Now this is how to find your lead singer...

I'm guessing you didn't see the golf shirt thread...

If you think it works, then by all means stick with. As I said above I have a corporate background, do not believe in "democratic" bands, and exclusively play for pay. I completely understand corporate culture, including where it doesn't fit in. While we all do our best to reduce drama in our band lives, to me there's a trade off between no structure and the video/golf shirt concept. With at least 1,000 gigs under my belt over 20 years, I can say with confidence that this concept would scare away talented, professional musicians that would probably assume I was the drama queen for insisting on such measures. My guess is that you would find minimal drama even without such formal measures.

I have a few people I call professionals that I work with. I do find they are easier to work with than inexperienced musicians. I don't think they necessarily needed the video either -- but only learned that after working with them. The good news is that I didn't scare them away with the video. But many of the new players I work with need the video. Even one that was in my original, democratic band who I then brought into one of the newer bands. Could not accept new wine in old bottles. The video made the bottle new again.

What makes them easy to work with is that they know how to learn tunes fast (most of the time we just throw charts at each other on the gig). They do what the job requires, and they play only for money. But even in those cases, I have two that have created significant drama. One will only play what excites him. He is deeply uncooperative with client requests. The other -- the artist type -- I told you about him. This was in my pre-video days.

I was on a Blue Note Jazz cruise to the Carribean last week, and had some great one on one conversations with Grammy-award winners and nominees. With as many gigs as they ahve packed into one day, and a round robin of players in different groups, I saw how they worked together on stage. As I have performed more and more, I realize its all about flexiblity. Good chops is taken for granted, and the musicians simply adapt to the situation at hand. On the local scene, there aren't as many of those cats around, in my view.

And if you're like me, constantly developing new players, there is a need for orientation.
 
With 20 musicians i paid last year,150 gigs now over 6 years -- trust me it works. For a local semi pro musician with a family, job, going to school, and heavily involved in a non profit and church responsibilities, its enough. Seems to me you just don't like the idea -- and I'm fine with it. As said, the purpose is to filter out musicians who arent a good fit and belong in other bands. And it sounds like you might be one of them. And that is fine. there is more than 1 way to build a house.
I'm curious why a video instead of e.g. just a document that outlines your requirements?
 
Not my job. When I'm responsible for hiring musicians for a group.....I hire those that have done their own development.

There is room for all kinds of approaches. For me, part of my passion comes from orienting new players to jazz. It keeps the supply of musicians high. It keeps the genre alive in my locale. I love the teamwork aspect as well, and right now, my favorite band is an originals jazz band with some developing players. But they are innovative, fun, and supportive of my original music.

At the same time, I got a call from one of the top of scene players last night asking me to contribute this new music into a compilation CD he is doing of original jazz material. 3 of 12 songs will be my originals, backed by all the top players in our town. So, I am a chameleon when it comes to who I play with.

I also have a passion for non-profit service, and I like using those low paying gigs for developing new players. These are gigs that don't pay the minimums the pros require, but fit the budget of the struggling non-profits that approach us. At one time, my only option was to refuse the gig, but now, I have a group of players I can plug into those gigs.

Something cool happened last week. My pro band was hired for a high profile corporate gig at one of the theme parks around here. I placed the developing players into that gig as their first higher paid corporate gig. It was a bit of a risk, as the promo video features a top of scene pianist (who was not available, by the way). But I wanted to reward the developing players for a year of low paying work in my non=profit that does events and such. This is where they developed their chops and learned new material on the spot. We played the corporate gig, and then got a repeat booking from the event planner for a similar gig six months later. For me, those experiences are very satisfying.
 
Last edited:
I'm curious why a video instead of e.g. just a document that outlines your requirements?

Not sure. It's partly because it's novel. I think it looks more professional with my music production companies logo and trade dress (black, browns and platinum colors) for the text and fonts. More professional than a word document, even on letterhead. It shows I'm very serious about it, given the perceived extra effort I put into it. I use the software called Debut by NCH Software to do the recording over powerpoint, and its very easy to use. Plus I make up such stuff for my full time teaching job, so it was a natural extension of that.

BTW, this went so well, I now use the same concept to recruit volunteers for my non-profit. It vets the potential volunteers very well, except they have to watch two 13 minute videos, not just one of them. And I get the same quality results for that situation -- in the non profit case, committed people who don't blow off meetings, return messages within 24 hours, follow through on assignments, and know that participation is not a personal free for all -- that their personal goals AND our organization's needs have to BOTH be met. That video has diagrams of the structure and map of the service area, but the concept of a youtube orientation video is critical to getting the right people in the right places. So far, so good.

The fact that the videos have worked in two different situations now tells me the whole idea has legs. Will it work in other contexts? Time will tell. I have no other places to test it as these two situations consume all my time.
 
Ah, "Pau and His PowerPoint"! This old chestnut. I'm hoping the PowerPoint outlines my health plan.;) J/k
As others have mentioned, if it's working for you, all the better.
I think it's come up before in one of your threads, but do you get your people to sign a "no compete" clause?
What happens if a bunch of your guys get along well enough, and can do all the business side without needing "policies" and "orientation" and can have more fun deciding on their own set list and choosing where they wish to practice? They decide to go rogue.
What if they strike up good relations with some of your clients, undercut you for gigs?
Good business practice says that competition is healthy and you should concentrate on providing a better product.