Media Technologies

Broadcast Operations, IT, Advanced Technology, Production, Post, Engineering,Sales Technologies, Systems Programming, Content Management, Workflow,CODEC and Digital BO&E Technology

Broadcast and Media Technology Executive Search

Media Broadcast Distribution, Production and Post Operations, Workflow, Sales Operations, Facilities, Engineering IT andEmerging Technologies. Filcro Media Staffing identifies specialized media and broadcasting technology executives with broad strategic, operational,distribution, production, engineering, sales, programming and maintenance responsibilities from a software and hardwaremanagement perspective.

Broadcast Operations and Engineering (BOE), Broadcast Operations Canters (BOC),Network Operations Centers (NOC) ,Television Operating Centers (TOC), Electronic News Gathering (ENG), Video On Demand (VOD), Content ManagementSystems (CMS), Communications Security (COMSEC), High Definition (HD), 3D, Holographic Conversion (HC) , DigitalRadio (DR), In Band On Channel (IBOC), All TV & Radio Subcarrier, Broadcast Robotics and Automated Production(BRAP), Set Top Box (STB), Workflow Automation,(OEM) Original Equipment Manufacturer Integration, (OTT) Over TheTop Integration, (CDC) Cloud Distribution Centers, Multiplatform Automated Delivery, Library & Storage, MPEG(x) AllCompression, (MME) Mobile Media Engineering, Multiplex Distribution, Encoding, CODEC Development, BroadcastMechanical & Facilities Engineering, Broadcast HVAC, Telecom & MSO Network Integration and all VoP, RTP, VOFR,ATM, BPL, and VTOA. Specialized Media Technology and Workflow Sales Group - Client Technology Rosters -Technology Group Profile

The media technology listed above is specialized broadcasting, MSO and Telecom technology nomenclature relevant to therecruitment and executive search practices of Filcro Media Staffing. This diverse technology subject matter reflects the scope and granular practical understanding that Filcro Media Staffingutilizes to recruit media technology executives. Media and Communications companies seeking talented media technologyleaders for single platform or multinational multicast multiplex multiplatform entities are Filcro Media Staffings clients.

With the growing influence of IT facilitating the efficacy of convergence; telecommunications and broadcastinginterests experience similar benefits from implementing change management and succession planning throughour focused identification. Filcro Media Staffing as a media broadcasting executive search firm understandsmedia technology and media technology people from a tactical and strategic perspective.

Filcro Media Staffing has broad strategic and granular IT and engineeringrecruitment acumen specific to the media industry. From actual code for custom

programming and systems environments that develop their own solutions for every facet of thebroadcasting industry to distribution and sales operational initiatives, Filcro Media Staffing offershighly specialized technology recruitment. Traffic, broadcast operations, inventory, production,

Americas U.K Australia Canada China Hong KongIndia Indonesia Japan Philippines Napal New ZealandSingapore Taiwan

Global Broadcasting Executive SearchFilcro Media - Media Technology Executive Search Group

post production, library management, sales, sales operations infrastructure, distribution, researchanalytics, NOC automation, satellite control systems, CODEC development for in-house and oroff the shelf box development are all areas relevant to Filcro Media Staffings technology clients and specific to the firmsrecruitment proficiency on tactical and strategic levels.

Filcro Media Staffing is a global executive search firm and our clients utilize our global recruitment experience to attracttalent from the primary technology centers all over the world. Our capacity to identify, recruit and attract technology talent innot limited by geographic boundaries. Some areas of exposure for the firm:

Software and hardware Engineers, Managers, Programmers, Directors, Sr. Directors, Vice Presidents, Scientists and CIO,CTO, CXO level media technology executives are identified with the appropriate experience, acumen and skills. Ourcommitment to "best practices" in this group and our ability to identify executives when "change management" is essentialin sophisticated technology environments is proven.

Filcro Media Staffing maintains up to date information from organizations like SONY,Panasonic, GE, Harris, Scientific Atlanta, Lucent, Cisco, SUN, HP, Microsoft, Oracle,INVISION, TRW, Pioneer, JVC, Grass Valley, Philips, Motorola / GI and others toestablish our own internal guidelines for hard skill sets for each technical search. Whenthe firm identifies and recruits a CIO, CTO, Senior Vice President of Network BroadcastOperations or a Director of Network Distribution and New Technology for a Multi-Plex,

single network or their integrated x.0 compliant web property, Filcro Media Staffing assures that that individual's skills andbusiness capabilities are everything they should be now and going forward.

