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Broadcast is not really any different from OLV. So if you have video production experience then you’re probably fine. I don’t think anybody cares where work is running media wise. It you’be worked in social or CRM or just OOH and have yet to work in video, you’ll probably have a tough time upleleveling into an ACD position to be a senior creative or manager in broadcast. That being said you could do a one step back two steps forward kinda thing and take a lateral move or even midrole at a bigger agency and get that experience. It really depends, because if there are shops that do what you do then you’re probably fine. It’s harder to get a higher title and work on a medium you haven’t done yet e.g. going from a digital to traditional shop.
Definitely lacking video of any kind as that’s generally handled but ACDs where I am, aside from the occasional small social stuff. Super open to lateral and even midlevel if the pay isn’t a dramatic increase to gain the experience. Thank you for the insight, will keep all of this in mind while I search.
Lots of places offering temp-to-perm now, so freelance could be a way in. Once you’re at ACD level I feel like they’re hiring you for what you’ve done (ie. To do it there), so you might want to get the kind of production you’ll be expected to lead under your belt before your shoot for the title.
For example, now that I’ve lead a couple experiential productions I feel confident I could land an ACD role on an experiential heavy account. That might have been a stretch before.
At this point in our careers we’re becoming specialized at certain kinds of work. What is your core competency? Is there a gap between what you’ve done and what you want to do? I would recommend filling that gap before seeking a leadership role.
Yeah it sounds like they’ve put you in a position where your book is being limited by the opportunities around you. But it’s never too late to look around and find a gig doing the kind of work you want to grow toward.
I would only worry about the title if you’re being held back internally by their unwillingness to promote you and grow your skills. There’s definitely a reality to being too good in your current role and leadership not wishing to lose that key person, which disincentivizes them from promoting you.
Honestly sticking to a Senior role a little longer at a new shop might get you better briefs wherever you land, and being able to focus on crushing them rather than manage juniors.