Interview Guide for

Video Production Manager

This meticulously crafted interview guide provides a structured framework for evaluating Video Production Manager candidates. By combining behavioral competency assessment, real-world scenarios, and practical work samples, this guide helps identify candidates who not only have the technical expertise to manage video production, but also possess the leadership, creativity, and strategic thinking essential for success in this multifaceted role.

How to Use This Guide

This interview guide is designed to help you conduct comprehensive interviews for Video Production Manager candidates. With Yardstick, you can customize this guide to fit your organization's specific needs, track interview performance across candidates, and analyze the effectiveness of your interview process. Yardstick's Interview Orchestrator helps you design and execute exceptional candidate interviews, while Interview Intelligence transforms your interview data into actionable insights to improve your hiring process.

Job Description

Video Production Manager

About [Company]

[Company] is a forward-thinking organization in the [industry] space, dedicated to creating impactful video content that resonates with our audience and drives business results. Our collaborative environment encourages creativity, innovation, and professional growth.

The Role

As Video Production Manager at [Company], you'll lead our video production team in creating high-quality, engaging content that aligns with our brand identity and business objectives. This role is crucial to our content marketing strategy, as you'll manage the entire production process from concept to delivery while ensuring projects stay on time and within budget.

Key Responsibilities

Manage the full video production lifecycle from pre-production to post-production
Lead and mentor a team of video production professionals
Create and manage production schedules, resources, and budgets
Collaborate with internal stakeholders and external vendors to execute video projects
Ensure video content aligns with brand guidelines and marketing objectives
Stay current with video production trends and technologies
Evaluate and implement new production techniques and tools
Manage multiple projects simultaneously while maintaining quality standards
Track project metrics and report on performance
Troubleshoot technical and creative challenges as they arise

What We're Looking For

5+ years of experience in video production with at least 2 years in a management role
Proven ability to lead creative teams and manage complex video projects
Strong technical knowledge of video production equipment and software (Adobe Creative Suite, Final Cut Pro, DaVinci Resolve, etc.)
Excellent communication and interpersonal skills
Strong problem-solving abilities and adaptability
Exceptional organizational and time management skills
Creative vision combined with practical execution capabilities
Experience with budgeting and resource allocation
Portfolio of video work that demonstrates range and quality
Bachelor's degree in Film, Communications, or related field (or equivalent experience)

Why Join [Company]

Opportunity to shape our video content strategy and grow our production capabilities
Collaborative and creative work environment with talented professionals
Chance to work on diverse video projects across multiple platforms
Growth opportunities and professional development support
Competitive compensation package and comprehensive benefits including:
Competitive salary range of [Pay Range]
Health, dental, and vision insurance
Paid time off and holidays
401(k) matching program
Professional development budget
[Additional Benefits]

Hiring Process

We've designed a streamlined hiring process to ensure a comprehensive evaluation while respecting your time. Here's what you can expect:

Initial Screening Interview: A 30-minute conversation with our recruiting team to discuss your experience and interest in the role.
Portfolio Review & Technical Interview: A 45-minute interview with our Creative Director to review your portfolio and dive deeper into your technical production expertise.
Production Challenge: You'll participate in a practical exercise where you'll develop a production plan for a hypothetical video project, demonstrating your approach to planning, problem-solving, and creativity.
Leadership & Team Interview: A 60-minute interview with department stakeholders to explore your leadership style, team management approach, and collaborative skills.
Final Interview: A conversation with senior leadership to discuss how your vision aligns with our company goals.

We aim to provide timely feedback after each stage and complete the process within 2-3 weeks.

Ideal Candidate Profile (Internal)

Role Overview

The Video Production Manager plays a critical role in shaping our visual storytelling and brand presence. This position requires a blend of creative vision, technical expertise, and leadership skills to deliver high-quality video content that engages our audience and supports business goals. The ideal candidate will be able to manage complex projects, lead a team of creatives, and adapt to evolving production demands while maintaining quality and efficiency.

Essential Behavioral Competencies

Leadership & Team Management - Ability to lead, motivate, and develop video production team members, delegate effectively, provide constructive feedback, and foster a collaborative creative environment.

Project Management - Exceptional ability to plan, organize, and execute complex video production projects from concept to completion, managing timelines, resources, and budgets effectively.

Creative Problem-Solving - Adept at finding innovative solutions to production challenges, adapting to changing circumstances, and making sound decisions under pressure.

Communication & Collaboration - Strong ability to communicate ideas clearly, listen effectively, and collaborate with stakeholders across departments to align video content with organizational goals.

Technical Expertise - Comprehensive understanding of video production techniques, equipment, and software, with the ability to evaluate new technologies and implement best practices.

Desired Outcomes

Lead the development and execution of 15-20 high-quality video projects annually that meet or exceed engagement metrics
Reduce production costs by 10-15% through efficient resource management and workflow optimization
Establish standardized production processes that decrease production time by 20% while maintaining quality
Build and mentor a high-performing video production team with improved retention and skill development
Successfully implement new video technologies and techniques that enhance production quality and efficiency

Ideal Candidate Traits

Our ideal Video Production Manager combines creative vision with practical execution capabilities. They are a natural leader who can inspire a team while maintaining a focus on results. They possess strong attention to detail but can also see the big picture of how video content supports broader business objectives.

We're looking for someone who demonstrates adaptability in a fast-paced environment, thrives on solving complex production challenges, and approaches feedback constructively. The right candidate will be both technically proficient and creatively innovative, with excellent organizational skills and the ability to prioritize effectively under tight deadlines.