Every search in this practice group is conducted by an Officer in Charge of Search (OIC) with a minimum of 15 years oftechnical recruitment experience who is also a former Satellite, IT, MSO, TV Network, or technology sales executive withextensive industry knowledge related to a clients needs. Theoretical and practical knowledge of current and future MSO /network distribution, fiber, digital, production/post, mobile, OEM, satellite and RF technologies facilitates rapid and accurateidentification of talented technical employees in every media market in the United States or OCUNUS. The firm stays up todate with legislative and technical FCC mandates for spectrum license allocations including wireless for private/publicapplications, digital sub carriers and emerging BPL technology. COMSEC and INFOSEC searches are assigned to theappropriate search executive based on the nature of the organization. Client Rosters

Mobile Cable TV & MSO Broadcast TV Radio & Music Online Multicast & OEM DOOH

Location New York, NY - USASearch Firm Filcro Media StaffingOIC Tony Filson Reporting to Board of Directors, CEO, CTO & SVP HRClient Diversified U.S. Global Media & Entertainment ConglomerateClient Situation Succession Plan & Upgrade of Global IT Across all Media Platforms

From initial build-out to recovery to security to operations to integrating legacy platforms for monetization with digitalproperties and accommodating technological growth, Filcro Media Staffing is the most comprehensive broadcasting andmedia executive search firm CONUS or OCONUS to identify and secure proven media information technology andengineering leadership. For Tony Filson OIC Roster - For CTO / CIO

Programming executive searches for all operational, engineering and application development recruitment include but arenot limited to: SAP, ASP/ASP.net, VB/VB.net, .NET, Perl, Linux, C++, Oracle, UNIX, SAS, Java/J2EE, SQL Server. Pleasenote that Filcro Media Staffing only recruits programmers with related media, broadcasting, telecommunications andentertainment experience. Also visit our specialized Media Technology Sales Group.

A Filcro Media Staffing Media Technology Executive Search Review

Chief Technology Officer (CTO) Global Broadcasting, Motion Picture, Cable & Interactive Networks

Executive Search Committee Industry and Business Sector Inclusion

Television Networks - Cable & Broadcast - International, National, Regional & LocalRadio Broadcasting Networks - International, National, Regional & LocalWireless / Mobile Content Producers - International, National, Regional & LocalOnline Interactive - International, National, Regional & LocalNetwork & Syndicated Programming Producers - TV, Radio, Interactive, Mobile, FilmMotion Picture Studios - Domestic & International

The executive search committee (ESC) of the client company was comprised of thePresident, CEO, current CTO and SVP of Human Resources acting as the liaison for the(ESC). The (ESC) identified Filcro Media Staffing (FMS) and Tony Filson (TF) functioningas Officer in Charge of Search (OIC) to conduct a national search to identify and reviewthe proper technology executive capable of facilitating the current CTOs succession plan

and the board of director's desire to enhance the global technological resources of theirmedia holdings across all media platforms.

The CTO had a clear vision of where the diverse media holdings needed to be technologically in international, national,regional and local markets and he was exceptionally articulate in what he was seeking strategically and tactically to assurethat his successor could manage this global media and entertainment conglomerate, well into the future.

The diversity of the company's global media portfolio would require Filcro Media Staffing to recruit a CTO with broad mediaacumen and a sophisticated comprehensive overview of advanced multimedia, multicast and multiplex broadcasttechnologies. For terrestrial distribution, MSO, OTA & Satellite relationships and FCC mandates this new CTO wouldrequire exceptional hard and soft skills to evangelize technology internal and external to the organization. The new CTOwould review and manage many IT and broadcast vendor relationships across three continents; this would require a fiscallymature media IT executive with extensive build-out, operations and maintenance experience globally.

With a large multinational and multi language IT engineering staff reporting into this technology executive, a noted andadept mentor with the ability to manage soft and hard assets remotely would be essential. Media technology issuesassociated with international government regulations, business affairs and monetization were complex and we required anexecutive who could utilize the firms extensive legislative resources effectively to manage these areas with autonomy.

Some of challenges facing the new CTO

Global Dissemination Across Multiple Media PlatformsOptimizing and Upgrading Resources for TV, OD, Radio, Interactive and Wireless NormalizationChange ManagementVendor Management in International & Domestic MarketsOptimizing Sales Technology to Enhance Revenue Across All PlatformsCentralize Control of International Technology AssetsInternational Government and Domestic FCC ComplianceManagement of a Diverse Multinational StaffAttracting and Mentoring Staff to Facilitate Technology InitiativesImplementing IT Best Practices Internal & External to the Organization for Assimilation, Dissemination & ProductionIntegration of media platforms for monetization of multicast products and services

Solution

Based on Filcro Media Staffings recruitment experience with prior advanced media technologysearches and an awareness of other global media organization's technology infrastructures;compiling, verifying and vetting the entire initial search universe and including the ESC in the processtook less than three weeks to complete. With a finite number of appropriate media technologyexecutives capable of moving the organization globally to their next generation of technology acrossall their targeted media platforms it was apparent who was qualified from a mechanical perspective

well before the initial round of interviews in New York, Atlanta and California to understand each executive's capacitystrategically.

