Television Mobile Online Radio / Music Print Gaming On Demand Movie

Media Finance & Accounting

Media Accounting, Media Audit, Media Talent Payment, Media Finance
and Media Investor Relations Executive Recruitment

There are a multitude of industry specific media accounting and financial functions and leadership roles that Filcro Media
Staffing recruits for globally.
Filcro Media Staffing provides the identification, recruitment and attraction of accounting, finance, audit, treasury, mergers &
acquisitions, regulatory, compliance and investor relations executives with specialized media industry financial acumen and
experience.
TV broadcast networks, cable, station groups, radio, motion picture, music, broadband, mobile, MSOs, media technology,
telecommunications and media conglomerates are all supported for recruitment.
Filcro Media Staffing provides a global and domestic understanding of media finance and accounting from an industry and
financial perspective that facilitates the proper and expeditious identification of the experience and financial acumen required
when recruiting and attracting financial executives and senior financial leadership.
An SVP of Accounting and a VP of Finance may differ greatly in scope, duties or autonomy from company to company or
they can be unusually similar. Based on a media organization's size, revenue, ownership, structure, geographics, media
platforms and specific media businesses, Filcro Media Staffings experience allows firms to identify talented financial and
accounting executives with the specialized media experience required.
As diverse as Production Cost Accounting is from Corporate Treasury and Sales Finance is from Talent Payment
there are a multitude of unique accounting and financial practices that are essential to planning, optimizing, auditing and
reporting in the media industries that are common recruitment assignments for Filcro Media.
Filcro Media Staffing has exceptional media industry recognition and awareness to bring forward those who are passive job
seekers who require a direct, proactive and knowledgeable recruitment modality for identification, recruitment and
attraction. Talented financial executives tend to be stable professionals requiring assurances from industry knowledgeable
recruitment experts who speak their language.
Filcro Media Staffings media focused recruitment practice accompanied by tactical and strategic understanding of media
specific financial and accounting practices is extremely valuable, to every client of the firm.

From global corporate financial governance to national, regional and local media markets with departmental needs, Filcro
Media Staffing recruits and attracts uniquely qualified media financial and accounting executives with equal efficacy
regardless of the size of the organization, geographic or compensation.
Media business specialty financial recruitment in media sales, treasury, audit, talent, regulatory, production, affiliate and
licensing environments having unique accounting practices are commonplace in Filcro Media Staffings recruitment
repertoire.
A history of meeting exact needs of media organizational, divisional and departmental recruitment goals is exhibited in
specialized examples below. VP - Director - Administrator - Client Rosters


Multiplex Cable TV Networks as a division of a multinational media and entertainment conglomerate. A Advertising Sales
Finance and Reporting Executive Search Review
Vice President
Network Advertising Sales Finance and Reporting

