Industry: TALK BACK. Epic Talent Management on Finding Talent Reps, Using the Internet & Building Industry Relationships
Every week, we’ll post interviews with actors and industry that are informative to aspiring and up-and-coming actors. Today we’re chatting with LA-based talent manager Michele Largé of Epic Talent Management.
StarCast: Tell us a little bit about Epic Talent and your philosophy to management.
Michele: Epic is relatively new in town (founded in 2008) and was started after I spent nearly 20 years doing PR, marketing and brand strategy for everything from early-stage start-ups to a few professional sports stars sprinkled in here and there. Over the years, I felt I had developed a pretty solid aptitude for identifying emerging talent and trends and crafting strategies to push them out successfully into the marketplace.
Epic’s approach to directing the career paths of our clients were a direct result of a fundamental belief that “branding strategies” weren’t for corporations or consumer products alone. In such a highly competitive industry, those same principals could and should be applied to the artist seeking to stand out and be noticed. That takes a side-by-side commitment, and an understanding on both sides that there is no “light switch” to success. I always tell my clients “If I do my job, and you do yours – then we’re in a win-win situation”.
StarCast: Many actors get confused about the difference between a manager and an agent. Can you speak a little bit to that difference, and talk about what you do for clients?
Michele: When I was first trying to determine what role best fit me (given my professional background, personality, etc.) even I was confused about the difference between managers and agents!
At an extremely baseline level, an agent is like a matchmaker. They’re there to put their artists together with producers. Their job is to get the artists they represent as much work as possible. A talent manager’s role could be defined as being a mentor, confidant, and that really good friend who always gives it to you straight. We’re there to advise and counsel our clients on all aspects of their career, including any “matchmaking” opportunities that come to them through their agents (if they have them!).
But the entertainment industry has changed significantly over the years and the line between what agents do and what managers do has become blurred. This topic could be an entirely separate interview all on its own!
At Epic, when we bring on a new client there is a pretty intense “on-boarding” phase where we discuss and evaluate everything from your headshots, current training and demo materials to how long you’ve been in town, what relationships have you built (or burned), and how you plan to keep a roof over your head and your car full of gas while you pursue your career goals. There is also an enormous amount of time spent on identifying who you are now and how that translates into the types of roles you could most logically be cast in at this stage. Initially, many new clients see themselves in a certain category - like young, hot “bad boy” or a star soloist on “Glee” - and the reality is either casting won’t see them like that at all because they’ve gained 40 pounds and aged into their 30’s, or the extent of their vocal training or experience has been singing in the shower. This is too competitive of a business to waste time on dreaming of being something you simply are not or haven’t been in a long time. It’s my job to be straight forward and make recommendations that can put them in a position to win.
StarCast: Many actors who are just starting out spend considerable time, energy and expense pursuing one-time roles. At StarCast, we’re trying to get actors to focus on both. Can you speak a little bit about the importance of building industry relationships and securing representation as a key stepping stone to success?
Michele: I actually meet quite a few actors who don’t spend the kind of time or energy they should on furthering their own careers. Building industry relationships is paramount as is securing solid representation. But there is a lot of groundwork that the actor can and should do to make that happen – and not just in the early stages of their career. At the end of the day, this business is very small. Auditioning for student films, attending a workshop, joining an improv troupe – each and every one of those experiences is going to result in a new contact, or someone being exposed to your work. I see A-list casting directors who strongly support the film schools and will take time to cast a USC grad student project, or agents and managers who will go see an improv show scouting for new talent. You just don’t know how or when you might make that career breaking contact. Agents and managers like to see that a prospective client is managing their OWN business – not sitting back waiting for someone else to “make the magic happen”. If you get a role in a low-budget web series, or play a character in a grad thesis film that you’ve never played before – all of that is not only building your arsenal of experience, but it’s building your network at the same time. If I interview a prospective client with minimal network or higher level film credits, but their resume shows momentum and the ability to book roles in student or small independent projects, it demonstrates to me that they’re taking this seriously. They know they need to start somewhere and they’re not letting any grass grow under their feet while waiting for their “big break”.
StarCast: Some actors get stuck in that catch 22 where they can’t find representation until they get work, and they can’t get work until they find representation. StarCast helps actors break through that barrier. But some managers are more open to taking on inexperienced clients than others. Can you speak a little bit about what draws you to certain actors and how you choose whom to take on?