The OICs (Tony Filson) objective was to attract the proper media technology executives to fit well within the organizationsunique technology culture. Every ideal media technology executive identified was currently under contract, happy and wellvested within their respective media conglomerate. The current CTOs succession plan was essential while recruiting toattract the ideals who were talented and well sought after Media IT executives. All exhibited the career progression andstability sought in the new CTO to maintain continuity and facilitate growth in the clients global technology organization.

The current Chief Technology Officer CTO required extensive assurances that this incoming executive would assume theinitial transitional role prescribed before taking over the CTO position at the cadence prescribed. Maturity and soundjudgment during a brief transition alloted would afford the organization and their vendors and affiliates continuity during thenew CTOs ascension. An extensive round of interviews in New York with the CTO, CEO and other senior level executiveof the hiring company provided a unanimous consensus that the proper media IT executive to assume the CTOs positionhad been identified and that he was indeed uniquely qualified and the single most qualified candidate for the position.

Successful CTO Recruited

The executive recruited and attracted by Filcro Media Staffing - Tony Filson (OIC) for the organizationwas currently managing (7) seven major TV broadcast and cable entities for one of the largest U.S.based multinational media and entertainment conglomerates in the world. In his previous roles thistechnology executive managed across every media platform relevant to the organizations diverseglobal media infrastructure to include: Multicast of Cable TV, Broadcast TV, Radio, Interactive, OnDemand, OOH, Mobile and Wireless assets.

The executive was currently managing over 70 senior technology employees across The Americas, Europe and Asia withtotal technology and financial controls within these geographics for global dissemination. His total reports on a dotted lineand vendor management exceeded that of any other candidate by two fold.

With a proven history of efficacy in managing and introducing new media technology from a hard asset and humanresource perspective he was respected below, on and above line by everyone who came in contact with him personally andprofessionally. This level of respect by his peers and those who reported into him would also be an asset in attracting andretaining highly valuable media technologists for the client company in the future.

Mobile Cable TV & MSO Broadcast TV Radio & Music Online Multicast & OEM DOOH

One of the most challenging aspects of this media technology executive search was negotiating the timing of theexecutive's release from his current contract due to a media industry merger. At all times, this media IT executive exhibitedtraits inherent to someone with a fine character, intelligence and honor. It was a pleasure working on this search with thecurrent CTO and attracting such a fine senior media IT executive to carry forward the firm's reputation as a leader in globalmedia technology and broadcasting entertainment.

The incumbent CTO left the firm as designed in his succession plan and the new CTO apparent reported directly into thenew CEO.

A Filcro Media Staffing Review ofA SVP Sales Operations and Media Technology Executive Search

Senior Vice President Multimedia Network Sales Operations & Technology New York, Los Angeles, Chicago - USA

Online, Mobile, OD and On Air Platforms Sales IT & Operations

Reporting Filcro Media Staffing with Tony Filson as OIC reporting to the President of TV Network Sales

Client A diversified U.S. based multinational media and entertainment conglomerate.

SearchA Senior Vice President to lead all national sales operational infrastructure across all media platforms for multiplex,multicast monetization optimization of the TV Network.

Client SituationClient through a multi-billion dollar acquisition of on line and on air media properties needed to upgrade infrastructure tooptimize revenue.

The objective was to have the Agencies, Clients, Network Traffic, Network Inventory, Network Sales Staff and NetworkPlanning across multiple platforms: On line, On Air, On Demand & Mobile all functioning seamlessly.

The multiple media groups wanted to be able to offer integrated revenue management optimization while reducing internalredundancies when serving clients who were buying across multiple media platforms.

Industry and Sector inclusion for Universe Compilation

Broadcast TelevisionCable TelevisionSatellite NetworksMSO OperatorsRadio BroadcastingOnline InteractiveOn Demand & Multiplex BroadcastersAdvertising AgenciesTechnology & Media Management ConsultingMobile Technologies & Providers

Subsequent to Filcro Media Staffing being retained

The Filcro Media Staffing OIC Tony Filson participated in a number of meetings with linepersonnel and senior management to map out the media technology (IT) and humanresource (HR) objectives going forward. The OIC created a merged HR & IT org chartfor clarity on redundancy.

The redundancy to be eliminated and future hiring needs were agreed upon to support

the tactical and strategic autonomy that the new Senior Vice President would be granted.

Filcro Media Staffings merged organizational charts and current technology overviews of traffic, inventory, sales planningand the current metrics utilized for Analytics were key in proper universe compilation for identification, recruitment andattraction.

New York, Chicago, Los Angeles, Washington DC and Detroit were analyzed individually to provide each key client andagency's preferred modality and IT functionality during technology upgrades and operational improvements for Traffic,Inventory, Sales, Sales Planning, Research and Client Services.

