How to hire a co-producer

How to hire a co-producer, step by step

Here's a step-by-step co-producer hiring guide:

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

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1. Identify your hiring needs

   Before you post your co-producer 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 a co-producer 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

   A co-producer's background is also an important factor in determining whether they'll be a good fit for the position. For example, co-producers 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.

   The following list breaks down different types of co-producers and their corresponding salaries.

   Type of Co-Producer	Description	Hourly rate
   Co-Producer	Producers and directors create motion pictures, television shows, live theater, commercials, and other performing arts productions. They interpret a writer’s script to entertain or inform an audience.	$16-40
   Stage Manager	A stage manager is someone who oversees theatrical performances and all practical and technical aspects of rehearsals and shows, such as lighting cues, sound, prop usage, and costume changes. The core skills that stage managers should possess to accomplish their responsibilities include excellent attention to detail, the ability to multi-task and work under pressure, and strong leadership and problem-solving skills... Show more	$15-36
   Producer Internship	Producer interns require strong analytical, delegation, planning, time management, and prioritization skills, in addition to flexibility and the ability to work in fast-paced environments. Interns will need to set up rehearsals, transport musicians and instruments, plan and assist with recreational activities, and perform various other production tasks.	$13-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Film Production
   • Post-Production
   • Music Videos
   • Audio Equipment
   • Feature Film
   • Facebook
   • Web Series
   • Photography
   • Twitter
   • Press Releases
   • B-Roll
   • Video Production
   • Social Justice
   • YouTube

   Check all skills

   Responsibilities:

   • Manage on air giveaways and daily advertising metrics
   • Live tweet from the CSN twitter page.
   • Research and co-wrote the script for the PBS documentary series.
   • Used Panasonic P2 HD cameras: handheld, track-mount dolly, and crane-mount.
   • Provide timely and accurate delivery of all multi-media elements to publish to various platforms.
   • Direct the documentation of military grind and aerial combat operations.

3. Make a budget

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

   • Location. For example, co-producers' average salary in south carolina is 52% less than in new york.
   • Seniority. Entry-level co-producers 58% less than senior-level co-producers.
   • Certifications. A co-producer 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 a co-producer's salary.

   Average co-producer salary

   $55,074yearly

   $26.48 hourly rate

   ---

   Entry-level co-producer salary

   $35,000 yearly salary

   Updated December 16, 2025

4. Writing a co-producer job description

   A co-producer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a co-producer job description:

   Co-producer job description example

   Working at Pizza Hut is about making hungry people happy. It's about being independent and having fun, making new friends and earning extra cash. As a Pizza Hut team member, you can be the smiling face that greets and serves the customers or a cook who make things happen in the kitchen. Working with us will give you the financial rewards and flexibility to suit your lifestyle. You'll learn new things, get recognized for your efforts and learn skills that last a lifetime.
   
   Compensation: Starting at $12.56 per hour + tips per tip pooling based on experience and restaurant location.
   
   As a part-time employee you will be eligible for education assistance, sick pay, Employee Assistance Program (EAP), and employee meal discounts after certain eligibility requirements are met.
   
   As a full-time employee you will be eligible for medical, pharmacy, dental, vision, life insurance, disability, critical illness, hospital indemnity, accident, Employee Assistance Program (EAP), 401(k) Retirement Plan benefits, education assistance, employee meal discounts, vacation pay, and sick pay after certain eligibility requirements are met.
   **Requirements**
   
   The good news is that your training will teach you everything you need to know to succeed on the job. But there are a few skills you should have from the get-go:
   
   You're a fun and friendly person who values customers and takes absolute pride in everything you do. Communication skills are key - you're not going to be able to text message customers back and forth. In other words, you should be comfortable talking to strangers.
   
   You've got attitude - the right kind of course - and understand the need to be on time, all the time. With loads of energy, you understand that work is easier - and more fun - with some teamwork.
   
   And you're at least 16 years old - 18 if you want to be a driver.
   
   Keep in mind, this is just basic information. You'll find out more after you apply. And independently-owned franchised or licensed locations may have different requirements.
   
   **Additional Information**
   
   We've got great jobs for people just starting out in the workforce, looking for a flexible second job or staying in the workforce after retirement. If you want a fun, flexible job with an innovative company, look no further than Pizza Hut. Apply today!

   Copy this example

   

5. Post your job

   There are a few common ways to find co-producers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Your first interview with co-producer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 co-producer

   Once you have selected a candidate for the co-producer position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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.

   Once that's done, you can draft an onboarding schedule for the new co-producer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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