Filcro Media StaffingFilcro Media Staffing Broadasting Executive Search Services Offered and Media Management Consulting Firms for Broadcasting Firms by Filcro Media Staffing Tony FilsonFilcro Media Staffing
Filcro Media Staffing Finance

Filcro Media Staffing for Media Industry RecruitmentFilcro Media Staffing    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, MSO’s, 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 Staffing’s 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 Staffing’s 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 Staffing’s 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


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TV Network Finance Executive Search Filcro Media Staffing




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

Filcro Media Staffing Broadcasting Executive Search   Vice President
   Network Advertising Sales Finance and Reporting


Search   Vice President Advertising Sales Finance & Reporting
New York, NY
Search Firm  
Filcro Media Staffing
Officer in Charge  
Tony Filson (TF)
Reporting to  
President of TV Network Sales


Cable TV Network multicast 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
  • MSO’s
  • 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 it’s 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 President’s 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, cpm’s, 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 Network’s 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 world’s 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 reconciliation’s 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).

Filcro Media StaffingThis 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


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A Filcro Media Staffing talent payment financial executive search for review

    Talent Payment




Review of Filcro Media Staffing Talent Payment Executive Search SAG AFTRA AFM ACTRA IATSE DGA Tony FilsonOne of the media and entertainment industry's most recognized leaders of talent payment across all media platforms. The firm’s goal was to expand into new geographics and services that pro-actively complimented the diversity of the media and entertainment communities the firm services.



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 firm’s business, upgrade modality and build a succession plan.

Continuity going forward was paramount to allow for growth in the firm’s 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
  • Recording Industry & Music Producers and Publishers
  • National Payroll & Talent Payment Companies

The Filcro Media Staffing Recruitment Solution

Review of Filcro Media Staffing Tony Filson Media Executive SearchReview of Tony Filson Filcro Media Staffing Media Executive Search Filcro Media StaffingFilcro Media Review of Tony Filson Media Executive SearchFilcro Media Staffing initiated the national executive search for a Talent Payment Director after speaking with the firm’s 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 firm’s President setting up (3) three tiers that had to be culled. 

Successful Director Recruited

Filcro Media Staffing Review of Tony Filson as OICIn 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.


Filcro Media Staffing’s 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 firm’s 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.


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U.S. Multinational advertising agency talent payment administration executive search review

Filcro Media Staffing Talent Payment Executive Search Firms     Senior Talent Pay Administrator
    and Talent Administrator


Search Senior Talent Payment Administrator and Talent Administrator
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


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

Talent Payment Recruiters Filcro Media StaffingThe 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 Junior 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 & Junior 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.

Filcro Media Staffing Talent Payment Executive Search FirmsThe 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 Staffing’s 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 Junior 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 Staffing’s 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 Junior 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 Filcro’s 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.

Filcro Media StaffingThe 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 client’s 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.


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