Some of the challenges facing the new Senior Vice President

Change ManagementBest PracticesTechnology Integration Across Multiple PlatformsDirecting IT with Off-theShelf Modifications and New Program DevelopmentTraining of Staff on New Systems and SoftwareAgency and Client Awareness of the Benefits and AdvantagesRedundant Systems Operating Through IntegrationHiring of Additional Staff to Facilitate New Programs and IT ProgrammingCMS OD Content Sales System Integration w/MSO, Satellite and Mobile

Filcro Media Staffings Recruitment Solution

Filcro Media Staffing proceeded to Identify organizations with specific "best in class" reputations on individual platforms. As this was a new initiative to the industry, no single executive to date had successfully implemented an environment withsuch efficacy across these multiple media platforms: Broadcast, Cable, Satellite, Interactive, Mobile, OD, Out of Home

Recruiting from the identified universe proved to be fruitful. The greatest challenge was having to determine capacity Vs.experience as we were recruiting for a compilation of objectives that had never been fully realized in the industry before.

Successful Senior Vice President Recruited

A Vice President of Sales Technology from another multinational media and entertainment conglomerate.

This Vice President was responsible for global (IT) technology initiatives across TV, Radio, Interactive, Motion Picture,Mobile and legacy platforms.

With 8 direct reports and a staff of 62 on a dotted line this VP had built and developed with internal and external resourcesone the most respected technology environments in the media and broadcasting industries.

With broad experience in New York, Los Angeles and Chicago this executive welcomed the challenges in each locationacross the United States to integrate systems and human resources to facilitate the clients business goals and theoptimization of revenue.

The timing of the search coincided with many of the executive's personal and professional desires to build a newtechnology infrastructure that would allow for recognition throughout the industry. His current environment could not affordhim this opportunity based on the logjam of senior management he reported into, preventing him from from functioning withthe strategic autonomy he desired and deserved.

Summary

The Senior Vice President was successfully attracted and relocated. Filcro Media Staffing with Tony Filson as Officer inCharge of Search participated in the employment contract phase and the Senior Vice President has proven to be a vitalresource for current and future initiatives.

Mobile Cable TV & MSO Broadcast TV Radio & Music Online Multicast & OEM DOOH

A Filcro Media Staffing media technology executive search review by Tony Filson OICfor multiplex broadcasting cable television networks and MSO operations

Director Global Distribution Engineering and New Technology Global Multiplex Multiplatform Channel Environments

Based New York, NY - USA

The Search Firm Filcro Media Staffing (FMS) with Tony Filson (TF) as officer in charge (OIC) reporting to TechnologyHuman Resources in New York, NY - USA

The Client Company

Cable broadcasting environment of one of the the Worlds largest media and entertainmentconglomerates with global and domestic terrestrial distribution. This Multiplex is considered theWorlds eminent technological leader and premium programming provider in the broadcastingindustry with unsurpassed MSO and cross-platform dissemination modality. These 14 networks(as of search initiation) enjoy international market dominance and are SUB not advertising driven.This New York City based national executive search was strategic to assure the combinedNetworks and MSOs continued global dominance with regard to broadcasting distribution and

advanced operational technology.

Executive Search

Senior Director TV Network Global DistributionDirector Engineering and New Technology (DENT)

Client Situation

The Vice President of Network Technology Distribution (VPNTD) was referred to Filcro Media Staffing from corporatehuman resources. The VPNTD had searched for over six months through other executive search firms and was unable toidentify an appropriate Sr. Director. Filcro Media Staffing was called in when the situation became critical for the Network(s)distribution and MSO properties based on affiliate adaptation deadlines of proprietary broadcast signal assimilation anddissemination.

With synthesizing technology through the entire global distribution chain form NOC to Affiliate(s) being of timely and

paramount importance based on set-top-box (STB) and new CODEC roll-out, Time Warner required aggressive, creativeand media focused recruitment indicative of Filcro Media Staffings recruiting modality and efficacy.

The skill sets, experience and media technology specific to global broadcast distribution required existed in fewenvironments and there was virtually no success prior to Filcro Media Staffing being retained. Other search firms frominside and outside of New York did not produce results. Due to the immediacy and nature of the search Time Warnerrequested The Officer in Charge of Search (OIC) at Filcro Media Staffing be Tony Filson (TF).

It was the consensus of FMS-TF that a national search was not required based on Tony Filsons knowledge of technologysuccession planning at two ideal environments to draw from that were located in New York City. However, additionalnational candidates sourced with proper technology leadership experience were also presented by Filcro Media Staffing toassure success if the ideals could not be attracted from within New York City based on a perceived compensation issuethat ultimately was moot.

