Turnaround on evergreen content
- Conversion criteria and timeline
- Payment schedule
What I need
from you today
Approve the paid trial days.
Up to four candidates, one paid day each. That is the entire spend being approved today — the figure lands with the rates.
Confirm the headcount I am sourcing towards.
Two, or a different number — I need it before I start sourcing.
Send the confidentiality draft to whoever handles contracts.
Nobody starts paid work before it is signed, so this is the one item that can block the timeline.
Decided later, together, on output: who we hire, the final rates, and how the lead-in days are priced. I bring you the trial results and a written assessment first. A yes on the trial days by