They should be naturally curious about emerging video technologies and techniques, with a passion for visual storytelling and a portfolio that demonstrates their range and quality of work. Most importantly, they should be a collaborative team player who can build strong relationships across departments to create video content that truly resonates with our audience.

Screening Interview

Directions for the Interviewer

This initial screening interview aims to quickly assess if the candidate has the essential background, skills, and motivation for the Video Production Manager role. Focus on understanding their relevant experience, technical knowledge, and management approach. This interview should help you determine if the candidate has the core qualifications to proceed to more in-depth assessment stages.

Best practices for this interview:

Review the candidate's resume and portfolio highlights before the call
Take notes on specific examples the candidate provides
Ask follow-up questions to get beyond surface-level answers
Leave 5-10 minutes at the end for the candidate to ask questions
Assess not just technical skills but also communication style and cultural fit
Listen for evidence of leadership abilities and project management experience

Directions to Share with Candidate

"I'll be asking you questions about your video production experience, technical skills, and management approach. We want to understand your background and how it might align with our needs for this role. Feel free to share specific examples from your work experience, and please ask any questions you have about the role or company at the end of our conversation."

Interview Questions

Tell me about your experience in video production, particularly any management roles you've held.

Areas to Cover

Length and breadth of video production experience
Types of projects managed (corporate videos, commercials, social media content, etc.)
Size and composition of teams supervised
Budget ranges managed
Industries or clients served
Career progression within video production

Possible Follow-up Questions

What was your most complex production, and how did you manage it?
How did you transition from individual contributor to management roles?
What aspects of production do you most enjoy overseeing?
How would you describe your management style?

Walk me through your technical expertise in video production. What equipment and software are you most proficient with?

Areas to Cover

Familiarity with industry-standard software (Adobe Creative Suite, Final Cut Pro, DaVinci Resolve)
Experience with camera equipment and technologies
Knowledge of lighting, sound, and other technical aspects
Understanding of different video formats and delivery methods
Experience with emerging technologies or techniques

Possible Follow-up Questions

How do you keep your technical skills up-to-date?
What new technologies or techniques are you excited about implementing?
How do you evaluate which tools to use for different projects?
What's your approach to troubleshooting technical issues during production?

Describe how you typically manage the production process from concept to completion.

Areas to Cover

Pre-production planning and organization
Scheduling and resource allocation
Stakeholder management and communication
Quality control processes
Post-production workflow
Project delivery and evaluation

Possible Follow-up Questions

How do you handle timeline constraints or budget limitations?
What methods do you use to track project progress?
How do you ensure the final product meets client expectations?
What's your approach to managing revisions or changes mid-project?

How do you approach leading and developing a video production team?

Areas to Cover

Team building and motivation techniques
Performance management and feedback
Skill development and training
Conflict resolution
Creating a creative yet productive environment
Delegation and trust-building

Possible Follow-up Questions

How have you handled underperforming team members?
What's your approach to fostering creativity while meeting deadlines?
How do you balance giving creative freedom versus maintaining brand standards?
Can you share an example of how you've developed a team member's skills?

Tell me about a video production challenge you've faced and how you overcame it.

Areas to Cover

Nature of the challenge (technical, creative, logistical, etc.)
Analysis and problem-solving approach
Solutions implemented
Stakeholder management during the challenge
Outcome and lessons learned
Preventative measures implemented afterward

Possible Follow-up Questions

What would you do differently if faced with a similar situation?
How did you communicate the challenge to stakeholders?
What resources did you utilize to solve the problem?
How did this experience influence your approach to future projects?

What metrics or KPIs do you typically use to measure the success of video content?

Areas to Cover

Understanding of engagement metrics
Knowledge of platform-specific analytics
Connection between video performance and business objectives
Methods for tracking ROI on video content
Process for using data to improve future productions

Possible Follow-up Questions

How do you incorporate performance data into planning future content?
What's the most meaningful metric in your opinion, and why?
How do you report on video performance to stakeholders?
Can you share an example of how you've optimized content based on metrics?

Why are you interested in this Video Production Manager role at [Company]?

Areas to Cover

Understanding of [Company]'s brand and content
Career goals and how they align with this position
What attracted them to this specific opportunity
Knowledge of our [Industry] and competitors
Value they believe they can bring to the role

Possible Follow-up Questions

What aspects of our video content do you find most interesting?
How do you see video evolving in our [Industry]?
What would you hope to accomplish in your first 6 months?
How does this role fit into your longer-term career goals?

Interview Scorecard

Technical Production Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited knowledge of production techniques, equipment, or software
2: Basic understanding of common production tools and workflows
3: Strong grasp of various production techniques and technologies
4: Expert-level knowledge across multiple aspects of video production

Leadership Experience

0: Not Enough Information Gathered to Evaluate
1: Minimal team leadership experience
2: Some experience leading small teams or specific projects
3: Demonstrated successful leadership of production teams
4: Exceptional track record of building and developing high-performing teams

Project Management Skills

0: Not Enough Information Gathered to Evaluate
1: Struggles with organizing complex projects
2: Can manage straightforward projects but may need support with complexity
3: Effectively manages complex projects with solid organizational methods
4: Outstanding ability to manage multiple complex projects simultaneously

Production Quality Outcome: Lead 15-20 high-quality video projects annually

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve quality and quantity goals
2: Likely to achieve either quality or quantity, but not both
3: Likely to achieve the production goals with acceptable quality
4: Likely to exceed production goals while maintaining exceptional quality

Efficiency Outcome: Reduce production costs by 10-15% through efficient management