Search Vice President Advertising Sales Finance & Reporting
Location New York, NY
Search Firm Filcro Media Staffing
Officer in Charge Tony Filson
Reporting to President of TV Network Sales
Client
Cable TV Network multiplex with 100 million +subs - Entertainment, News, Reality and Music programming.
Client Situation
The President of Network Sales identified Filcro Media Staffing (FMS) and Tony Filson (TF ) to conduct the search for a
Vice President of Finance based on Filcro Media Staffing completing similar media centric financial searches at this TV
Network and the parent company. The president wanted to optimize financial operations and financial reporting on a
national basis. This new executive was to be a strategic change agent who could analyze process as the Network reached
closer to the $1 Billion USD mark in the near future.
Industry and Sector Inclusion
Broadcast Television Networks
Cable TV Networks
MSOs
Satellite Networks
Advertising Agencies
Media Sales and Buying Environments
Filcro Media Staffing is Retained
Filcro Media Staffing Officer in Charge of Search Tony Filson was asked to commence a search in the markets surrounding
New York, NY and Chicago, IL to avoid a West Coast corporate relocation if possible. Tony Filson concurred that a suitable
universe of candidates with the appropriate Financial reporting experience within the Network's compensation range could
be identified in the targeted geographics. New York and Chicago offered an ample Media Financial Reporting population
to establish a suitable search universe in a brief period of time.
Filcro Media Staffing initially identified Major Broadcast Network, MSO and Cable Network financial executives to establish
a diverse and large search universe from both geographics.
Establishing national continuity and the efficacy of reporting structures to enhance Network Sales Revenue Generation from
a tactical and strategic perspective were one of the President's primary goals here. It was important that each executive
brought forward could emulate their current modality in the new TV Network.
As this search was being conducted to establish a new line of financial reporting and the President was intimately involved
in establishing the skills and experience required prior to Filcro Media recruiting and establishing three tiers for candidate
universe compilation; the President would have ample latitude in identifying an ideal Vice President.
The clear definitions provided by the President were his ideal and no changes were made during the search process. The
President was clear as to what he was seeking in skills and experience. Based on Network strategic initiatives this new
financial executive would require an unusual capacity for growth in a relatively brief period. It was essential that this Vice
President of sales financial be capable of and have a proven track record of functioning with autonomy strategically as a
change agent charged with transforming process and accountability to optimize revenue.
The Financial Reporting and Management skills required offered some challenges at the onset based on the tactical and
strategic role this person would play in developing the Network's national financial infrastructure in Washington, DC; New
York, Chicago, Los Angeles and Detroit. After the first week of recruitment it became apparent that New York as opposed
to Chicago was going to be our primary focus during the search process.
A person who could quickly examine sales and financial process on a granular level and look at a deal to determine if its
the right deal for the Network was essential. This person could then emulate their skills in others in the five national sales
offices. We sought confirmation below, on and above line that these mentoring skills were a solid part of the new Vice
Presidents experience and capacity. We also sought assurances that if the new Vice President was transferred to the
client company that they would remain effective, given the clients unique culture and reporting structures.
Challenges Facing the New Vice President of Advertising Sales Finance
Generate analysis of actual vs. plan vs. forecast and explain variances, highlight trends, and identify risks and
opportunities.
Track and maintain Registered and Closed Budgets for the Broadcast Upfront.
Create competitor analysis illustrating growth projections against competitors and the industry's overall projected
growth.
Develop customized excel financial modeling of deal information and pricing details.
Develop the rate card in support of the company's overall sales strategy including calculating total and average
impressions, cpms, average unit rates, and revenue built based on programming
