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© 2009 IAE Magazine, a publication of NFluential Holdings, LLC
Online Privacy Policy | Advertise | Contact Us | NFluential Holdings, LLC
© 2009 IAE Magazine, a publication of NFluential Holdings, LLC
IAE magazine is published by
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| Do You Need A Manager? |
Published: Oct/Nov 2009 - Vol.1, Iss.1 of IAE Magazine
Copyright © 2009, N'Fluential Publishing. All Rights Reserved.
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continued....
Some of the “red flags” that you are dealing with a fly-by-night manager are:
While these are only a few of the vast list of red flags when dealing with a fly-by-
night manager, this should give you a good idea of what to look for before signing
with a manager.
NEWBIE MANAGERS
Most newbie managers run boutique/small operations and tend to only manage a
small number of clients (1-10 people). Sometimes this type of manager, if well
connected or willing to establish connections, are the best ones for up-and-coming
talent because they work very hard and you can grow with them. Some of the Pros
and Cons when it comes to a newbie manager are as follows:
Copyright © 2009, N'Fluential Publishing. All Rights Reserved.
PAGE 2 of 3
----------------------------------------------------------------------------------------------------------
continued....
Some of the “red flags” that you are dealing with a fly-by-night manager are:
While these are only a few of the vast list of red flags when dealing with a fly-by-
night manager, this should give you a good idea of what to look for before signing
with a manager.
NEWBIE MANAGERS
Most newbie managers run boutique/small operations and tend to only manage a
small number of clients (1-10 people). Sometimes this type of manager, if well
connected or willing to establish connections, are the best ones for up-and-coming
talent because they work very hard and you can grow with them. Some of the Pros
and Cons when it comes to a newbie manager are as follows:
(1) Communicate well with those he/she manages, and is extremely passionate
about seeing the talent they manage reach a great level of success.
(2) Displays the ability to establish solid relationships with agents, record execs,
film execs, etc.
(3) Always has clients’ best interests at heart, and is willing to go to bat for their
clients in all reasonable situations.
(4) Works with the talent he/she manages to establish clear and realistic goals, as
well as a plan to meet those goals in a timely manner.
(5) Works well as a liaison between their client and the clients’ agents, publicist,
business manager, lawyers, to make sure the talent is successful.
(6) Always seeking work opportunities and creative ways to advance their clients’
careers.
(7) Gives clear and concise counsel in personal and business decisions, to help
the talent avoid possible pitfalls in their career.
(8) Has a great deal of knowledge about the business and is always open to
learning new things about the business for the betterment of those he/she
manages.
(9) Wont’ be afraid to offer potential clients a 30 or 45 Day Trial Management
Agreement.
(10) Displays best management practices by working under a code of ethics that
are in line with the Talent Managers Association, even if they are not a member.
about seeing the talent they manage reach a great level of success.
(2) Displays the ability to establish solid relationships with agents, record execs,
film execs, etc.
(3) Always has clients’ best interests at heart, and is willing to go to bat for their
clients in all reasonable situations.
(4) Works with the talent he/she manages to establish clear and realistic goals, as
well as a plan to meet those goals in a timely manner.
(5) Works well as a liaison between their client and the clients’ agents, publicist,
business manager, lawyers, to make sure the talent is successful.
(6) Always seeking work opportunities and creative ways to advance their clients’
careers.
(7) Gives clear and concise counsel in personal and business decisions, to help
the talent avoid possible pitfalls in their career.
(8) Has a great deal of knowledge about the business and is always open to
learning new things about the business for the betterment of those he/she
manages.
(9) Wont’ be afraid to offer potential clients a 30 or 45 Day Trial Management
Agreement.
(10) Displays best management practices by working under a code of ethics that
are in line with the Talent Managers Association, even if they are not a member.
(1) Has a lot of talent on their roster but none of them are doing anything.
(2) Never bothers to ask you what your overall goals are with your career, nor do
they assist you with coming up with a REAL career plan.
(3) Has a few connections, but burned most of those bridges due to poor business
practices (tends to brag about past accomplishments from 10 years ago, but no
recent successes).
(4) Often talks a good game but very rarely follows through with their actions.
(5) Horrible communicators. Never return calls, doesn’t follow up on leads you’ve
given them, seems to be afraid of networking, and you only hear from them when
you contact them.
(6) Tends to charge the talent far more in commissions than they’re supposed to
(15% is standard, although in music, managers can legitimately charge up to 20%).
(7) Tries to charge talent an upfront fee to get started (i.e. administrative fees for
paperwork, etc.)
(8) Comes off as a know it all, and often times has a very short temper.
(9) Tries to sign you for more than 24 months at a time.
(10) Doesn’t have a website or no track record online that you can find.
(2) Never bothers to ask you what your overall goals are with your career, nor do
they assist you with coming up with a REAL career plan.
(3) Has a few connections, but burned most of those bridges due to poor business
practices (tends to brag about past accomplishments from 10 years ago, but no
recent successes).
(4) Often talks a good game but very rarely follows through with their actions.
(5) Horrible communicators. Never return calls, doesn’t follow up on leads you’ve
given them, seems to be afraid of networking, and you only hear from them when
you contact them.
(6) Tends to charge the talent far more in commissions than they’re supposed to
(15% is standard, although in music, managers can legitimately charge up to 20%).
(7) Tries to charge talent an upfront fee to get started (i.e. administrative fees for
paperwork, etc.)
(8) Comes off as a know it all, and often times has a very short temper.
(9) Tries to sign you for more than 24 months at a time.
(10) Doesn’t have a website or no track record online that you can find.
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