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement cost efficiencies
2: May achieve some cost savings but unlikely to reach 10-15% target
3: Likely to achieve the target cost reduction through demonstrated methods
4: Likely to exceed cost reduction targets through innovative approaches

Process Outcome: Establish standardized processes that decrease production time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to implement effective standardized processes
2: May create some process improvements but unlikely to reach 20% time savings
3: Likely to achieve the target time savings through process improvements
4: Likely to exceed time-saving targets while improving quality

Team Development Outcome: Build and mentor a high-performing video production team

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively develop team skills or improve retention
2: May improve some aspects of team performance but inconsistently
3: Likely to build a cohesive team with improved skills and retention
4: Likely to develop an exceptional team that exceeds performance expectations

Innovation Outcome: Successfully implement new video technologies and techniques

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement valuable new technologies
2: May adopt some new technologies but not strategically
3: Likely to successfully implement relevant new technologies
4: Likely to be at the forefront of technology adoption, driving competitive advantage

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Portfolio Review & Technical Interview

Directions for the Interviewer

This interview focuses on evaluating the candidate's technical skills, creative vision, and production expertise through a review of their portfolio and in-depth technical questions. Your goal is to assess the quality of their past work, understand their technical decision-making process, and evaluate their ability to apply their expertise to our specific needs.

Best practices for this interview:

Review the candidate's portfolio thoroughly before the interview
Ask the candidate to explain their role in each project they present
Probe for specific technical decisions and the reasoning behind them
Pay attention to how they communicate complex technical concepts
Assess both the quality of their work and their ability to adapt to our needs
Look for evidence of innovation and problem-solving in their past projects
Save time for the candidate to ask questions about our technical environment and resources

Directions to Share with Candidate

"During this interview, I'd like you to walk me through selected pieces from your portfolio, explaining your role, the technical approaches you used, and any challenges you overcame. We'll also discuss specific production techniques, equipment, and software you're familiar with. This helps us understand your technical expertise and creative approach to video production. Please feel free to ask questions about our technical setup and production needs."

Interview Questions

Please walk me through 2-3 key projects from your portfolio that best demonstrate your production management capabilities.

Areas to Cover

Their specific role and responsibilities in each project
The complexity and scale of the productions
Technical and creative decisions they were responsible for
Team composition and how they managed them
Budget and timeline constraints
Results and impact of the final videos

Possible Follow-up Questions

What was the most challenging aspect of this project?
How did the original concept evolve during production?
What would you do differently if you could produce this again?
How did you measure the success of this project?

Describe your technical approach to pre-production planning. How do you ensure projects are set up for success?

Areas to Cover

Methods for developing production plans
Storyboarding and scripting processes
Location scouting and talent selection
Equipment and resource planning
Risk assessment and contingency planning
Stakeholder alignment and approval processes

Possible Follow-up Questions

How do you balance creative vision with practical limitations?
What tools do you use to organize pre-production?
How do you handle stakeholder feedback during planning stages?
Can you share an example of when thorough planning prevented a production issue?

What is your approach to directing on-set or during production days? How do you ensure quality while maintaining schedule?

Areas to Cover

On-set leadership style
Communication with crew and talent
Decision-making process during tight timeframes
Quality control during shooting
Time management techniques
Problem-solving during unexpected issues

Possible Follow-up Questions

How do you create the right atmosphere on set?
How do you handle creative disagreements during a shoot?
What's your method for ensuring you get all necessary footage?
How do you adapt when things aren't going according to plan?

Explain your post-production workflow and how you manage the editing process.

Areas to Cover

Post-production planning and organization
Editing software expertise and preferences
Approach to managing editors and post team
Quality control and review processes
Color grading and audio finishing knowledge
Handling revisions and feedback

Possible Follow-up Questions

How do you structure your media management system?
What's your approach to music and sound design?
How do you handle competing stakeholder feedback?
What technical specifications do you typically deliver?

How do you stay current with evolving video production technologies and techniques?

Areas to Cover

Professional development activities
Industry resources they follow
Networking within the production community
Testing and evaluating new technologies
Balancing innovation with proven methods
Implementation of new techniques in past work

Possible Follow-up Questions

What recent technology or technique have you adopted, and why?
How do you evaluate whether a new tool is worth investing in?
What emerging trend do you think will significantly impact our industry?
How do you train your team on new technologies?

Describe a technically complex video project you managed. What made it challenging and how did you overcome those challenges?

Areas to Cover

Nature of the technical complexity
Planning and preparation for technical challenges
Equipment and software solutions implemented
Team composition and expertise required
Problem-solving during production
Lessons learned and applied to future projects

Possible Follow-up Questions

What technical skills did you need to develop for this project?
How did you ensure the team was prepared for these challenges?
What contingency plans did you have in place?
How did the technical complexity affect budget and timeline?

