Step 1: Ditch the Vague Job Description – Define Your Ideal Leader

You can’t find a world-class leader with a world-classly boring job description.

Before you even think about searching, you need to define exactly who you’re looking for. And I don’t just mean “Head of Post-Production.”

Get specific. What are the non-negotiables?

• • Project Scope: Are they overseeing a $50 million animated feature or a fast-turnaround episodic series? The required experience is vastly different.
  • Technical Expertise: Do they need deep knowledge of a specific pipeline, like Unreal Engine for virtual production or complex cloud-based localization platforms? Write it down.

– Leadership Style: Are you a creatively-led studio that needs a collaborative mentor, or a metrics-driven organization that needs a process-oriented operator?

Think of it like a buyer’s brief. The more detailed your requirements, the more filtered and high-quality your potential candidates will be. Stop attracting dozens of unqualified applicants and start targeting the few who are a perfect match.

Step 2: Go Beyond LinkedIn – Hunt Where the Real Talent Lives

Relying solely on LinkedIn for an executive search for production services is a rookie move. The best executives are often not actively looking for a job. They’re busy delivering incredible work. So, where do you find them?

You need to look at the work itself. This means shifting from a “candidate search” to a “project search.”

Find the Leaders Behind Successful Projects

Start by identifying recent projects—films, series, or games—that you admire and that are similar in scope and quality to your own. Look for projects that:

• Pushed creative boundaries in VFX.
• Managed complex, multi-language localization seamlessly.
• Delivered exceptional post-production quality on a tight budget or schedule.

Once you have a list of projects, dig into the credits. Find the VFX Supervisor, Post-Production Supervisor, or Head of Localization for those projects. These are the people with proven, recent, and relevant experience. They are your A-list candidates.

Step 3: Vet for Results, Not Just a Rolodex

A great resume is nice, but a great track record is everything. Don’t be swayed by a long list of impressive studio names. You need to verify the results they delivered at those studios.

When you connect with a potential candidate, your questions should be focused on tangible outcomes. Here’s a simple framework:

This approach forces candidates to provide concrete evidence of their skills. It separates the talkers from the doers.

Step 4: The Fit Interview – Assessing Workflow and Cultural Alignment

You can have the most skilled executive in the world, but if they don’t mesh with your company culture and workflow, they will fail. The final step is all about assessing fit.

The goal here is to simulate real-world challenges they would face in the role. Present them with a hypothetical (but realistic) scenario.

For example:

• For a VFX Supervisor: “We just received feedback from the director that a key CG character isn’t emotionally resonant enough. We have two weeks until the final delivery. What’s your plan?”
• For a Head of Localization: “A key territory just passed a new compliance law that impacts our dialogue. The series is already dubbed in 12 languages. How do you handle this?”

Their answer will reveal more than any generic interview question. You’ll see their problem-solving process, communication style, and ability to perform under pressure. This is how you ensure you’re hiring a true partner, not just a contractor.