A Simple Guide to Vetting and Choosing Production Partners
Partnering with the right people is key to succeeding in any industry, but the stakes can be uniquely high for creative professionals. Art is subjective, so quantifying its impact on an audience is hard to do. In the absence of metrics like “growth percentages” and “conversion rates,” our work relies on less tangible qualities like reliability, respect for time and budget constraints, and the ability to work toward a shared goal.
Basically, reputation really matters—and collaborating with professionals who prioritize strong partnerships can help protect yours.
The vetting process, while not always enjoyable, is indispensable. It not only helps minimize risks by weeding out bad matches, but also forges stronger relationships by aligning interests, skills, values, and working styles. So, if you want to ensure you’re making the right connections in the industry, let’s dive into some effective vetting strategies
Fill in the Blanks
Whether you’re looking to hire a single freelancer or considering signing on with a major production company, you cannot jump into a partnership without a complete picture of who you’re about to be working with. So, start filling in the blanks!
Open up that search browser and do a little digging. In today’s world, first impressions often happen online—so what does their digital presence look like? Do they even have one? Some people, or even companies, prefer to keep a low profile, but no profile at all can be a red flag. (More on this later…)
In addition to assessing any online portfolios or personal websites, check out social media profiles. Are they active and engaging? Does their tone resonate with you? This information can help you better gauge professionalism and communication style, as can client testimonials and reviews regarding past work.
Verifying credentials and qualifications is also important and can usually be done online. However, one of the best ways to vet a potential partner is to simply reach out to your own professional network. There’s a good chance one of your contacts knows this person or company, maybe even worked with them before.
When we’re looking to fill a role here at Kraken Cove, the very first thing we do is ask trusted colleagues: Do you have any recommendations? Remember, your network knows how you work and what you value. Chances are, they’ll also know someone who fits the bill.
Ask the Right Questions
When it comes to vetting, asking the right questions can make all the difference. They can reveal insights about a potential partner’s work style, problem-solving abilities, and personal interests. At the very least, they should clarify what’s expected of you in this partnership.
Instead of relying on the same old standard questions, consider how you can ask things to make people want to answer. Since that can be easier said than done, here are some tips:
Be Specific, Not Generic: If you’re interviewing someone, they’re likely already a bit nervous. So, rather than asking vague questions that leave them searching for a memory (like “that time something went wrong”), try something more focused—and creative. For example, “If X happens on set, how would you handle it?” encourages a thoughtful response and reveals a candidate’s troubleshooting skills.
Be Genuine, Not Basic: It’s okay to get a little personal during the vetting process. After all, the goal is to find the best partner—so find out what makes them excited about this industry. Ask questions like, “What project are you most proud of and why?” or “What gets you out of bed for a 3A call time?” to better gauge their passion and what drives them.
Be Interactive, Not Indifferent: It’s important to remember that both parties should be engaged in the conversation, so pay attention to whether a candidate is asking you questions. Are they curious about team dynamics? Do they want to know how differences of opinion are handled during a project? In addition to showing interest, questions like these can reveal a lot about how a person perceives their (and your) role in the collaboration.
Be Curious, Not Rude: Remember, there’s a fine line between inquisitive and inquisition. People are more likely to open up if they feel your interest is genuine—so ask thoughtful questions and listen when they speak.
Watch Out for Red Flags
Navigating the vetting process involves more than just checking qualifications and asking questions—it also requires being vigilant for warning signs. Whether you're still in the research phase, debriefing from an interview, or ready to negotiate a contract, keep an eye out for these red flags:
Vague Online Presence: As we mentioned above, it’s unusual for a person or company to have virtually no digital footprint. However, you should also be skeptical of vague online presences, like a website with no recent updates or missing contact information. Take note of people who might be trying to misrepresent themselves by failing to provide proper credits or being intentionally unclear about their roles in projects. Basically, pay attention to what’s missing, and trust your instincts—if you get a bad vibe from what you see, it’s often worth heeding that gut reaction.
Evasive Responses: If a person dodges questions during an interview or avoids providing detailed answers, it could indicate they’re unqualified, not actively involved in the industry, or possibly even hiding something. Hesitating or outright refusing to provide references from previous clients or collaborators is also a red flag, suggesting they might lackcredibility (or positive reviews). If they do provide references, be prepared to ask specific questions to ensure they’re legitimate.
Poor Communication: Consistent issues with communication, such as unanswered emails, delayed responses, or even just unprofessional, annoyed, or defensive tones during the vetting process can be a sign of a potential problem. If discussions are tense now, there’s no reason to think they’ll improve later when working in a stressful environment.
Pushy Behavior: If someone pressures you to make a quick decision or sign a contract without giving you adequate time to review it, that’s cause for concern (not to mention disrespect for your boundaries). Aggressive energy in general is usually a red flag for us, as it indicates someone who might struggle with conflict management or collaborative projects. Remember, if someone is pushing you for a quick response, it often means the situation is weighted in their favor. Take a step back and reassess your position.
Be the Partner You’d Want to Work With
While the vetting process is an important step in finding the right partner, so is modeling the type of behavior you’d like to see. That means, if you have certain expectations of your collaborators, be clear about them from the start. Likewise, consider the impression you’re making on other people—whether that’s online, during an interview, or when signing a contract.
In our opinion, the best partners are reliable, flexible, and team players. They know how to problem-solve and when to pivot in a new direction. Think about the qualities you value most, and strive to embody them in a way that strengthens your own reputation. After all, the vetting process is a two-way street—and your next big collaboration might come from someone vetting you!