Media Industry and Media Sector Inclusions for Candidate Universe Recruitment

Cable Television Network(s)Multisystem Operators (MSOs)The Major Broadcast Television Networks - OTASuper Stations / Regional Station Groups / National Station GroupsBroadcasting Industry Technology (IT & Engineering) Consulting & Vendors

Filcro Media Staffing is Retained

Filcro Media Staffing Officer in Charge Tony Filson and the FMS Director of Research spent time in person at the clientsNew York City Executive Offices with Technology Human Resources. From the onset Filcro Media Staffing was familiarwith the client technology culture and technological infrastructure from a business and IT perspective. Tony Filson createda engineering topography review to be utilized during identification and recruitment. Human Resources gave detailedguidance that was formulated in conjunction with the VPNTD to determine the desired experience, soft and hard skills. Thedepartments culture was equally as important and presented challenges if the autonomy capacity of the new Director waslacking even if the technological acumen was above the mean. A search document was quickly established and the clientsideal was apparent to Tony Filson from the onset. Filcro Media Staffings broadcasting focus and experience with similarTV network technology searches was utilized immediately to set a positive course of action and cadence.

Filcro Media Staffing was provided with an overview of all Network technical (IT) and (BO&E) operational facilities forterrestrial distribution. Based on the fact that this was a multiplex environment and few other competitors enjoyed theircurrent technological superiority, a flexible compensation structure was understood that could be market driven to attractan ideal executive regardless of a competing Networks nomenclature without running into parity issues within the samedepartment. Filcro Media Staffing evaluated all distribution facilities as they relate(d) to the new DENT and affiliate issuesto include security, budget, current and future CODEC development and vendor considerations for STB, OD, Mobile andWireless. The reporting line was not an issue as the position was strategic and required calling upon existing staff,departments and affiliates to work in synergy with the DENT to implement all New Technology and ChangeManagement. This technology executive would have unusual autonomy based on their technological acumen and capacityto implement business initiatives.

This level of strategic autonomy is normally afforded to a VP of Technology within the client's competitors and we wererecruiting and attracting a high-pot Director level executive.

The Network's objectives with regard to domestic and international Cable TV, DBS, HITS, OD, broadband, etc. were timelyand to assure proper deployment and continuity of service we needed to identify an executive who could evaluate newdistribution technologies and make recommendations based on past BO&E experiences. CMS distribution acumen createdchallenges as others in the industry were a full generation behind the client company.

The VPNTD was very hands-off during the identification phase and let Filcro Media Staffing function with unusualautonomy during universe compilation, recruitment, attraction and tiering. Human Resources played a very active role tofacilitate attraction based on the firms recommendations and they ultimately provided the catalysts to bring the search tofruition.

Due to the Network(s) being six months behind schedule prior to engaging FMS, the firm gave FMS unusual latitude tofacilitate very aggressive sourcing, identification and recruitment.

Some of the biggest challenges facing the new Technology Director

Strategic implementation on a Network and global affiliate levelContinuity during new distribution technology implementationNew business development with non-technical partnersRepresenting the Network to the industry from the Networks point of viewDomestic and international PPV / OD and new business development supportMaintain Network technology leadership in the broadcasting industryGaining Internal and External consensus with regard to vendors and affiliatesCross platform multicast for the entire family of muliplex Networks & products

Filcro Media Staffings Solution

Filcro Media Staffing proceeded to Identify best of class technology executives from majorU.S. television networks that shared facilities and resources that contained multiplex

environments for substantial cable TV and OTA Network technology holdings. There was nodoubt that very few technology executives on the Directors level existed in the United Stateswith the perfect experience or knowledge. An additional technology executive was identifiedin Hong Kong as a safety net but the cost of relocation was prohibitive and our ideal was theNew York candidate. The Asia based candidate with equal acumen and experience wassecond tiered.

Through the identification, recruitment and screening process the executives sourced were sospecialized and their environments so specific based on technology, that the only logicalcriterion for precluding executives had to be based on strategic limitations as opposed totactical. What differentiated these strategic executives, and was seen as a solution for the

client, was a perfect hard and soft skill mix that others had overlooked. Access to O&D charting and awareness oftechnological capabilities and vendor relationships of the targeted companies was essential here.

The Peter Principle could not come into play for this executive looking at a 5-10 year plan based on technology andsuccession planning. There would always be something new to learn and teach others technologically internal andexternal to the organization. The ecology of this executive had to match the ecology of the client technology being rolledout for implementation and the development of new systems in BETA. Noted as one of the most advanced technologyenvironment in the industry, the new technology executive would have to present as a someone who loved and respectedtechnology well beyond the norm.

The distribution and IT issues with vendors and affiliates required an executive who could function as a facilitator, advocateand catalyst for new technology initiatives to drive revenue on the PPV and OD side. The media engineering, soft skills andnew business development implementation required a very well balanced executive who could advocate for the firm tovendors and the broadcasting community as a whole.

The affiliates were so fragmented from a technological perspective that the new executive had to play a role that allowedvendors into each affiliate to roll-out new technology that enhanced distribution and new business initiatives by corporatemandates that could ultimately benefit OD / PPV & proprietary revenue streams that were previously not monetized. Themix of MSO and Network interests created many experience and skill set variables.