Create program revenue analysis and forecasts providing variances to the budget and pacing vs. prior year.
Prepare and distribute the audience deficiency liability report to determine the $ amount of make goods that need
to be aired and it's impact on the division's P&L.
Work in conjunction with credit manager to review and act on collection concerns
Review commission reports
Liaison with Network and Corporate CFO and staff
Hire and Train Directors and Financial Analysts in the Networks other sales offices.
Filcro Media Staffing Recruitment Solution
Filcro Media Staffing proceeded to Identify the "best in industry" financial executives with the proper sales experience to
facilitate the financial reporting and strategic goals desired by the Network's President.
The mix of analysis and strategic involvement on a deal level were key factors in the tiering of
candidates. The Network required a person who could function with autonomy across all lines
within sales and also financially report to corporate independently or as a team member in a
multibillion dollar U.S. based media and entertainment conglomerate.
A hard-line audit or sales analysis executive would not work at this Network so we looked for
those most apt to relate to broadcasting and non-broadcasting executives with the same effectiveness. We wanted an
executive who could relate to those outside of the broadcasting industry by providing detailed sales financial models
utilizing traditional reporting methodologies that every CFO or EVP of Finance could relate to and more importantly justify.
The soft skill sets and capacity to articulate concisely to a board or executive committee and justify findings were essential
as reporting into Divisional and Corporate finance on the CFO, Treasury and Compliance levels were real scenarios.
Successful Vice President of Finance Recruited
A Senior Director of Finance who currently was also responsible for Network Sales Analysis with extensive Network
financial advertising sales experience with one of the worlds largest media and entertainment companies in their cable TV
multiplex, MSO and corporate environments.
Within both TV Network and MSO environments this financial executive had proven himself in every area of concern
relevant to the goals established for this executive search.
This executive autonomously managed revenue analysis, yield management and budget development for a Major Cable
Network's advertising sales planning group for their multiple Networks (multiplex). His responsibilities included preparing
advertising revenue analysis, maintaining revenue forecasting models, budget tracking, assisting in the annual budget
development process, managing commercial inventory utilization, conducting monthly reconciliations with financial teams
and developing new reporting tools for management. His technology acumen with specific software utilized in the
broadcasting industry were also ideas as they were being implemented in the client company and this new Vice President
could lead this finance technology effort.
Prior to the above position this executive was a Senior Strategic Planning Analyst in New Business Development and
facilitated the financial analysis and marketing analysis for multiple networks (multiplex) owned by another major media and
entertainment conglomerate. His capacity to identify strategic partnership opportunities for programming and interactive
services, development of business models, revenue reporting, content licensing, budget development and management of
the cable/interactive media plans for strategic partners in conjunction with Network production and operations teams, honed
his ability to work across all lines business. His experience reporting directly to the Network President and Vice President of
New Business Development as well as functioning as lead with Arthur Andersen and Ernst & Young, prepared him well for
the duties he would take on at the new Network and the reporting structures he would implement when interacting with the
CFO (corporate).
This Duke under grad, London School of Economics and Columbia Business School, MBA with
extensive broadcasting experience proved to be an exceptional fit from a strategic and tactical
perspective for the Network. This executive is an active member of the community and a gentleman is
every sense of the word. He is a vital, proactive asset to the company and has received recognition for
his devotion, work ethic and quality of work product.
Since completing this search the executive has been promoted in a brief period of time and has successfully instituted
financial policy, functioned as a change agent and hired financial directors and analysts to institute the strategic goals set
by the President when Filcro Media Staffing was retained

