Posts Tagged ‘work’

Meet Bobby : Affiliate Sales Manager TV Industry

Wednesday, October 2nd, 2013


This week we interview an Affiliate Sales Manager in the broadcast sector.

Bobby is responsible for the development of international new business opportunities for an International Entertainment Network of digital television channels within the Satellite, Cable, IPTV, Closed Network and Mobile industries, with particular emphasis on pan-European and African linear carriage


  • Why is your role important to the business?

This role is key in any media studio looking to expand their TV offerings internationally. Affiliate deals expand the footprint of the company globally and widen the distribution and audience numbers for that particular channel or content.

How long have you been doing what you have been doing?

I have been doing affiliate sales for over 4 years now, I have been doing sales generally for the last 10 years.

  • How did you get into this : what did you do before?

I worked for, I was a London Key Account Sales Manager. My role was to develop and maintain client growth, customer acquisition, turnover and profit expectations ensuring company targets & deadlines were met. This was done by conducting accurate and effective business building reviews, presenting new product offerings and negotiating service requirements.

This role whetted my appetite for face to face high level business discussions/sales and led me into media.

  • What was the interview process like to get this position, or how did you start your career in this sector?

I was always interested in media, especially new media – so when I was approached with the role for my  current employer I grabbed the opportunity. It was a lengthy interview process which involved meeting directors and also doing presentations at a high level. This was an important insight into the role I was walking into.

  • What tips would you give someone who was interviewing in your company?

Be confident, concise and have a good knowledge of the company and your role. Another key point is remember an interview may be the only chance you have to sell yourself to the company so as well as following the structure of answering questions and saying the right things, if you need to go off track to emphasise a point of why you are the best person for the role, grasp that opportunity, you may not get another.

  • What aspects of your role do you enjoy the most?

I enjoy the travel aspect of my role and having face to face business discussions which vary from country to country. Also the feeling when you have made a sale which you know will impact the business in a positive way and your revenues/targets also is fantastic!

  • What are the challenges faced in the role?

Saturated market in some territories, cost, and of course competition.

  • What 3 adjectives would you use to describe the type of person/ skills needed in your job?

Motivated, Entrepreneurial and Persistent

  • What is the highlight of your career to date?

Making my employer the most widely distributed South Asian TV channel in the UK and Europe.

  • What is the most valuable lesson you have learnt in your career so far?

 To be patient, persistent and focus on the end goal as opposed to trying to focus on the short term target.

  •  What are your predictions on how your role will evolve in the next 5 years?

It will evolve from being very linear based to being very much content based and focusing much more on the new media technologies and the different methods of consuming content. 

  • What advice would you give to someone who wants to get into your sector?

Build relationships, be patient in your approach to selling and find opportunities in places you would not normally consider

              What do you do in your spare time, when you aren’t working?

 I enjoy running, I am captain of my local Sunday league football team and I enjoy travelling and exploring the world.


The 10 C’s of People Management; a Decalogue of good management tips.

Thursday, May 16th, 2013

 by Samantha Judd

Experienced and professional recruiters value a robust recruitment process and at boycerecruitment  we work with clients to ensure that job specifications are clear and that we understand how the role we are recruiting fits into teams, departments and company’s business goals.

There are proven benefits for all when job functions and accountabilities are fully scoped.  Hiring managers should be clear what the accountabilities are whilst hiring; so when shortlisting CVs and setting interview questions, they can identify the competencies required.   By outlining expectations from the start, the selection and hiring process will allow applicants visibility and a chance to demonstrate their suitability, enthusiasm and interest.

Recruitment and selection is only the starting point of a successful hire and recruiters should not be tasked with guaranteeing each hire for an indefinite period.  Instead, it should be recognised that energy and time should be invested in leaders and managers to ensure they understand what their contribution to the on-going responsibilities to the team are and how they can impact the wider business goals.

Unless people managers are prepared to work hard, coach and empower their staff to achieve goals they label themselves a colleague rather than a manager.    In other words, even if your employee has undertaken rigorous pre-selection, interview, testing, referencing, vetting, training   and induction processes; the litmus test of success will be how they are managed and in turn how you allow them to manage you.

Brace yourself for 10 Commandments of People Management:


Thou shall be able to clearly vocalise what you expect of each team member.  This includes how they can access information required for the task, what you expect of them and by when.  It should be clear to you and them how this relates to the bigger team or company goal.


