Talent Directors
Tasks Include:
- Review performer information, such as photos, resumes, voice tapes, videos, and union membership, to decide whom to audition for parts.
- Read scripts and confer with producers to determine the types and numbers of performers required for a given production.
- Select performers for roles or submit lists of suitable performers to producers or directors for final selection.
- Audition and interview performers to match their attributes to specific roles or to increase the pool of available acting talent.
- Maintain talent files that include information such as performers' specialties, past performances, and availability.
- Prepare actors for auditions by providing scripts and information about roles and casting requirements.
- Serve as liaisons between directors, actors, and agents.
- Attend or view productions to maintain knowledge of available actors.
- Negotiate contract agreements with performers, with agents, or between performers and agents or production companies.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: -1.4%
National: +7.6%
Education
Bachelor's Degree
Job Zone:
Four: Considerable Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$85,320.00
State
$64,880.00
Regional
Talent Directors
Description
Career Cluster: | Arts, Audio/Video Technology & Communications |
Audition and interview performers to select most appropriate talent for parts in stage, television, radio, or motion picture productions.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Education
Required Level of Education
- Bachelor's Degree = 42.31%
- Associate's Degree (or other 2-year degree) = 18.77%
- Master's Degree = 10.89%
- Some College Courses = 10.24%
- Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. = 8.55%
- First Professional Degree - awarded for completion of a program that: requires at least 2 years of college work before entrance into the program, includes a total of at least 6 academic years of work to complete, and provides all remaining academic requirements to begin practice in a profession. = 7.49%
- High School Diploma - or the equivalent (for example, GED) = 1.34%
- Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production) = 0.40%
Related Work Experience
- Over 4 years, up to and including 6 years = 32.37%
- Over 2 years, up to and including 4 years = 20.85%
- Over 1 year, up to and including 2 years = 19.72%
- Over 1 month, up to and including 3 months = 8.63%
- Over 6 years, up to and including 8 years = 7.49%
- Over 10 years = 6.51%
- Over 6 months, up to and including 1 year = 4.02%
- None = 0.40%
On-Site or In-Plant Training
- None = 28.68%
- Over 6 months, up to and including 1 year = 24.23%
- Over 1 month, up to and including 3 months = 15.99%
- Up to and including 1 month = 12.68%
- Over 3 months, up to and including 6 months = 10.76%
- Over 1 year, up to and including 2 years = 7.23%
- Over 2 years, up to and including 4 years = 0.42%
On-the-Job Training
- Over 6 months, up to and including 1 year = 31.37%
- Over 1 month, up to and including 3 months = 23.12%
- Over 1 year, up to and including 2 years = 16.28%
- Anything beyond short demonstration, up to and including 1 month = 9.77%
- Over 2 years, up to and including 4 years = 9.58%
- Over 3 months, up to and including 6 months = 8.88%
- None or short demonstration = 0.60%
- Over 4 years, up to and including 10 years = 0.40%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Tasks
Core Tasks Include:
- Review performer information, such as photos, resumes, voice tapes, videos, and union membership, to decide whom to audition for parts.
- Read scripts and confer with producers to determine the types and numbers of performers required for a given production.
- Select performers for roles or submit lists of suitable performers to producers or directors for final selection.
- Audition and interview performers to match their attributes to specific roles or to increase the pool of available acting talent.
- Maintain talent files that include information such as performers' specialties, past performances, and availability.
- Prepare actors for auditions by providing scripts and information about roles and casting requirements.
- Serve as liaisons between directors, actors, and agents.
- Attend or view productions to maintain knowledge of available actors.
- Negotiate contract agreements with performers, with agents, or between performers and agents or production companies.
- Contact agents and actors to provide notification of audition and performance opportunities and to set up audition times.
- Arrange for or design screen tests or auditions for prospective performers.
Supplemental Tasks Include:
- Hire and supervise workers who help locate people with specified attributes and talents.
- Locate performers or extras for crowd and background scenes, and stand-ins or photo doubles for actors, by direct contact or through agents.
- Direct shows, productions, and plays.
