CATEGORY 5: SCREEN TYPES AND CASTING
Understanding your type for Product Identification
Gifts Differing: Understanding Personality Type by Isabel Briggs Myers and Peter B. Myers, Nicholas Brealey Publishing, 1980/1995
Isabel Briggs Myers' foundational text on the Myers-Briggs Type Indicator builds on Jung's Psychological Types to create a practical sixteen-type framework. Devoted her life to observation, study, and measurement of personality; with her mother Katharine Briggs authored the MBTI assessment. Over 2.5 million people take the MBTI yearly—the most widely used personality questionnaire in history. Book sold 150,000+ copies as the preeminent MBTI source for 25+ years.
Four Dichotomies Framework. Extraversion/Introversion (energy source): Extraverts energise through outer world interaction, Introverts through inner reflection. Sensing/Intuition (information gathering): Sensors focus on present facts and observable details, Intuitives on future possibilities and patterns. Thinking/Feeling (decision making): Thinkers analyse logically and impersonally, Feelers through values and impact on people. Judging/Perceiving (lifestyle orientation): Judgers prefer structure and closure; Perceivers prefer flexibility and openness. Book emphasises: "All the evidence is in" versus "new developments will occur."
Sixteen Types with Cognitive Functions. Each type represents a distinct cognitive pattern with characteristic strengths, blind spots, and communication styles. Myers clarifies, "individual letters are not as important as the cognitive functions behind them"—dominant and auxiliary processes create type dynamics. Type tables show how preferences correlate with occupational interests. Chapter 9 provides profiles suggesting how each type tends to act and relate to people with other type dynamics.
"Gifts Differing" Philosophy. Title emphasises no type superior—each offers unique contributions when operating from authentic type rather than forced adaptation. Addresses the common misconception that the doctrine of uniqueness isn't useful "without an exhaustive case study of every person." Type provides a practical framework for understanding systematic personality differences without reducing individuals to stereotypes.
Practical Applications Structure. Part I: Theory (Jung's concepts, Myers extensions). Part II: Effects of Preferences on Personality (separate chapters per dichotomy, extraverted/introverted forms compared, sixteen type descriptions). Part III: Practical Implications (marriage, early learning, learning styles, occupation). Part IV: Dynamics of Type Development (growing up, good development, obstacles, motivation). Sophisticated but never overbearing voice throughout.
Actor Self-Understanding Applications. Understanding your type explains a natural approach to a profession. Extraverts energise through networking and group classes, Introverts through solo preparation. Sensors focus on physical technique and observable behaviour, Intuitives on subtext and metaphor. Thinkers analyse story structure logically, Feelers through empathy and values. Judgers systematically build careers step-by-step. Perceivers adapt flexibly to opportunities. Explains why certain professional approaches feel natural while others require exhausting pretence.
Character Psychology Tools. Typing reveals core cognitive patterns shaping behaviour. ESTJ character makes decisions based on external logic and efficiency: "This is the most effective solution—we've used this system for years." Values structure, proven methods, clear hierarchies. Becomes frustrated when people ignore established procedures or miss deadlines. INFP character makes decisions based on internal values and authenticity: "This approach doesn't feel right to me—it contradicts what we stand for." Explores alternative possibilities, seeks meaning and personal significance. Becomes distressed when forced to compromise core principles for practicality. Not different choices but fundamentally different ways of perceiving the world and reaching conclusions—creates authentic psychology-based character work rather than surface trait collection.
Please Understand Me II: Temperament, Character, Intelligence by David Keirsey, Prometheus Nemesis Book Company, 1998
David Keirsey identifies four core temperaments built on observable behaviour rather than internal motivation. Foreword by Ray Choiniere notes Keirsey's fifty years of "people watching"—studying temperament as organising principle. Each temperament shows distinct patterns in communication, decision-making, work approach, and relationships. The book includes the Keirsey Temperament Sorter II self-assessment and sixteen role variant descriptions.
Four Temperaments Framework. Artisans (Concrete Utilitarians): present-focused, spontaneous, tactical intelligence, fox-like. Young Hemingway's creed: "Taste everything....live all the way." Trust impulses, seek stimulation, cynical about the past, optimistic about the future. Four roles: Promoter (persuading enterprises), Crafter (operating instruments), Performer (staging shows), Composer (fashioning works). Concrete word usage—talk of what's happening now, use similes, not metaphors. Self-image: artistic, audacious, adaptable.