Interview Scorecard

Portfolio Quality

0: Not Enough Information Gathered to Evaluate
1: Portfolio shows basic production skills with limited creativity or polish
2: Portfolio demonstrates solid production capabilities with some creative elements
3: Portfolio showcases high-quality productions with strong creative execution
4: Portfolio exhibits exceptional creativity, technical excellence, and innovation

Technical Production Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of production equipment, software, and techniques
2: Functional knowledge of standard production tools and methods
3: Strong grasp of diverse production technologies and best practices
4: Expert-level technical knowledge across all aspects of video production

Creative Vision

0: Not Enough Information Gathered to Evaluate
1: Demonstrates basic visual storytelling with limited creative perspective
2: Shows solid creative abilities with some distinctive approaches
3: Exhibits strong creative vision and effective visual storytelling
4: Displays exceptional creative innovation that elevates standard content

Production Process Expertise

0: Not Enough Information Gathered to Evaluate
1: Basic understanding of production workflows with gaps in knowledge
2: Solid grasp of production processes with some refined methodologies
3: Comprehensive understanding with well-developed, efficient processes
4: Mastery of all production phases with innovative approaches to workflow

Production Quality Outcome: Lead 15-20 high-quality video projects annually

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve quality and quantity goals
2: Likely to achieve either quality or quantity, but not both
3: Likely to achieve the production goals with acceptable quality
4: Likely to exceed production goals while maintaining exceptional quality

Efficiency Outcome: Reduce production costs by 10-15% through efficient management

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement cost efficiencies
2: May achieve some cost savings but unlikely to reach 10-15% target
3: Likely to achieve the target cost reduction through demonstrated methods
4: Likely to exceed cost reduction targets through innovative approaches

Process Outcome: Establish standardized processes that decrease production time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to implement effective standardized processes
2: May create some process improvements but unlikely to reach 20% time savings
3: Likely to achieve the target time savings through process improvements
4: Likely to exceed time-saving targets while improving quality

Team Development Outcome: Build and mentor a high-performing video production team

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively develop team skills or improve retention
2: May improve some aspects of team performance but inconsistently
3: Likely to build a cohesive team with improved skills and retention
4: Likely to develop an exceptional team that exceeds performance expectations

Innovation Outcome: Successfully implement new video technologies and techniques

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement valuable new technologies
2: May adopt some new technologies but not strategically
3: Likely to successfully implement relevant new technologies
4: Likely to be at the forefront of technology adoption, driving competitive advantage

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Production Challenge

Directions for the Interviewer

This work sample exercise allows you to assess the candidate's practical production planning skills, creative approach, and problem-solving abilities. The candidate will develop a production plan for a hypothetical video project, demonstrating how they would approach a realistic scenario similar to what they would face in this role.

Before the interview, prepare the project brief outlined below and any supporting materials that would help the candidate understand the scope of the project. Allow the candidate 48 hours before the interview to develop their plan, which they'll present during the session.

During the presentation, focus on evaluating their:

Process for developing a comprehensive production plan
Ability to translate objectives into creative and technical approaches
Resource allocation and budgeting skills
Risk identification and mitigation strategies
Creative problem-solving and adaptability
Presentation and communication skills

Ask probing questions about their decision-making process and how they would adapt their plan to different constraints or challenges.

Directions to Share with Candidate

"For this exercise, you'll develop a production plan for a hypothetical video project based on the brief we'll provide. We'd like you to prepare a 15-20 minute presentation outlining your approach to planning and executing this project.

We'll email you the project brief 48 hours before our scheduled interview. Your presentation should include:

Your creative concept and approach
Pre-production planning (timeline, resources needed, staffing)
Production approach (shooting style, equipment needs, locations)
Post-production workflow
Budget considerations and allocation
Potential challenges and how you'd address them

After your presentation, we'll have a discussion about your planning process and specific decisions you made. This exercise helps us understand how you approach production planning and problem-solving in a realistic scenario."

Production Challenge Brief

Project: [Company] Brand Launch Video

Objective:

Create a 2-3 minute brand video that introduces [Company]'s new product line and overall brand positioning in the [Industry] space. The video should convey our innovative approach, establish our unique value proposition, and emotionally connect with our target audience.

Target Audience:

Primary: Decision-makers at mid-sized to enterprise companies (age 35-55)
Secondary: Industry influencers and tech-savvy early adopters

Key Messages:

Our innovative approach to [Industry challenge]
How our product solves key pain points
Our company values and vision
Why we're different from competitors

Requirements:

Must feature product demonstrations
Should include customer testimonials (assume these need to be filmed)
Must be adaptable for website hero section, social media, and trade shows
Should align with new brand guidelines (we'll provide a sample)
Must be completed within a 6-week timeline
Budget range: $30,000-$40,000

Constraints:

Filming must happen in 2 different locations (our headquarters and a customer site)
One key executive has limited availability (only available for 2 hours)
Product UI will be undergoing some changes during production

Deliverables for your presentation:

Creative approach/concept
Production plan with timeline
Crew and equipment needs
Budget breakdown
Risk mitigation strategies
Sample shot list or storyboard concept (can be simple)

Interview Scorecard

Creative Approach

0: Not Enough Information Gathered to Evaluate
1: Creative concept lacks originality or fails to address project objectives
2: Adequate creative approach that partially addresses project goals
3: Strong creative concept that effectively communicates key messages
4: Exceptional creative vision that elevates the project beyond expectations

Production Planning

0: Not Enough Information Gathered to Evaluate
1: Incomplete or unrealistic production plan with significant gaps
2: Basic production plan that addresses main requirements
3: Comprehensive plan with thoughtful timeline and resource allocation
4: Exceptional planning that anticipates challenges and maximizes efficiency

Budget Management

0: Not Enough Information Gathered to Evaluate
1: Unrealistic budget allocation or missing key expenses
2: Reasonable budget approach with some areas needing refinement
3: Well-considered budget that effectively allocates resources
4: Strategic budget planning that maximizes value and identifies efficiencies

Problem Solving

0: Not Enough Information Gathered to Evaluate
1: Minimal consideration of constraints or potential challenges
2: Identifies obvious challenges with basic solutions
3: Thoughtful risk assessment with effective mitigation strategies
4: Exceptional foresight in identifying hidden risks with innovative solutions