- Teach acting classes.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Additional Resources
For general information about theater arts and a list of accredited college-level programs, contact:
National Association of Schools of Theater
11250 Roger Bacon Dr.
Suite 21
Reston, VA 20190
http://nast.arts-accredit.org/
For general information on actors, producers, and directors, contact:
Actors Equity Association
165 West 46th St.
New York, NY 10036
http://www.actorsequity.org
Screen Actors Guild
5757 Wilshire Blvd.
Los Angeles, CA 90036-3600
http://www.sag.org
American Federation of Television and Radio Artists-Screen Actors Guild
4340 East-West Hwy.
Suite 204
Bethesda, MD 20814-4411
http://www.aftra.org
http://www.sag.org
The data sources for the information displayed here include: Virginia Career VIEW Research. (Using onet28)
Talent Directors
Knowledge
% | Subject | Description |
---|---|---|
80.00 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
75.50 | Customer and Personal Service | Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
65.00 | Communications and Media | Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media. |
64.75 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
62.50 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
60.25 | Administrative | Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
58.00 | Fine Arts | Knowledge of the theory and techniques required to compose, produce, and perform works of music, dance, visual arts, drama, and sculpture. |
54.75 | Sales and Marketing | Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Skills
% | Subject | Description |
---|---|---|
75.00 | Active Listening | Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
75.00 | Speaking | Talking to others to convey information effectively. |
72.00 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
72.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
72.00 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
72.00 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
59.50 | Negotiation | Bringing others together and trying to reconcile differences. |
59.50 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
56.25 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
56.25 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
56.25 | Time Management | Managing one's own time and the time of others. |
56.25 | Coordination | Adjusting actions in relation to others' actions. |
53.00 | Persuasion | Persuading others to change their minds or behavior. |
50.00 | Instructing | Teaching others how to do something. |
50.00 | Management of Personnel Resources | Motivating, developing, and directing people as they work, identifying the best people for the job. |
50.00 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Abilities
% | Subject | Description |
---|---|---|
78.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
75.00 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
75.00 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
68.75 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
68.75 | Speech Clarity | The ability to speak clearly so others can understand you. |
65.50 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
65.50 | Originality | The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem. |
65.50 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
62.50 | Problem Sensitivity | The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. |
62.50 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
62.50 | Speech Recognition | The ability to identify and understand the speech of another person. |
56.25 | Fluency of Ideas | The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
56.25 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
53.00 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
50.00 | Far Vision | The ability to see details at a distance. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Work Activities
% | Subject | Description |
---|---|---|
87.50 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
84.25 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
81.50 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
79.50 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
75.00 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
73.00 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
71.50 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
67.50 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
66.50 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
64.50 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
62.25 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
61.00 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
61.00 | Performing for or Working Directly with the Public | Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. |
57.50 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
56.75 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
54.00 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
52.25 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
49.50 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Work Styles
% | Subject | Description |
---|---|---|
93.50 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
91.50 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
89.50 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
84.50 | Persistence | Job requires persistence in the face of obstacles. |
82.50 | Integrity | Job requires being honest and ethical. |
81.75 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
81.00 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
81.00 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
80.25 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
77.25 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
77.25 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
77.00 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
71.75 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
71.00 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
57.00 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
56.25 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Work Values
% | Subject | Description |
---|---|---|
72.17 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
72.17 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
66.67 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
66.67 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
61.17 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Work Context
% | Subject | Description |
---|---|---|
98.60 | Electronic Mail | How often do you use electronic mail in this job? |
95.60 | Telephone | How often do you have telephone conversations in this job? |
91.40 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
91.00 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
89.00 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
89.00 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
88.60 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
84.60 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
84.40 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
83.40 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
79.20 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
78.80 | Spend Time Sitting | How much does this job require sitting? |
75.80 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
75.40 | Letters and Memos | How often does the job require written letters and memos? |
75.00 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
73.20 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
66.60 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
66.40 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
65.00 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
58.60 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
52.20 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
50.80 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Job Zone Four: Considerable Preparation Needed
- Overall Experience
- A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
- Job Training
- Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
- Examples
- Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators.