Michele: I think the response to the last question partly addresses this one, but I can definitely elaborate!
Talent managers have traditionally represented developmental clients (meaning they don’t have enough credits yet, can’t command a certain fee scale, much harder to get in for auditions or agent meetings, etc.) and I always love to see the now-established actor or actress giving a speech at an awards show, thanking their manager for “taking a chance” on them when they were at the bottom of the showbiz food chain!
Due to the business changing as much as it has and the severe impact the sluggish economy has had on it, many managers (and agents) who used to reserve room on their rosters for developmental talent simply have to be more discerning. I actually think this is a good correction that has taken place. So many management firms or agencies had bloated client rosters and just weren’t able to adequately represent all the clients they had. I realize that many actors feel that any representation is better than none at all. But I disagree.
I started out taking on clients who may have been at the earlier stages in their career, but I was looking for people that I sensed were serious about being in this business and demonstrated tenacity and maturity along with an impressive monologue, demo materials or strong and ongoing training. I’m still looking for that.
One of the first questions I will ask a prospective client is why they want to be in the business. There seems to be a lot of confusion these days between being an artist and simply wanting to be famous. That’s a definite red flag for me. This business is probably the hardest in the world. So when I meet someone that may not have a long list of impressive credits, but can show me that they’ve been putting in the time and energy to open every door, stay on top of their training, etc. – I will strongly consider them.
I spend a lot of time with each and every one of my clients. If I’ve brought on a client that isn’t ready or realistic about being in this business, or is emotionally needy or irresponsible, then I’m cannibalizing the rest of my roster. I just can’t – and won’t – do that. And honestly? As cliché as it may sound, when I meet someone and they have a certain spark or energy, I’ll definitely take the time to explore whether we’re a match or not.
StarCast: Can you talk a little bit about how the Internet is changing how you’re finding and marketing clients?
Michele: This is another topic that could be a stand-alone interview – there’s just so much I would love to share on it! This is a business about who you know, who knows or is aware of you, and intelligently putting yourself in front of people that need what you have. The Internet and social media have made that almost ridiculously easy to do.
I am very keen on using the Internet and social media to raise awareness about my clients. If someone has a Facebook or Twitter account and nowhere in their profile does it mention that they’re an actor or have a link to their IMDb page or demo reels on YouTube, or whatever – then that’s a missed opportunity. I also actively post online when my clients have auditions, callbacks, or book a new project or land a great agent. The attention it gives them not only benefits them, but it almost always spurs interest from prospective clients. I rarely go looking for clients and have to say that unless they’ve been referred to me by an agent or casting director, etc. then they’ve been reading and “listening” to what Epic is about, and see the momentum my clients are having and will inquire about representation.
But I also strongly caution people to use the Internet and social media outlets wisely and respectfully. You can follow a CD on Twitter, perhaps re-tweet something they’ve posted, or even reply to them when appropriate – but you have to use common sense. It’s generally not good to hit up an agent and ask them to represent you if you happen to wait on them at a restaurant. The same is true of the Internet – use your best judgment and always err on the side of caution.
StarCast: Do you have any general advice for actors out there trying to secure representation?
Michele: Get out there and get into the community of the business. Get registered and actively use the online casting sites…peruse the message boards to learn and get great advice. Take the time to research and audit classes and find out which one best suits your needs. Get an IMDb Pro account and post your resume and headshots and get yourself a vanity URL to include on your resume. Read the trades [like Variety and The Hollywood Reporter] (most are available for free online). Watch television and go to the movies! How do you know what Hollywood is looking for or understand a role if you’ve never seen the show or haven’t seen a film since 1993?
StarCast: Thanks so much for talking to us today. Any final thoughts or advice to share with our user base?
Michele: Overall, I would recommend that you take the approach that you are the CEO of your business. Agents and managers are certainly vital to your success – but we’re only your VP’s. Thanks for having me!
You can follow Michele on Twitter @EpicTalentMgmt, Facebook at www.facebook.com/EpicTalentManagement, or check out the company website atwww.epictalentmanagement.com. The opinions expressed in the interview herein are Michele’s alone and do not necessarily reflect the opinions of StarCast. StarCast assumes and shall have no legal responsibility pertaining to the accuracy of advice given by those interviewed.
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