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Unclear presentation with difficulty explaining concepts
2: Adequate presentation with basic explanation of decisions
3: Clear, well-structured presentation with strong rationale
4: Outstanding presentation that demonstrates excellent communication

Production Quality Outcome: Lead 15-20 high-quality video projects annually

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve quality and quantity goals
2: Likely to achieve either quality or quantity, but not both
3: Likely to achieve the production goals with acceptable quality
4: Likely to exceed production goals while maintaining exceptional quality

Efficiency Outcome: Reduce production costs by 10-15% through efficient management

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement cost efficiencies
2: May achieve some cost savings but unlikely to reach 10-15% target
3: Likely to achieve the target cost reduction through demonstrated methods
4: Likely to exceed cost reduction targets through innovative approaches

Process Outcome: Establish standardized processes that decrease production time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to implement effective standardized processes
2: May create some process improvements but unlikely to reach 20% time savings
3: Likely to achieve the target time savings through process improvements
4: Likely to exceed time-saving targets while improving quality

Team Development Outcome: Build and mentor a high-performing video production team

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively develop team skills or improve retention
2: May improve some aspects of team performance but inconsistently
3: Likely to build a cohesive team with improved skills and retention
4: Likely to develop an exceptional team that exceeds performance expectations

Innovation Outcome: Successfully implement new video technologies and techniques

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement valuable new technologies
2: May adopt some new technologies but not strategically
3: Likely to successfully implement relevant new technologies
4: Likely to be at the forefront of technology adoption, driving competitive advantage

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Leadership & Team Interview

Directions for the Interviewer

This interview focuses on evaluating the candidate's leadership abilities, team management style, and collaboration skills. You're assessing how effectively they can build and develop a creative team, manage stakeholder relationships, and foster a productive working environment. This interview should help determine if the candidate has the interpersonal and leadership skills necessary to succeed in this role.

Best practices for this interview:

Use behavioral questions to understand past leadership experiences
Listen for specific examples rather than theoretical approaches
Pay attention to how the candidate describes their interactions with team members
Look for evidence of emotional intelligence and adaptability
Assess how they handle difficult conversations or conflicts
Consider how their leadership style would fit with your team culture
Probe for both successes and failures in their leadership experience
Reserve time for candidate questions at the end

Directions to Share with Candidate

"In this interview, we'll focus on your leadership experience and approach to team management. I'll ask questions about how you've led teams in the past, managed challenging situations, and collaborated with stakeholders. Please share specific examples whenever possible. This helps us understand your leadership style and how you might fit with our team culture."

Interview Questions

Tell me about your experience building and leading a video production team. What was your approach to developing team capabilities? (Leadership & Team Management)Areas to Cover

Team structure and composition
Hiring and onboarding processes
Performance management approaches
Skill development and training initiatives
Team culture building
Successes and challenges in team development

Possible Follow-up Questions

How did you identify areas where team members needed to develop skills?
What methods did you use to foster collaboration within the team?
How did you handle resistance to new approaches or technologies?
What's your proudest achievement in developing someone on your team?

Describe a situation where you had to provide difficult feedback to a team member about their work. How did you handle it? (Leadership & Team Management, Communication & Collaboration)Areas to Cover

Preparation for the conversation
Approach to delivering constructive criticism
Balancing honesty with sensitivity
Action plan development
Follow-up and support provided
Outcome of the situation

Possible Follow-up Questions

How did you ensure the feedback was received constructively?
What did you learn from this experience about giving feedback?
How do you adapt your feedback style to different team members?
How did this situation affect your relationship with that team member?

Tell me about a time when you had to manage multiple video projects simultaneously with limited resources. How did you prioritize and allocate resources? (Project Management, Creative Problem-Solving)Areas to Cover

Assessment of project requirements and priorities
Resource allocation methodology
Timeline management
Team workload balancing
Stakeholder communication
Trade-offs and compromises made

Possible Follow-up Questions

What criteria did you use to prioritize projects?
How did you handle competing demands from different stakeholders?
What tools or systems did you use to track resources and progress?
How did you maintain quality despite resource constraints?

Describe a situation where you had to navigate a significant creative disagreement between team members or with stakeholders. (Communication & Collaboration, Creative Problem-Solving)Areas to Cover

Nature of the disagreement
Initial approach to understanding different perspectives
Facilitation of productive discussion
Decision-making process
Resolution approach
Relationship management afterward

Possible Follow-up Questions

How did you ensure all parties felt heard?
What techniques do you use to find common ground?
How do you balance creative differences with project objectives?
What did you learn from this experience about managing creative conflicts?

Tell me about a time when you had to lead your team through a significant change, such as new technology adoption or process changes. (Leadership & Team Management, Technical Expertise)Areas to Cover

Context and nature of the change
Change management approach
Communication strategy
Training and support provided
Handling resistance
Results and lessons learned

Possible Follow-up Questions

How did you get buy-in from team members who were resistant?
What challenges did you face during this transition?
How did you measure the success of the change?
What would you do differently next time?

Describe your approach to collaborating with other departments (marketing, creative, product, etc.) on video projects. (Communication & Collaboration)Areas to Cover

Cross-functional collaboration methods
Stakeholder management techniques
Expectation setting and alignment
Communication practices
Handling competing priorities
Examples of successful collaborations

Possible Follow-up Questions

How do you ensure video content aligns with broader company goals?
How do you handle situations when departments have competing interests?
What's your approach to educating other teams about video production realities?
How do you gather and incorporate feedback from various stakeholders?