Television Mobile Online Radio / Music Print Gaming On Demand Movie

A Filcro Media Staffing talent payment financial executive search for review

Director
Talent Payment


Client
One of the media and entertainment industry's most recognized leaders of talent payment across all
media platforms. The firms goal was to expand into new geographics and services that pro-actively
complimented the diversity of the media and entertainment communities the firm services.

Search
To identify a Director of Talent Payment to be based in Los Angeles, CA - USA. - The President also put forward the
option of New York or San Francisco to assure that the best in class Talent Payment Executive could be attracted and
minimize relocation costs.
Client Situation
Due to attrition, the President required an addition to staff. The hiring executive saw this as an opportunity to expand the
firms business, upgrade modality and build a succession plan.
Continuity going forward was paramount to allow for growth in the firms most active geographics in Los Angeles, New York
& San Francisco. Los Angeles was the President's ideal.
Industry and Sector inclusion for Universe Compilation
Broadcast Television
Cable Television Networks
Digital Media Networks
Motion Picture Studios
Advertising Agencies
Media Conglomerates
Television Mobile Online Radio / Music Print Gaming On Demand Movie

U.S. Multinational advertising agency talent payment administration executive search review
Senior Talent Pay Administrator
and Talent Administrator

Search Senior Talent Payment Administrator and Talent Administrator
Recording Industry & Music Producers and Publishers
National Payroll & Talent Payment Companies
The Filcro Media Staffing Recruitment Solution
Filcro Media Staffing initiated the national executive search for a Talent Payment Director after
speaking with the firms President.
The President voiced her concern of identifying the best person for the position and expressed latitude with compensation
and geographics based on the new Director's capacity to service a demanding roster of major diversified media and
entertainment companies. The recruiting process started immediately and the search was completed in approximately (4)
four weeks.
The initial impression was that layered environments lacked the scope and autonomy we were seeking in the new Director.
The culture of the hiring company required a more hands-on executive than we were seeing at the motion picture studios
and TV networks. Medium sized producers of syndicated content, talent agencies and competitors if the client company
were the most prolific sources of ideals as defined by the President.
Filcro Media Staffing having extensive experience recruiting internally for the TV, motion picture and advertising industries
for talent payment personnel knew the key markets and environments to target for universe compilation, this factor and
aggressive stance requested by the President along with granted autonomy expedited every phase of the search. Filcro
Media Staffing presented candidates from New York, Los Angeles and San Francisco; all these targeted geographics were
requested by the firms President setting up (3) three tiers that had to be culled.
Successful Director Recruited
In her current role at a competitor of the client company the new Director was responsible for for all
Commercial Talent contracts to include SAG, AFM, AFTRA, IATSE, DGA and others.
Currently managing a staff of 15+ consisting of Supervisors, Coordinators, Data Entry and Payroll
Support Administrators the new Director of Talent Payment has strong experience managing
employees throughout the United States. Her ability to manage nationally from remote locations was also desired by the
President of the hiring entity.
With strong relationships with the various unions she was equally familiar with the motion picture studios, TV networks,
digital content producers, advertising agencies and the media and entertainment industry as a whole. Her media industry
contacts and business acumen were a correct fit for client company.
Her Talent Payment acumen was well above the mean and unions and media companies would often call her to to obtain
guidance on complicated contract negotiations. This known presence in the industry would also allow for the recruitment of
staff in the near future as she had a reputation of being a good boss. Everyone who worked for her and with her were
complimentary on her management style and results oriented modality.
Summary
Filcro Media Staffings extensive experience recruiting for Talent Payment executives permitted the expeditious identification
of an extremely talented Director of Talent Payment for the company's President.
The new Director was recruited out of Los Angeles so no relocation was required.
From the initiation of recruiting to the formal offer and acceptance a period of four (4) weeks transpired. Less than one (1)
week was taken prior to the search to complete the Agreement and receive the firms financial obligations. The President's
access and sincere desire to complete the search quickly was key to facilitating this time-line. Tony Filson functioning as
Officer in Charge also expedited universe compilation.
The New Director became acclimated quickly and the President achieved her business goals as the search intended.

Based Minneapolis, MN - USA
Search Firm Filcro Media Staffing
Officer in Charge Tony Filson
Reporting to Human Resources and the Executive Business Manager
Follow The Talent Payment Recruitment Group
Client
A major U.S. multinational advertising agency with offices in Hong Kong, London, New York, Minneapolis, Sao Paulo,
Tokyo and Singapore. The firm operates business globally and this search was relevant to creative production
accountability for SAG, AFTRA and AFM related administration in all their areas of operation.
Client Situation
The Director of Human Resources identified Filcro Media Staffing to conduct the search based on Filcro Media Staffing
completing similar, senior level searches within the broadcasting industry in related creative production and business
environments.