Specific technology and broadcast IT vendors can be very challenging to work with and required was a person who wascurrent on cutting edge broadcast software and hardware issues who could speak with a vendor, affiliate and the industryas a whole to leverage the Network(s) in such a way that a new standard could be implemented to cause others tofinancially take technology initiatives that would ultimately benefit the Network and the affiliates. This capacity to sell andevangelize new technology was essential as hundreds of millions of dollars of technology buy-in was hanging in balance.

Effectiveness through transparent persuasion based on technological, budget and media business acumen would beessential.

Successful Director of Distribution and Advanced Technology Recruited

A Director of Distribution Technology from a Major TV Network.

This executive had an intimate knowledge of every technological tactical and strategic aspect of the position. It wasapparent to everyone involved in the search that this was a high potential person who could facilitate the future of NetworkTechnology for our client. However, the unusual cultural fit was also excellent. He was able to assimilate easily into thenew organization and bring with him numerous global industry contacts and followings that immediately benefited theNetwork. His broadcast IT and Engineering acumen were equal to his skills in quickly gaining internal and externalconsensus of those he collaborated with. This was a passive candidate, who had to be recruited and attracted by FilcroMedia Staffing and the OIC.

The new broadcasting technology executive having extensive engineering experience was also an accomplished businessexecutive who would be able to implement the Networks New Business Revenue Streams through successful enhancedimplementation of OD / PPV and proprietary projects that would be facilitated through increased affiliate technologyadaptation and new CODEC development.

His ability to facilitate monetization through technology was proven. He was skilled at selling advanced technology heconceptualized, built and brought to fruition internal and external to the organization.

This executive was so familiar with the broadcasting community as a whole that he was also a fit to Chair appropriategroups that would benefit the Networks attempt to set a new standard for distribution technology on a terrestrial level.

This media technology executive's strength was developed from a very hands-on but not micromanagement approach in hisprevious environment. His thought provoking demeanor that made others feel at ease as opposed to being under pressure,was very refreshing. He had an unusual ability to make others feel as if they had found the solution, even if he had to stepin to put out the fire himself. This strong soft skill set in a technology environment facilitates a more collaborative processwhen he is involved and everyone seems to be more productive with his positive reinforcement. His technology acumen isso astute that in his previous environment vendors looked to him for leadership when rolling out new products. Hisexceptional soft-skill sets were ideal based on mentoring required across multiple business lines internal and external tothe Networks technology environments. His strength with vendors was essential as he had to evangelize large technologyspends all the way down the affiliate chain.

Mobile Cable TV & MSO Broadcast TV Radio & Music Online Multicast & OEM DOOH

This executive scored very high on Filcro Media Staffings proprietary technology and behavioral profiles. The balance ofhard and soft skills was apparent, and confirmed, in person and on paper.

With this broadcasting technology executive coming out of a major competitor of our client company, Human Resourceswas very helpful in attracting their ideal though creative incentives that avoided any parity issues. When a mediatechnology driven hiring entity has the resources to facilitate a mission statement of global technological superiority andleadership, Filcro Media Staffing performed with aplomb to meet their critical demands.

The cultural fit of the new executive placed HR at ease when it came time to use the tools they had set aside from thebeginning to attract their ideal. Since this TV executive was identified in the same city, there was no need for relocation.

The executive experienced a smooth transition to the new Network and is performing exceptionally well on all levels. Hehas become a vital and respected member of the company and he is looked at as a leader of technology and new businessdevelopment in the global broadcasting community. He has also been promoted in advance of the clients initial successionplan.

A Filcro Media Staffing director broadcast engineering executive search for review

Major TV NetworkBroadcast Operations and Engineering Technology (BO&E)

Based New York City, NY - USA basedSearch Firm Filcro Media Staffing with Tony Filson as OICReporting to Vice President Network Operations Engineering, New York City, NY - USA

Client

A diversified U.S. based global media and entertainment conglomerate with major television network,sports, cable TV, radio, Motion picture, publishing, outdoor advertising, entertainment and mediaholdings. The firm operates media businesses globally and this search was relevant to all domestic andinternational distribution of their broadcast signals on multiple media platforms.

Search

Director DistributionNetwork Operations and Engineering Technology

Client Situation

The Vice President of Network Operations and Engineering had been searching for a Director with exceptional IT skills forover six months through other resources and was unable to identify a candidate that met all the technology criterionrequired for the Network's future plans for global distribution to stations, affiliates, MSO, SAT and wireless partners.

Mobile Cable TV & MSO Broadcast TV Radio & Music Online Multicast & OEM DOOH

Filcro Media Staffing had conducted previous searches for Manager, Director and VP level technology and engineering staffin the past and made the Network aware of an opportunity at a competitor that could be to the Network's advantage, whileworking on another engineering and information technology search.