Tell me about a time when a video project wasn't meeting expectations. How did you turn it around? (Creative Problem-Solving, Project Management)Areas to Cover

Issue identification and root cause analysis
Assessment of what wasn't working
Approach to correcting course
Team leadership during the challenge
Stakeholder communication
Results and lessons learned

Possible Follow-up Questions

At what point did you realize the project was off track?
How did you rally the team during this challenging period?
What specific changes did you implement to improve the project?
How did this experience influence your approach to future projects?

Interview Scorecard

Leadership Ability

0: Not Enough Information Gathered to Evaluate
1: Demonstrates weak leadership with minimal team development
2: Shows adequate leadership abilities with some team management experience
3: Exhibits strong leadership skills with proven team development success
4: Displays exceptional leadership capabilities and transformative team building

Conflict Resolution

0: Not Enough Information Gathered to Evaluate
1: Avoids or mishandles conflicts with ineffective resolutions
2: Addresses conflicts adequately but may struggle with complex situations
3: Effectively navigates conflicts with constructive approaches
4: Masterfully turns conflicts into opportunities for growth and improvement

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Struggles to manage diverse stakeholder needs effectively
2: Manages basic stakeholder relationships but may miss nuanced needs
3: Successfully balances competing stakeholder priorities and builds trust
4: Excels at aligning diverse stakeholders and creating strong partnerships

Change Management

0: Not Enough Information Gathered to Evaluate
1: Implements changes with limited preparation and support
2: Manages changes adequately but with some resistance or challenges
3: Successfully leads change initiatives with thoughtful planning and execution
4: Transforms challenges into opportunities with exceptional change leadership

Production Quality Outcome: Lead 15-20 high-quality video projects annually

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve quality and quantity goals
2: Likely to achieve either quality or quantity, but not both
3: Likely to achieve the production goals with acceptable quality
4: Likely to exceed production goals while maintaining exceptional quality

Efficiency Outcome: Reduce production costs by 10-15% through efficient management

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement cost efficiencies
2: May achieve some cost savings but unlikely to reach 10-15% target
3: Likely to achieve the target cost reduction through demonstrated methods
4: Likely to exceed cost reduction targets through innovative approaches

Process Outcome: Establish standardized processes that decrease production time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to implement effective standardized processes
2: May create some process improvements but unlikely to reach 20% time savings
3: Likely to achieve the target time savings through process improvements
4: Likely to exceed time-saving targets while improving quality

Team Development Outcome: Build and mentor a high-performing video production team

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively develop team skills or improve retention
2: May improve some aspects of team performance but inconsistently
3: Likely to build a cohesive team with improved skills and retention
4: Likely to develop an exceptional team that exceeds performance expectations

Innovation Outcome: Successfully implement new video technologies and techniques

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement valuable new technologies
2: May adopt some new technologies but not strategically
3: Likely to successfully implement relevant new technologies
4: Likely to be at the forefront of technology adoption, driving competitive advantage

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Final Interview

Directions for the Interviewer

This final interview with senior leadership focuses on assessing the candidate's strategic thinking, cultural fit, and long-term potential at [Company]. Your goal is to evaluate how well the candidate's vision and approach align with the company's goals and values, while also addressing any remaining questions from previous interview stages.

Best practices for this interview:

Review feedback from previous interviews to identify areas to explore further
Focus on higher-level strategic questions rather than technical details
Assess cultural alignment and values fit
Explore the candidate's vision for video content at [Company]
Provide insights about the company's direction and goals
Be transparent about expectations and challenges
Allow ample time for the candidate to ask questions
Consider how the candidate would represent the company to external partners

Directions to Share with Candidate

"This conversation is an opportunity for us to discuss your vision for video content at [Company] and how your approach aligns with our strategic goals. We'll explore your thoughts on the evolution of video in our industry and how you might shape our video strategy. This is also a chance for you to ask questions about our company direction, culture, and expectations for this role."

Interview Questions

What's your vision for how video content could enhance [Company]'s position in the [Industry] space? (Communication & Collaboration, Technical Expertise)Areas to Cover

Understanding of [Company]'s current market position
Knowledge of video trends in our industry
Strategic thinking about content's role in business goals
Creative vision for brand differentiation
Practical implementation ideas
Measurement and evaluation approach

Possible Follow-up Questions

How would you balance brand consistency with creative innovation?
What types of video content do you think would resonate most with our audience?
How would you approach developing a content calendar that aligns with business goals?
What metrics would you use to evaluate the success of your strategy?

Based on what you've learned about our company, what do you see as the biggest opportunities and challenges for our video production team? (Creative Problem-Solving, Project Management)Areas to Cover

Analysis of current strengths and weaknesses
Insight into market and competitive landscape
Identification of practical improvement areas
Realistic assessment of challenges
Thoughtful approaches to addressing challenges
Long-term strategic thinking

Possible Follow-up Questions

How would you prioritize these opportunities?
What resources would you need to address these challenges?
How have you overcome similar challenges in previous roles?
What timeline would you envision for implementing improvements?

How do you stay ahead of evolving video trends and technologies, and how would you apply that approach here? (Technical Expertise, Leadership & Team Management)Areas to Cover

Professional development methods
Research and learning approach
Evaluation process for new technologies
Implementation strategy for innovations
Balance between trendy and timeless content
Team development in new technologies

Possible Follow-up Questions

How do you distinguish between valuable trends and passing fads?
How would you help our team adopt new technologies effectively?
What emerging video trends do you think will have the biggest impact on our industry?
How have you successfully implemented new technologies in previous roles?

