How to hire an actor

How to hire an actor, step by step

Here's a step-by-step actor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an actor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new actor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your actor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an actor for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An actor's background is also an important factor in determining whether they'll be a good fit for the position. For example, actors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents actor salaries for various positions.

   Type of Actor	Description	Hourly rate
   Actor	Actors express ideas and portray characters in theater, film, television, and other performing arts media. They interpret a writer’s script to entertain or inform an audience.	$11-55
   Cast Member	A cast member is responsible for ensuring that the guests have a wonderful and comfortable experience, usually in a film production setting. Cast members assist with the guests' inquiries and concerns, verifying their schedules, and directing them to the appropriate area based on their tickets... Show more	$10-17
   Audio Engineer	An audio engineer is a trained professional who specializes in working with the mechanics of recording, mixing, and reproducing sound. Audio engineers work with clients such as record producers, musicians, and artists to record the sound they are making and manipulate the equalizer, the compression, and the gates when mixing... Show more	$14-49

2. Create an ideal candidate profile

   Common skills:

   • Makeup
   • Improv
   • Music Videos
   • Costumes
   • Drama
   • Teamwork
   • Body Movements
   • Public Speaking
   • NYC
   • Shakespeare
   • Memorization
   • Facial Expressions
   • Guild
   • ABC

   Check all skills

   Responsibilities:

   • Act in productions and lead performing arts and drama workshops for local schools and organizations.
   • Have worked on numerous productions for Disney, CBS, ABC, NBC, TNT, HULU.
   • Appear in comedy shows and talk shows in Korean TV channel.
   • Work in sections, using teamwork, to frighten customers as well.
   • Act and modele on photo and film sets in NYC and Orlando.
   • Appear in several TV shows as well as commercials as SAG-AFTRA performer.

3. Make a budget

   Including a salary range in your actor job description is one of the best ways to attract top talent. An actor can vary based on:

   • Location. For example, actors' average salary in wyoming is 64% less than in alaska.
   • Seniority. Entry-level actors 79% less than senior-level actors.
   • Certifications. An actor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an actor's salary.

   Average actor salary

   $53,376yearly

   $25.66 hourly rate

   ---

   Entry-level actor salary

   $24,000 yearly salary

   Updated December 25, 2025

4. Writing an actor job description

   A good actor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an actor job description:

   Actor job description example

   • At least 1 years of related experience (emergency and veterinary preferred)
   • Proficiency with Microsoft Office Suite, Gmail, Google sheets, and Google Docs.
   • Average type speed of at least 40 wpm
   • Bilingual skills are a plus.

   Competencies

   • Interpersonal Skills- - Passion for working with people and pets; Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things. Inspires the trust of others. Collaborative, empathetic and proficient in both verbal and written communication.
   • Professionalism-- Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of who they are; Ethical; Positive attitude; Accepts responsibility for own actions; Follows through on commitments. Manages difficult or emotional customer situations with compassion; Responds promptly to customer needs. Customer-friendly appearance and demeanor; Ability to work independently as well as a member of a team.
   • Adaptability-- Adapts to changes in the work environment; Manages competing demands and priorities with enthusiasm; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events. Flexible.
   • Organizational Support-- Follows policies and procedures; Completes tasks correctly and on time; Supports organization's goals and values; Benefits organization through outside activities; Supports affirmative action and respects diversity; Strategic/Forward-thinking; Motivated, with a strong work ethic and high standards
   • Planning/Organizing-- Prioritizes and facilitates patient flow, Acute attention to detail and organization; Dedicated to continuous learning, growth, and improvement.

   Physical Demands

   Work requires occasional standing and walking. Must be able to lift, push, pull, and carry up to 40 lbs. Must be able to sit, utilize hand and finger dexterity, talk, hear, utilize visual acuity to operate equipment, read technical information, and use a computer for prolonged periods of time. Must be able to wear appropriate PPE such as face masks for duration of shifts.

   Working Conditions

   May be exposed to unpleasant odors, noises and animal feces. May be exposed to bites, scratches and contagious diseases.

   Copy this example

   

5. Post your job

   To find actors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any actors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level actors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your actor job on Zippia to find and recruit actor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting actors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new actor

   Once you've selected the best actor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new actor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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