Industry and Sector inclusion

Network Television Broadcasting - Engineering and ITCable Television Broadcasting - Engineering and ITMSO Distribution - Engineering and ITRadio Network Distribution - Engineering and ITSatellite Network Broadcasting - Engineering and IT

Filcro Media Staffing Recruits

The Filcro Media Staffing Officer in Charge of Search - Tony Filson (TF) identified, recruited and attracted the candidate tomeet the following criterion:

Design, implement, and manage transmission plans for television events worldwide and guide IT projrctmanagement for implementation.Supervise the installation of complex systems and software for remote broadcast and telecommunications facilitiesEvaluate the most cost effective, reliable, and appropriate method of transmission routes and services operating ina zero tolerance-for-defects environment.Hire, train, and manage IT and engineering technical personnel and transmission service providers.Generate detailed budgets and quotes and approve and monitor spends to ensure financial goalsExecute technology-driven project management responsibilities for implementation and operations guidanceCoordinate the analog to digital and High-Definition conversion of remote satellite backhaul and fiber optictransmissions; including cost analysis, vendor selection, equipment procurement, and integration.Manage fiber network connectivity between the Network, studio, and broadcast origination facilities.Work internal departments on installation, activation and maintenance of new and existing circuits.Manage Disaster Recovery plan fiber infrastructure.Manage the annual budget process for the operating, staff travel, IT, expense, and capital budget lines for theTransmission and Broadcast Operations departments. Track and report variances.Create, compile, organize, and analyze key technical data and operational trends.Provide business analysis, reports, and recommendations to improve business and operational efficiency.Assist with long term strategic planning and new technologies research, traffic and facilities scheduling, vendornegotiations, and staff training. Maintain long-term contracts database.Provide information and analysis in response to technical inquiries for the global fleet of satellites.

Some of the challenges facing the new (BO&E) Broadcasting Operations Director

Locating resources internal and external to the organization and getting them to work in a cooperative manner, ontime and on budgetFCC ReportingNegotiating competitive business terms with IT vendors and clientsReviewing current operating expense statements, analyzing costs and developing new financial structures fortechnologyMaintaining the accuracy of the delivery inventory and resources across multiple media platforms.Negotiating lease cancellations, subleases and contracts for idle delivery assets to be leveraged toward futuredelivery needs.Change ManagementTrainingBest PracticesAdvanced (IT) technology implementation that integrates all platforms globallyNew CODEC adaptation and development across multiple platforms

Solution

Filcro Media Staffing proceeded to Identify, recruit and attract a "best in the industry" broadcastoperations and engineering executive who had worked in an advanced technology Networkdistribution environment for one of the Network's closest competitors.

Filcro Media Staffing completed the search in 3 weeks.

The executive has made a smooth transition to the CBS Television Network and has proven to be a valuable asset in theglobal distribution and advanced technology surrounding the organization's broadcast operations and engineering divisions.

Chief engineer

A Filcro Media Staffing broadcasting chief engineer executive search for review by Tony Filson OIC with Filcro MediaStaffing reporting to the TV Network CEO

Client Company

The Home Shopping Network - HSN, Inc. (Nasdaq: HSNI) is a $3 billion interactive multi-channelretailer with strong direct-to-consumer expertise and operates two business segments, HSN andCornerstone. HSNi offers an innovative, differentiated retail experience on TV, online, via mobile, incatalogs, and in brick and mortar stores. HSN delivers a curated assortment of exclusive products andtop brand names, and broadcasts live 24 hours a day, seven days a week, 364 days a year, reachingapproximately 96 million homes. HSN.com is a top 10 most trafficked e-commerce site that creates a

unique experience by leveraging content, community and commerce. In addition, HSN is an industry leader in transactionalinnovation, offering services such as HSN Shop by Remote, the only service of its kind in the U.S.; mobile applications,including HSN apps for iPad, iPhone, Android; and HSN on Demand. Cornerstone is comprised of leading homeand apparel lifestyle brands, including Ballard Designs, Frontgate, and Garnet Hill. Cornerstone operates eight separate e-commerce sites, distributes more than 300 million catalogs annually, and has 11 retail and outlet stores.

Search

Location

St. Petersburg, FL - USA.

Client Situation

The Network CEO was seeking a honed TV engineering executive to assume the role of Chief Engineer. Based on theadvanced technology build-out, cross-platform dissemination and technological leadership continuity required it wasessential that the Network identify a Chief Engineer capable of formulating, executing and bringing to fruition the Networkscurrent and future media and broadcasting technology needs.

Industry and Sector inclusion for Universe Compilation

Broadcast Television - Networks, Station Groups & StationsCable Television NetworksMSO - Multi-System OperatorsTechnology and Media ConglomeratesTechnology Vendors to the Broadcasting Industry

Solution

Filcro Media Staffing proceeded to Identify Chief Engineers, Vice Presidents of Technology and Directors of BroadcastEngineering and Operations from the surrounding geographics and moving outwards.