Thou shall be consistent about the expectations for performance. Additionally, your management tone, style and delivery should not waiver.  This applies to the goals you set, how you disseminate information, how you relate to other team members and how you deal with your own workload and attitude to work.


Great people managers pride themselves on effective communication and regularly appraise that the messages and information they deliver is being understood.   Effective communicators know how to adjust their style to suit the audience and don’t assume that their preferred communication style suits everyone.   Just because they have given the information to someone, they know that it does not necessarily mean that it has been understood or absorbed.


You are there to assist your team.  You should not be trying to trick them, catch them out or feather your own cap from others failings.  Your team are there to push and challenge you and you should embrace their enthusiasm and eagerness to impress and succeed.


Innovation and achievement in teams is most likely to occur in circumstances where teams work together.  In some collaborative situations managers may need to relinquish their management role and allow others the opportunity to shine.  This might include leading a project, running a meeting, delivering training or instigating a brainstorming session.  This keeps the flow of ideas fresh and ensures that the best solution to problems are found regardless of who finds it


Excitement, emotion, stress and tension are all part of what makes us human and are all part of the work landscape.  However, strong managers should be able to restore calm and refocus ideas and efforts to ensure a positive outcome.   To remain calm when dealing with problems is impressive and memorable.  The impact of losing it once in a while then becomes legendary.


You should be interested and keen to know more about your team, their experiences and about life and the world in general.  Assumption is dangerous and may lead to complacency.  In the workplace it can result in staleness, boredom and mistakes. The naturally curious ask questions which may otherwise be missed.  However, thou shall not confuse this with nosiness or gossip.


People managers have to say difficult and awkward things.  They have to acknowledge, and deal with their own and others’ mistakes, ask questions that others shy away from, make tough decisions and then stand by them whatever the outcome is.  The best people managers stand up and deal with these problems head on.  They generally earn respect regardless of the outcome as people appreciate their direct and straight approach.


Ensure that your plans and actions are considered and are of value.   Instigating or delegating a task or piece of work should be something which will benefit and empower the employee, you and the company.  It should not just be left to one side and never acted upon even if circumstances have changed as this is a sure way to breed resentment.  It will almost certainly mean that there will be no motivation to complete another task when it arises.

Chocolate, champagne, caviar, cigars, crisps, cake, coffee, cheese and children.

In other words, reward and recognition of good work and effort is important.   Small treats, work concessions or surprises for the team are motivating and good managers know how and when to use them.   If you have followed the Cs and taken people management seriously you will know whether a bottle of champers will be appreciated more than leaving an hour early to get home to collect their children from school or read them a bed time story.


It’s good to talk

Sunday, May 5th, 2013

by Sophie Jones

The ongoing debate on how to speak to clients at Boyce is; which is better a call or an e-mail???

Although the digital world brings us all kind of benefits; it’s quick, convenient and if it is confidential, it means that you are able to discuss information which cannot be discussed in open plan office, the overwhelming majority of consultants at Boyce, believe it will never substitute for a live telephone conversation.  People appreciate the sound of someone’s voice, working in the recruitment industry this means everything, as you are able to ensure that what you want to say is delivered in the best possible way.

In any business relationship, a phone call can mean many things. It shows you are on the ball, enthusiastic and ready to assist. Tone and context can often be mistaken over e-mail, and a call is the simplest way to resolve issues and build relationships.  This is especially true covering areas of conflict.

Email and social networking have given us much wider and deeper global connections, but we believe it will never replace a voice at the end of the line. So the next time you have an issue over e-mail, let’s all put down those blackberry’s and I pads and pick up that phone and make the call.


Salary changes in the Broadcast landscape

Monday, April 29th, 2013

 Salary changes in the Broadcast Landscape  by Tracey Newton

A recent review of pay structure within the TV industry over the past 2 years, showed a steady increase in salaries for operational roles, particularly for Presentation Schedulers.

The demand for skilled schedulers has increased  as people who have worked as schedulers move onto programming planning or another area within TV after a few years. 

The more senior roles in presentation are generally recruited internally, as there are always people ready to move up the career ladder, which means channels are always looking to recruit at the more junior/middle levels.

University degrees now include modules on scheduling in TV so people are now able to learn about this role rather than having to rely on finding out about it through practical work experience.

