How Industry Leaders Spot The Next Superstar Execs In The Biz

A common thread runs through each name on this year’s Impact: NextGen list. Each one of them was quickly spotted as a superstar among their colleagues with top talents at their companies noticing their work ethic and recognizing early on that they’d go far.
Across every facet of the live industry, leaders remark that the same kind of person distinct themselves at the start of their career. Ultimately, it doesn’t matter what their job is, they’ll always accomplish what it is they’ve set out to do.

Perhaps they stayed late every night to not only complete their tasks, but get ahead and help their teammates. Maybe they often volunteered to take on extra assignments and responsibilities. When they first join the company, and perhaps even before then when they’re taking their initial interviews, they frequently ask questions about the job and industry in order to satisfy a hunger for learning and get ahead of responsibilities that might one day come in their future.

Wasserman Music VP of Operations Sara Pullman says these standouts are often spotted before they’re hired. Pullman oversees all of Wasserman Music’s internship and mentorship programs, and is the one searching for new talent to bring into the agency.

“It starts as early as the resume,” she says. “That is as early as it starts where I can tell if someone has it or not. It’s the careful attention to detail people pay to their resume. If their resume is formatted really well and there’s no spelling errors, it looks clean, I know that person pays careful attention to everything they’re doing. Those resumes stand out to me before they even get into the door. Once they’re in, it’s the people who are constantly asking questions, who want to know more, who want to learn but not in a lost way. You can tell when someone’s lost and you can tell when someone’s curious, there’s a clear difference.”

Those surveyed across the music industry, from agencies to management, all agree the same type of person thrives in their jobs. Success follows the same formula. For those who don’t necessarily start out that way, it’s possible to self-reflect and recognize ways to improve.

“Do as much as you can for as many people as you can for as long as you possibly can,” Kirk Sommer, partner and global co-head of WME and mentor to this year’s NextGen honoree, Stephen Schulcz, says. “Ask questions, show up early, don’t get comfortable, have an opinion, be honest, treat everyone with respect and take advantage of each opportunity. Honesty, efficiency, thoughtfulness, accuracy and discretion are essential. Don’t get caught up in the BS.”

Red Light Management’s Eric Silver shares he often looks to those who’ve surpassed expectations within his own office for promotions rather than seeking out talent elsewhere.

“Everyone on our core team came in as a junior position and has worked or is working their way up,” he says. “You know when you meet someone and they have the ‘eye of the tiger’ and it’s exciting to help foster that. For me personally, I look for people who show initiative, and who are often already making things happen on their own. I always tell people, ‘Don’t wait for permission.’ If you want to be an artist manager, find someone you believe in and start.”

A passion for the work also influences how good a job one does. The music industry is often an all-encompassing pursuit, the job never ending as many people work their 9-5s (and start earlier and stay later to accommodate those working in different time zones), then continuing into the weekend as shows come around. Those on the road with artists are working pretty much 24/7, going from place to place and building out then tearing down the production.

“What truly distinguishes candidates is having this unmistakable passion for music or comedy combined with a kind of lit-from-within ambition and motivation to succeed in this industry,” Katie Anderson, Strategy & Operations, Touring Leadership at CAA, says. “We look for individuals who surpass expectations, are innovative and are always anticipating what’s next. Success in our culture comes from those who thrive on collaboration, embrace challenges, and push the team to grow stronger together. We’re all about teamwork, and we’re drawn to those who not only share that value but elevate it.”

Pullman emphasizes that it’s important to remember at the end of the day, each individual is only as good as their team as a whole. Perhaps the most important piece of the puzzle is to act as a good team player, rather than focusing on your individual career. By helping the team win, you win.

“People who are not team players, I see them sink very fast, because you always need the support of the people around you,” Pullman says. “If you do a favor for someone, they’re going to do it back for you. If you’re a good team player, your teammates are going to cheer you on and they’re going to have your back when you have success and they’re going to have your back when you don’t have success. Those are the people who stand out to me, where they understand the formula and I know they’ll have a long career here. They know what they’re doing.

Pullman adds, “It isn’t rocket science what we do, it’s an innate skill that some people have and some people learn. But what it really takes to be a star in the business is having a well-rounded foundation. There’s all these things that go into it, and you can tell those kids who have it right when they walk through the door.”