How would you approach building relationships with key stakeholders across our organization? (Communication & Collaboration, Leadership & Team Management)Areas to Cover

Stakeholder identification and prioritization
Relationship-building strategies
Communication approaches for different departments
Expectation management techniques
Conflict resolution methods
Examples from past experience

Possible Follow-up Questions

How do you handle competing priorities from different stakeholders?
How would you educate non-video professionals about production realities?
What's your approach to saying "no" when necessary?
How do you ensure stakeholders feel ownership in the content creation process?

Tell me about how you've developed and mentored team members throughout your career. (Leadership & Team Management)Areas to Cover

Leadership philosophy and approach
Specific mentoring techniques
Skill development strategies
Performance management style
Team culture building
Success stories and lessons learned

Possible Follow-up Questions

How do you identify potential in team members?
What's your approach to helping team members who are struggling?
How do you balance giving direction with encouraging autonomy?
How have you handled difficult personnel decisions?

How do you balance creative excellence with business objectives and resource constraints? (Project Management, Creative Problem-Solving)Areas to Cover

Prioritization methodology
Budget management approach
Resource allocation strategy
Quality control processes
Stakeholder expectation management
Examples of successful balancing acts

Possible Follow-up Questions

How do you make decisions when faced with tight deadlines or budget constraints?
How do you maintain team morale when working under constraints?
What's your approach to scaling production capabilities as needs grow?
How do you communicate trade-offs to stakeholders?

What questions do you have about our company, team, or expectations for this role?

Areas to Cover

Thoughtfulness of questions
Areas of interest and concern
Alignment with company values and culture
Forward-thinking perspective
Practical considerations
Genuine curiosity and engagement

Possible Follow-up Questions

Based on our conversation, do you have any concerns about the role?
What would you need to be successful in this position?
What excites you most about this opportunity?
How does this role align with your career goals?

Interview Scorecard

Strategic Vision

0: Not Enough Information Gathered to Evaluate
1: Demonstrates limited strategic thinking with tactical focus
2: Shows adequate strategic understanding with some forward-thinking ideas
3: Exhibits strong strategic vision with clear alignment to business goals
4: Presents exceptional strategic thinking with innovative, transformative ideas

Cultural Alignment

0: Not Enough Information Gathered to Evaluate
1: Demonstrates values or work style that may conflict with company culture
2: Shows reasonable alignment with some areas of potential friction
3: Exhibits strong alignment with company values and culture
4: Represents an exceptional cultural fit with potential to enhance company values

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business context and video's role in business strategy
2: Basic grasp of business considerations in video production
3: Strong business understanding with clear ROI focus
4: Exceptional business acumen with strategic insight into video's business impact

Long-term Potential

0: Not Enough Information Gathered to Evaluate
1: Limited growth potential beyond the initial role
2: Reasonable potential for growth in specific areas
3: Strong potential for advancement and increased responsibility
4: Exceptional potential as a future leader within the organization

Production Quality Outcome: Lead 15-20 high-quality video projects annually

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve quality and quantity goals
2: Likely to achieve either quality or quantity, but not both
3: Likely to achieve the production goals with acceptable quality
4: Likely to exceed production goals while maintaining exceptional quality

Efficiency Outcome: Reduce production costs by 10-15% through efficient management

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement cost efficiencies
2: May achieve some cost savings but unlikely to reach 10-15% target
3: Likely to achieve the target cost reduction through demonstrated methods
4: Likely to exceed cost reduction targets through innovative approaches

Process Outcome: Establish standardized processes that decrease production time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to implement effective standardized processes
2: May create some process improvements but unlikely to reach 20% time savings
3: Likely to achieve the target time savings through process improvements
4: Likely to exceed time-saving targets while improving quality

Team Development Outcome: Build and mentor a high-performing video production team

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively develop team skills or improve retention
2: May improve some aspects of team performance but inconsistently
3: Likely to build a cohesive team with improved skills and retention
4: Likely to develop an exceptional team that exceeds performance expectations

Innovation Outcome: Successfully implement new video technologies and techniques

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify or implement valuable new technologies
2: May adopt some new technologies but not strategically
3: Likely to successfully implement relevant new technologies
4: Likely to be at the forefront of technology adoption, driving competitive advantage

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a crucial final step in the hiring process for the Video Production Manager role. These conversations provide valuable third-party insights into the candidate's past performance, leadership abilities, and technical skills. When conducting reference checks, aim to speak with former managers, colleagues, and possibly direct reports to gain a comprehensive view of the candidate.

Best practices for reference checks:

Request 3-4 references, including at least 2 former supervisors
Prepare your questions in advance based on any areas that need clarification
Begin with confirming basic details about the working relationship
Ask open-ended questions that encourage detailed responses
Listen for both what is said and what might be omitted
Pay special attention to the reference's tone and level of enthusiasm
Follow up on vague responses to get specific examples
Note any inconsistencies with what the candidate shared
Multiple reference checks with different references can be conducted using this same format

Remember that reference checks are not just to confirm qualifications but to gain deeper insights into the candidate's working style, strengths, and areas for development.

Questions for Reference Checks

Please describe your working relationship with [Candidate]. How long did you work together, and what was your role in relation to them?

Guidance: Establish the context of the relationship to understand the reference's perspective. Note how long they worked together and whether the reference was a supervisor, colleague, or direct report.

Can you tell me about the scope and scale of video productions that [Candidate] managed while working with you?

