TL;DR

• "Resume Botox" = hiding 15+ years of experience from your CV to appear younger and get more interviews. A viral Business Insider article says it works. I say it's terrible advice for producers.

• The real problem isn't your age—it's your CV presentation. Times New Roman, dense text blocks, "References available upon request"? That's what makes you look stuck in 1997.

• In production, experience = evidence. Clients need proof you can handle their impossible brief. Hide your years = hide your proof.

• Senior producers ARE in demand. My most successfully placed producers split evenly: half under 30, half over 50. It's about capability and staying current, not age.

• Get a glow-up, not Botox: Lead with impact over tenure. Use modern tools. Evidence executive skills. Stay ATS-friendly. Keep your cultural radar sharp.

TL;DR:

1. Why brands need to start paying serious attention to the producers they hire in-house.

2. Branded Entertainment and a blatant bit of nepotism.

3. My top tip for producers who want to land more offers in 2026.

4. Why 80% of the CVs I see aren’t good enough.

5. Production models - what’s the difference
   
   

TL;DR: This year taught me that producers want conversation over courses, that taste can't be automated, that presentation matters more than ever, and that real DEI work requires action not just anger. I learned to price my expertise properly, got comfortable on LinkedIn, helped get Kelly Gordon to Cannes, and distilled everything I know about CVs and producer career positioning into a guide. The industry is struggling at every level, but empathy and genuine partnership still win. I'm still slow compared to other recruiters, still thorough, and better value pound for pound than anyone else doing what I do.

I estimate that 98% of producer CVs I receive aren't good enough for today's market. They rely on word-of-mouth, but that doesn't work anymore. Here's what actually gets your CV seen: