The Next Level For Arts Admin Jobs: Candidate Resumes

UPDATE FRIDAY 3/19: the response to this news has been so strong I decided to leave the survey up as the top post for a second day in a row. There have been a number of excellent suggestions coming in with responses, thank you and keep them coming!

Now that job postings are returning to pre-pandemic levels, I want to take Arts Admin Jobs to the next level and introduce a candidate database where job seekers can post their information free of charge and employers can use for a small fee to find admin talent.

While this is quite common at jobs sites specializing in commercial sectors, it’s still rare for the nonprofit performing arts field. Having said that, there’s no reason it should and given how much the pandemic has shaken up the field, there is more fabulous talent available than ever before.

To make everything for v1.0 as useful as possible, I want to solicit some feedback from employers on the sorts of filters that would make the process of finding candidates efficient.

  • Very ImportantImportantSomewhat ImportantNot Important
    Location
    Willing to work remotely
    Willing to relocate
    Sector (symphony, theatre, etc.)
    Job Type (full, part, volunteer, etc.)
    Category (Devo, Box Office, etc.)
    Education Level
    Desired Salary Range
    Link to resume
    Authorization to work in the US
  • Very ImportantImportantSomewhat ImportantNot Important

About Drew McManus

"I hear that every time you show up to work with an orchestra, people get fired." Those were the first words out of an executive's mouth after her board chair introduced us. That executive is now a dear colleague and friend but the day that consulting contract began with her orchestra, she was convinced I was a hatchet-man brought in by the board to clean house.

I understand where the trepidation comes from as a great deal of my consulting and technology provider work for arts organizations involves due diligence, separating fact from fiction, interpreting spin, as well as performance review and oversight. So yes, sometimes that work results in one or two individuals "aggressively embracing career change" but far more often than not, it reinforces and clarifies exactly what works and why.

In short, it doesn't matter if you know where all the bodies are buried if you can't keep your own clients out of the ground, and I'm fortunate enough to say that for more than 15 years, I've done exactly that for groups of all budget size from Qatar to Kathmandu.

For fun, I write a daily blog about the orchestra business, provide a platform for arts insiders to speak their mind, keep track of what people in this business get paid, help write a satirical cartoon about orchestra life, hack the arts, and love a good coffee drink.

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