- Education
- Most of these occupations require a four-year bachelor's degree, but some do not.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $42,140.00 | $85,320.00 | $127,970.00 |
Virginia | $37,150.00 | $64,880.00 | $88,120.00 |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | $56,951.96 | $84,630.42 | $107,897.61 |
Bay Consortium | $43,377.53 | $66,782.83 | $88,106.07 |
Capital Region Workforce Partnership | $38,698.34 | $60,415.14 | $78,102.82 |
Central VA/Region2000 | $38,137.59 | $53,380.78 | $72,488.00 |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | $46,916.52 | $64,644.69 | $81,569.12 |
Hampton Roads | $41,945.53 | $62,257.33 | $83,284.61 |
New River/Mt. Rogers | $32,216.43 | $46,147.04 | $64,740.23 |
Northern Virginia | $59,390.21 | $83,101.85 | $104,787.50 |
Piedmont Workforce | $42,179.18 | $62,585.48 | $87,261.82 |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | $36,532.16 | $52,890.64 | $67,525.31 |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Talent Directors
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 166,200 | 178,900 | +7.6% |
Virginia | 2,001 | 1,972 | -1.4% |
Region | Current* | Projected | % Change |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Talent Directors
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Agents and Business Managers of Artists, Performers, and Athletes
- Producers and Directors
- Music Directors and Composers
- Media Programming Directors
- Art Directors
- Choreographers
- Musicians and Singers
- Writers and Authors
- Public Relations Specialists
- Media Technical Directors/Managers
- Actors
- Broadcast Announcers and Radio Disc Jockeys
- Human Resources Specialists
- Poets, Lyricists and Creative Writers
- Training and Development Specialists
- Instructional Coordinators
- Meeting, Convention, and Event Planners
- Directors, Religious Activities and Education
- Training and Development Managers
- Advertising and Promotions Managers
Careers in Performing Arts Pathway:
- Actors
- Agents and Business Managers of Artists, Performers, and Athletes
- Choreographers
- Costume Attendants
- Dancers
- Disc Jockeys, Except Radio
- Entertainers and Performers, Sports and Related Workers, All Other
- Makeup Artists, Theatrical and Performance
- Media Programming Directors
- Media Technical Directors/Managers
- Music Directors and Composers
- Musicians and Singers
- Producers and Directors
- Talent Directors
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
View Videos
CareerOneStop Video
View Video & Transcript on CareerOneStop
CareerOneStop Arts, Audio/Video Technology & Communications Videos
Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Talent Directors
Military Training
The following military job classifications are available for this occupation:
- Information
- Photography, General
- Pictorial
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet28)
Talent Directors
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Titles
- Artist and Repertoire Manager
- Artistic Associate
- Artistic Director
- Casting Agent
- Casting Assistant
- Casting Associate
- Casting Coordinator
- Casting Director
- Contestant Coordinator
- Entertainment Agent
- Extras Casting Director
- Pageant Director
- Production Coordinator
- Production Director
- Talent Agent
The data sources for the information displayed here include: O*NET™. (Using onet28)
Talent Directors
Related Schools
- Averett University
- Bluefield University
- Bridgewater College
- Brightpoint Community College
- Emory & Henry College
- Ferrum College
- George Mason University
- Hampden-Sydney College
- Hampton University
- Hollins University
- James Madison University
- Liberty University
- Mary Baldwin University
- Norfolk State University
- Northern Virginia Community College
- Old Dominion University
- Radford University
- Randolph College
- Randolph-Macon College
- Regent University
- Roanoke College
- Shenandoah University
- Southern Virginia University
- Sweet Briar College
- University of Lynchburg
- University of Richmond
- University of Virginia-Main Campus
- Virginia Commonwealth University
- Virginia Polytechnic Institute and State University
- Virginia Union University
- Virginia Wesleyan University
- Washington and Lee University
- William & Mary
The data sources for the information displayed here include: O*NET™. (Using onet28)