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Talent Director at Gleam Futures

At Gleam Futures, we manage talent. We manage a new generation of talent that has found its voice and audience on social media and digital platforms first.

Talent Director at Gleam Futures

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About the job

Gleam Futures

We’re pioneers in talent management & helping brands provoke action through the power of talent-led marketing.

We work with partners who want to make authentic connections with real people. We believe in embracing creativity, championing unique, diverse perspectives, and fostering a spirit of collaboration over competition.

As part of Dentsu International, Gleam Futures manages some of the most influential digital-first talent in the world from offices in London and Los Angeles.

The Role

A Talent Director will likely still be directly managing one key talent and so there is some overlap in the Talent Manager job specification to allow for this.

The Talent Director however reports into the Global Head of Talent and will manage multiple team members within the Talent team. The largest part of the role (outside of talent management) is likely to be people and resource management and development of key commercial relationships with outside partners and clients, as well as new business development.

Key Responsibilities

  • Ensure each talent on their roster has a realistic, timely but ambitious strategy agreed

  • Ensure that talents’ image is protected

  • Forecast for roster and ensure that forecast is met

  • Seek and secure commercial opportunities across the entire roster

  • Identify opportunities for improved efficiencies within the business

  • Work with the senior management team on new business initiatives for Gleam


  • Driving roster revenue to target

  • Retaining talent

  • Line management of a team of Talent Coordinators and Talent Managers

  • Lead on multiple cross-roster commercial projects

Skills & Knowledge

  • Articulate and clear communication whether in person, by phone or by email.

  • Being able to manage key stakeholders (including the talent) so that expectations are always managed as best possible.

  • Being able to foresee potential issues or roadblocks in advance and successfully navigate around those.

  • Being able to adapt behaviour from one talent to another talent and not taking a one size fits all approach.

  • Stay on top of industry developments and share insights with the wider team that may affect the business or talent.

  • The ability to negotiate large, complex commercial partnerships for talent across brands, publishing, licensing, mobile, live, and other relevant industries.

  • The ability to develop key relationships on behalf of each talent whether that be with a brand marketeer, a publication, or a platform.

  • Able to handle any serious crisis management for talent alongside key stakeholders i.e. a publicist or senior management.

  • Excellent people management skills including the ability to manage more senior team members with more far-reaching KPIs

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