More and more people have got into scheduling now, and as a result competition for work in this area is stronger. There has also been a remarkable increase in demand for language skills in scheduling – where the communication between local offices and the presentation teams are so important.  This is great for all multilingual schedulers  as having both language skills and presentation scheduling experience means you are very attractive to many of the international broadcasters.

Salaries have also risen over the last 2 years , the average salary now for an experience Scheduler is now £27,000-£28,000, whereas 24 months ago it was around the £25,000- £26,000 mark.

Post Production roles have stayed fairly static, with maybe a slight downturn in salaries – because the Post Houses and Agencies are all in tight competition and the demand for talent is generally based on winning new projects. Salary ranges have been fairly consistent

e.g. Post Producers  are paid between  £30,000 -£35,000 , Editors £40,000, Reversioning Producers  £30,000 – £35,000, MCR £21,000 – £23,000

We have, however, seen an increase in freelancer rates particular for Editors and Post Producers, as these are always in demand and range between – £200-£250 per day for an Editor and £200 – £250 per day for a Post Producer.  

Broadcast Salaries in general have not hugely changed, however the reduction in number of job roles has. This is because most of the bigger multi-channels are struggling to get authorisation for new head count and their recruitment is focussed on replacement roles to cover leavers/secondments or mat covers etc .  In addition many major TV networks have restructured and relocated some departments to local countries which has also had an added impact on the availability of roles in London.

Because of the downturn in permanent roles available we have seen a 25% increase in the number of Fixed term contracts on offer. As a result organisations have to be able to offer more flexibility/attractive salaries in some cases, to entice candidates to take the plunge and move from permanent work  to fixed term roles. In most cases, candidates are open to consider this change, provided the opportunity is good and career development is offered.

Career progression with languages

Friday, April 19th, 2013

This week Samantha Judd, Director of the Multilingual & Corporate Services team talks about languages and job opportunities. 


Today more of the world’s population is bilingual or multilingual than monolingual, and research in 2012 has confirmed that if you do speak more than one language, you are likely to be smarter than your monolingual counterpart.   Research showed that bilingualism helps develop the attention span and task switching functionality and thus linguists are afforded flexibility of thought and the ability to cope with change; both huge advantages in the work landscape of 2013.  Cognitive benefits have been identified in young children as their ability to adapt to change affords them greater confidence and security,  and in older people evidence shows a less rapid decline in cognitive functions during ageing.

Multilingualism and multiculturalism naturally enhances individuals opportunities in the work place.  Not only are they likely to be smarter, more confident and resilient to change,  the globalised nature of work is clear for all to see.   The evidence presents itself to us daily through the brands and logos which appear in all corners of the world and confirm that we are all consumers regardless of geography, language and culture.

Multi-national organisations invest significant amounts into localising their products and marketing messages to engage local markets both linguistically and culturally.  Additionally, the rise of social media is significant to brand capital and communication of brand values; linguists are in demand to ensure the Anglophone focussed business communication does not misinterpret, insult or ridicule the product or service locally.   Localised digital content should not only be linguistically accurate but culturally “in & of the moment” and the value of this should not be underestimated.

Korn Ferry research from a poll conducted by 12,500 visitors to their website suggested that bilingualism is already a significant hiring factor in senior roles with this demand expected to continue to increase.

At boycerecruitment we believe that the difference to our candidate’s opportunities of multilingualism is shown in later career rather than in the early days. Multilingualism will advantage you against your co- workers as the cognitive, personality and social benefits allow you to progress; you become more promotable and hence increase your earning potential.

Do multilingual individuals earn more money ?   As far as I am aware no specific research has been conducted in the UK on this, however an article in NY Times in 2012 suggested that the advantages to human capital gained from multilingualism would enable greater opportunities for career advancement.  This coupled with the cognitive benefits would allow individuals a greater amount of time to continue to work at reach the top level and thus enable more income producing years.

I am not bilingual but I would like to be.  Working in multilingual recruitment for over 20 years has allowed me to clearly see and track the benefits that have been presented to my colleagues, candidates and clients.  My advice to anyone looking for work with languages is to focus on the actual content of the job role and ensure that it is something that would challenge you regardless of how much language use there is initially.  I do however stress to candidates that multilingualism should be cherished and that it will pay dividends in later career.  There is always a chance to  promote your linguistic ability by communicating socially with colleagues & friends, offering help on global projects wherever needed or liaising with overseas offices.   It is never too late to start, so if speaking another language has always been a dream go for it; the health, career and social benefits will be an investment that you will not regret.