Based on Filcro Media Staffings experience with similar broadcast engineering executive searches it was apparent throughO&D charting compiled internally that there was a rich pool of candidates for the firm to review in the Miami, Atlanta,DC/MD/VA, New York and New Jersey markets enabling identification, recruitment and attraction from the primary EastCoast targets.

With OTA, Satellite, MSO and Online all being of relevance it was essential that cross-platform, multi-cast be part ofthis engineering executive's experience.

Many affiliate relationships were contingent upon the Networks NOC implementing new standards for CODECdevelopment. The varied platforms required different modalities and project management skills with internal clients,vendors and affiliates would be essential.

As the Network built and implemented this new technology it would require a technology executive who could speak onbehalf of the Network to the broadcasting industry, vendors and attract IT and broadcasting engineering personnel asneeded. Mentoring skills were very important so a proper succession plan could be implemented from the onset of thistechnology initiative.

Based of the Network's culture this Chief Engineer would have to exhibit strong soft and hard skills. There was notechnology cocoon and this technology executive would be implementing business goals and monetization throughtechnology needs that were not being conveyed by technologists.

The ability to report into a technology savvy CEO with media technological vision for monetization on business and creativelevels was extremely important.

Successful Chief Engineer Identified, Recruited, Attracted

A resourceful, innovative professional technologist with over 20 years of Broadcast Engineering and OperationsManagement experience within both domestic and international arenas that included 12 years executive level experience ata multi-billion dollar interactive multi-channel network with 27 owned and operated TV stations. He held P&L responsibilitieswith expertise in initiating projects and programs that boost efficiency, productivity, and sales revenue through state-of-the-art technologies. He was a hands-on Broadcast Engineering Manager with proven skills in analysis, coordination,conceptualization, negotiation, budgeting, building, and improvement of operations through policies that promote creativethinking, new avenues of business for the company, superior customer service, and a positive result for the corporatebottom line.

He managed all technical aspects of a TV station function including engineering, operations, IT, post production,distribution, recruitment, hiring and training of staff, budgeting, P&L, scheduling work and activities, establishing policies andprocedures, performance evaluation and motivation of employees.

As a sincere technologist he researched the latest technologies and best practices to develop an 18-month proactive planto transition a network to High Definition broadcasting across multiple media platforms. He succeeded in a 13-monthcompletion time and $1M under budget.

Efficiency, productivity and profitability were all synonymous with his name. At one point in his career he lead the designand rebuilding of over 27 television stations in different markets, within different parts of the country. Identified neededtechnologies and successfully created state-of-the-art tech facilities and studios. His work always increased consumerviewership, product sales and revenue dollars for the company.

This technology executive knew how to monetize technology through sound planning and project management incollaboration with or directed by business and creative executives who did not speak technology.

He also reduced operating expenses by coordinating the movement of post-production services from outside vendors, in-house. Managed all aspects of the movement to internal needs achieving annual savings that were equal to the currenttechnology vendor budget..

His financial reporting skills were strong and allowed for a multitude of budgets to be adjusted and vendor contract to berenegotiated as substantial saving to the Network.

Leding a legal, technical and facilities negotiation team for acquisition of broadcast carriage in Puerto Rico, Mexico andGermany. He Successfully launched Hispanic and European Cable Networks. Summary

The Chief Engineer was successfully attracted and relocated to St. Petersburg, FL.

He has exhibited the technological and business leadership skills desired by the CEO and created a technologyenvironment that is highly respected by the media and broadcasting communities.

It was a pleasure reporting to the Network CEO who was so instrumental in continuing to lead one of the World's mostrecognized brands in broadcasting and merchandising.

Filcro Media Staffing - Media And Broadcasting Executive Search -

Mobile Cable TV & MSO Broadcast TV Radio & Music Online Multicast & OEM DOOH

Filcro Media Staffing - Broadcasting & Media Recruitment Practice GroupsBroadcasting and media executive search experience and skill set designations for clients and candidates Accounting Advertising Sales Affiliate Sales Broadcast OperationsBusiness Affairs Broadband Closed Captioning CorporateCreative Services Development Editorial EngineeringFacilities Finance Human Resource ITInteractive Inventory Legal Marketing / MusicMedia On-Air Promotions Production / Post Program PracticesProgramming Real Estate Research SalesSales Planning Systems Talent Payment TechnologyTraffic TV / Radio GMs Our Industry Cares Home Page Contact

For additional Filcro Media Staffing technology case histories: http://executivesearch.tv/html/case_histories.htmlPlease note that media technology sales is profiled in a separate group. Example of a completed MediaTechnology Sales Executive SearchProgrammers, Java, CODEC and CMS. Examples - Client Rosters

Home - Contact - FAQs - Case Histories - Resumes - Employers - Modalities - Top of Page

This URL: http://www.filcro-media-staffing.com/html/filcro_media_staffing_technology.html

http://www.ExecutiveSearch.TV Filcro Media Staffing, Inc. all Rights Reserved 1985 - 2014 - Executive Search Reviews andReferences