Executive Producers managing these environments as well as Programming Development executives in television and the
motion picture industry all utilized Filcro Media Staffing making Filcro Media Staffing ideally qualified to conduct the search
for Minneapolis, on a national basis. The client had just lost two key staff members and Filcro Media Staffing was asked to
replace both at the same time. The firm was retained to identify one senior, and one junior Talent Payment employee to
assure succession plans for the future.
Industry and Sector Inclusion:
Broadcast Television Networks
Advertising Agencies
Cable TV Networks
Motion Picture Studios
Producers of Syndicated Programming
Music Producers, Music Publishers
Talent Agencies
Filcro Media Staffing is Retained
The Filcro Media Staffing Officer in Charge of Search Tony Filson was asked to commence a a
national search and establish guidelines to assure that both the Senior and J unior positions could
be filled and that those identified would compliment and add value to the department's ability to
service the creative producers and business management needs of the Agency. It was the opinion
of Filcro Media Staffing from the onset that a suitable universe of candidates could be identified in
New York, Los Angeles, Minneapolis and Chicago.
Filcro Media Staffing being retained to identify both new employees gave the firm an assured understanding of succession
plans as they related to the present skill sets and future capacity needs of each employee. Clear definitions were
established with the Director of Human Resources, Executive Business Manager and the Senior most Production Executive.
Filcro Media Staffing was provided with a cultural understanding of the firm that was from (3) three different perspectives
within the agency. This un-myopic view was extremely helpful in understanding the types of environments that would be
ideal for the client during initial universe compilation. Since Filcro Media Staffing was charged with identifying both the
Senior & J unior Talent Payment individuals we also knew there would be no parity issues as we clearly separated the
required skill sets and talent payment experience into two distinct schedules.
The diversity of the production products which included standard commercials, long form and
interactive, made it quite challenging when initially planning universe compilation across the the
entire United States. Establishing an initial universe of qualified talent payment candidates was
done with little or no latitude expressed in the hard skill set sectors. The client at the end of
universe compilation decided to eliminate all candidates not coming directly from the Advertising
Industry. The fact that Filcro Media Staffing reported directly to the hiring manager and human
resources helped a great deal when what was perceived as a market driven search was in reality
budget based. The involvement of HR and line gave them both an immediate sense of the market in other cities and what
would be required from a compensation perspective to attract their ideals.
Challenges Facing the New Talent Payment Employees
Formulating talent session and residuals estimates
Providing teams with estimate revisions as needed
Calculating and processing talent sessions and residual payments per media buy.
Updating payments as changes in a media buy occur.
Comparing payments against estimates and advising production teams.
Tracking holding fees and sending out monthly holding fee notifications.
Negotiating commercial renewals and reinstatement of commercials
Setting up and maintaining records of all commercials
Making reuse payments based on traffic information
Tracking holding fees for all commercials
Analysis of media plans and the ability to suggest cost effective schedule to the teams
Breaking down residual estimates into Excel spreadsheets when required by client and /or teams
Maintaining direct client contact while servicing diverse internal groups
Assimilating trends with industry practices and burgeoning new media like interactive, short-films, etc.
Mentoring and teaching others in and out of the department
International talent and celebrity negotiations
Filcro Media Staffings Recruitment Solution
Filcro Media Staffing proceeded to Identify the "best in industry" talent payment managers who performed similar functions
in and out of the advertising industry in Chicago, New York, Los Angeles, Detroit and Minnesota. Due to the uniqueness of
the diverse skills required, the initial universe was weighted too heavily toward the top end of our desired compensation
targets. It was prudent at that time to clearly define where we wanted to differentiate the Senior and J unior positions within
the department. Concentrating on ideal industry experience as opposed to ideal skill sets ultimately led to the successful
completion of the final universe.
Based on Filcro Media Staffings recruitment success in attracting candidates the hiring manager wanted to focus on
tactical, autonomy and contract issues. This facilitated great clarity and it was then deemed appropriate by the client
company to eliminate all candidates not coming directly from an agency environment. The types of relationships this Senior
and J unior person would have to maintain was indeed unique and the client hiring manager wanted as short of an
assimilation period as possible based on the absence of similarly skilled individuals within the company.
The Executive Manager and Human Resources allowed Filcro Media Staffing complete latitude and both positions were
completely tiered in less than (3) weeks and the (2) two Talent Payment employees hired were identified, recruited,
attracted and delivered in less than (1) one month. This was a special request by a company that greatly needed Filcros
help.
The Successful Talent Payment Employees Recruited
A Senior Manager of Talent Payment from Detroit and an Administrator from Minneapolis. Both people hired were from
major advertising agencies.
The new Senior Talent Administrator had strong mentoring skills that would be needed from the
onset. With two new employees starting at the same time we identified an exceptionally mature
person for her years that would be able to acclimate herself well as she helped develop the
required skills in her new direct report. Her extensive experience with Big 3 Automotive
accounts had honed her skills in a highly demanding environment. This was a logical next step in
her career in a culture that ultimately played a key role in her attraction. This clients culture is
exceptionally positive and healthy.
The new Talent Payment Administrator while lighter in experience had enormous acumen and understanding of all SAG,
AFTRA and AFM codes and contracts that would normally be acquired in many more years of experience then he
possessed. Again, the culture of the client company was key in attraction. The ability to accurately portray the skills and
culture from the onset, assured success in the end. The lack of any relocation requirement was financially advantageous to
the client and allowed an immediate transition to the new environment.
Both these searches were completed in a very brief period of time and reinforces justification for client companies to
conduct retained searches on positions of varied levels to assure proper identification and completion of every assignment.

Filcro Media Staffing - Broadcasting & Media Recruitment Practice Groups
Broadcasting and media executive search experience and skill set designations for clients and candidates

Accounting Advertising Sales Affiliate Sales Broadcast Operations
Business Affairs Broadband Closed Captioning Corporate
Creative Services Development Editorial Engineering
Facilities Finance Human Resource IT
Interactive Inventory Legal Marketing
Media On- Air Promotions Production / Post Program Practices
Programming Real Estate Research Sales
Sales Planning Systems Talent Payment Technology
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