Guidance: Get specific details about project complexity, team size, budgets, and types of productions to verify the candidate's experience level.

How would you describe [Candidate]'s leadership and team management abilities?

Guidance: Listen for examples of team building, conflict resolution, and development of team members. Ask for specific situations that demonstrate their leadership approach.

What would you say are [Candidate]'s greatest strengths as a video production manager?

Guidance: Note whether the strengths mentioned align with the key competencies needed for your role. Ask for specific examples that illustrate these strengths.

In what areas could [Candidate] further develop or improve?

Guidance: Listen carefully to how the reference frames development areas. Are they significant concerns or minor adjustments? How self-aware was the candidate about these areas?

Can you describe a challenging production situation that [Candidate] handled, and how they approached it?

Guidance: This question reveals problem-solving abilities and resilience. Note the complexity of the challenge and the effectiveness of their solution.

On a scale of 1-10, how likely would you be to hire [Candidate] again if you had an appropriate position, and why?

Guidance: This question often reveals the reference's true feelings. Anything below an 8 deserves follow-up questions to understand why.

Reference Check Scorecard

Leadership Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Reference indicates significant leadership challenges or ineffectiveness
2: Reference suggests adequate but inconsistent leadership abilities
3: Reference confirms strong, effective leadership approach
4: Reference enthusiastically describes exceptional leadership abilities with compelling examples

Technical Production Expertise

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited technical knowledge or capabilities
2: Reference confirms adequate technical skills with some limitations
3: Reference verifies strong technical capabilities across production areas
4: Reference describes outstanding technical expertise and innovation

Project Management Skills

0: Not Enough Information Gathered to Evaluate
1: Reference mentions significant issues with project management
2: Reference indicates adequate project management with some challenges
3: Reference confirms effective project management and organizational skills
4: Reference enthusiastically describes exceptional project management abilities

Team Development

0: Not Enough Information Gathered to Evaluate
1: Reference suggests minimal focus on team development
2: Reference indicates some team development efforts with mixed results
3: Reference confirms successful team building and development
4: Reference describes transformative team development and exceptional mentoring

Production Quality Outcome: Lead 15-20 high-quality video projects annually

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate is unlikely to achieve this goal
2: Reference indicates candidate may achieve part of this goal
3: Reference confirms candidate is likely to achieve this goal
4: Reference suggests candidate will likely exceed this goal

Efficiency Outcome: Reduce production costs by 10-15% through efficient management

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate is unlikely to achieve cost efficiencies
2: Reference indicates candidate has achieved some cost savings in past roles
3: Reference confirms candidate has successfully achieved similar efficiencies
4: Reference describes exceptional ability to optimize costs while maintaining quality

Process Outcome: Establish standardized processes that decrease production time by 20%

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate is unlikely to implement effective processes
2: Reference indicates candidate has improved processes with modest results
3: Reference confirms candidate has successfully standardized and improved processes
4: Reference describes exceptional process improvements led by the candidate

Team Development Outcome: Build and mentor a high-performing video production team

0: Not Enough Information Gathered to Evaluate
1: Reference suggests limited success in team development
2: Reference indicates mixed results in team building and mentoring
3: Reference confirms successful team development and mentoring
4: Reference enthusiastically describes exceptional team building and development

Innovation Outcome: Successfully implement new video technologies and techniques

0: Not Enough Information Gathered to Evaluate
1: Reference suggests minimal innovation or technology adoption
2: Reference indicates some technology implementation with mixed results
3: Reference confirms successful implementation of new technologies
4: Reference describes candidate as a technology leader and innovator

Frequently Asked Questions

How should I prepare for interviewing a Video Production Manager candidate?

Before the interview, review the candidate's portfolio and work samples thoroughly. Familiarize yourself with their past projects and the range of their work. Prepare questions that explore both technical production expertise and leadership abilities. Consider having examples of your company's video content ready to discuss, as this can provide context for questions about their approach. For more guidance on interview preparation, check out our article on how to conduct a job interview.

What if a candidate has strong creative skills but less management experience?

Consider whether your organization can support the development of management skills. Look for transferable leadership experiences outside of formal management roles, such as project coordination or mentoring junior team members. Focus interview questions on scenarios that would test their potential management capabilities, like resource allocation or conflict resolution. The production challenge in this guide can be particularly revealing of their organizational and planning abilities, which are crucial for management success.

How important is industry-specific video experience for this role?

While industry experience can reduce the learning curve, the core video production skills are often transferable across industries. Focus on evaluating the candidate's ability to adapt their creative approach to different audiences and objectives. Ask how they would approach learning about your industry and its unique requirements. Consider whether their portfolio demonstrates versatility and the ability to tailor content to different contexts and audiences.

What should I look for when reviewing a Video Production Manager's portfolio?

Look beyond production quality to understand their role in each project. Ask specific questions about their contributions, the challenges they faced, and their decision-making process. Evaluate the range of their work and how they've adapted to different project requirements and audiences. Pay attention to how they talk about their work—do they focus solely on creative aspects, or do they also discuss project management, budget considerations, and team dynamics? A good candidate will demonstrate both creative vision and practical execution skills.

How can I assess a candidate's ability to manage the technical aspects of production while also leading a team?

The production challenge in this interview guide is specifically designed to assess this dual capability. Pay attention to how candidates balance creative considerations with practical constraints like budget and timeline. During the portfolio review, ask them to explain both technical decisions and team management aspects of past projects. Look for candidates who can easily switch between discussing technical details and people management strategies, as this indicates they can effectively handle both aspects of the role.