Guardians (Concrete Cooperators): security-seeking, dutiful, traditional, logistical intelligence. Four roles: Supervisor, Inspector, Provider, Protector. Value belonging, responsibility, tradition. Stoical about difficulties—"inevitable, fated, nothing could have been done." Self-image: dependable, beneficent, respectable.
Idealists (Abstract Cooperators): meaning-driven, empathetic, authentic, diplomatic intelligence. Four roles: Teacher, Counsellor, Champion, Healer. Seek identity and significance, enthusiastic about possibilities. Self-image: empathic, benevolent, authentic.
Rationals (Abstract Utilitarians): systems-thinking, competence-focused, strategic intelligence. Four roles: Fieldmarshal, Mastermind, Inventor, Architect. Pragmatic problem-solvers, theoretical. Choiniere and Keirsey both are Rationals—treasure "logical investigation...terrible jokes—as long as they are clever plays on words." Self-image: ingenious, autonomous, resolute.
Observable Behavioural Patterns. Artisans comfortable in bodies, use hand gestures accompanying speech—"pawing motion, palm down slightly bent." Most famous artists, entertainers, athletes, warriors, politicians—"visibly persons of effective action." Churchill's rhythmical wartime language: concrete names of places had dignity, abstract words like glory were obscene. Guardian characters prioritize duty: "This is the established procedure—we've always done it this way." Rational characters solve problems through logic: "The most efficient solution requires these three steps." Idealist characters seek authentic meaning: "What does this truly mean for people's lives?"
Tactical vs. Strategic vs. Logistical vs. Diplomatic Intelligence. Artisans: tactical—making moves to better position here and now. Rationale: strategic—engineering systems for future efficiency. Guardians: logistical—organising resources and schedules reliably. Idealists: diplomatic—facilitating authentic communication and growth. Each type's intelligence is observable through characteristic actions.
Actor Applications. Understanding your temperament explains your natural professional approach. Artisan actors thrive on spontaneity and physical embodiment. Guardian actors build careers systematically through traditional routes. Idealist actors seek meaningful roles expressing authentic emotion. Rational actors analyse technique and story structure. For character work: temperament reveals core cognitive patterns shaping behaviour—not vague traits but observable behavioural systems creating castable authenticity.
CATEGORY 6: INDUSTRY KNOWLEDGE & CASTING PROCESS
How the director-CD-agent-talent cycle works
Adventures in the Screen Trade by William Goldman, Warner Books, 1983
Oscar-winning screenwriter (Butch Cassidy and the Sundance Kid, All the President's Men) provides brutally honest insider memoir demystifying Hollywood's decision-making chaos. Goldman wrote this at age 51, having been a screenwriter for close to twenty years but a movie fan since age five—perspective shapes his observations about the gap between audience dreams and industry realities. Book written during "Heaven's Gate era" (late January 1982)—the greatest period of panic and despair in modern Hollywood history, when only one of sixteen holiday releases succeeded.
The Famous Declaration. Goldman's thesis: "NOBODY KNOWS ANYTHING." Not one person in the entire motion picture field knows for certain what will work. Every time out, it's a guess. They don't know when the movie is finished: after the first preview of Star!, Richard Zanuck sent a wire to his father saying it was better than The Sound of Music (then the most popular movie in history)—Star! became the Edsel of 20th Century-Fox. B.J. Thomas's people were upset about "Raindrops Keep Fallin' on My Head" after the Butch Cassidy preview—they thought it hurt his career. Nobody knows.
Star Power Reality. Stars are essentially worthless and absolutely essential—the Siamese twin relationship. Studios originally hated stars because they feared having to pay them more. Florence Lawrence became the first named star in 1910 at $250 weekly. Within nine years, Fatty Arbuckle guaranteed a minimum of one million yearly. Today million dollars is what you pay for a star you don't want. Quigley poll shows stardom doesn't last: comparing 1981, 1976, 1971, 1961 top ten lists—only Clint Eastwood appeared on multiple lists across decades. Stars understand this fragility.
Insecurity Dominates. Goldman's crucial warning: never underestimate star insecurity. George Segal on talk shows: "I prepare myself—I do an acting exercise. I tell myself I'm playing a character who's enjoying himself." The man who worked with Bogart: miserable pain, always grousing that he had terrible lines. Man who worked with Cary Grant: Grant convinced he had no charm, couldn't do scenes, audiences wouldn't buy him—"here he was, maybe the most charming actor ever, and it was like pulling teeth." Prison guard watching Redford on Hot Rock set: wife would crawl on hands and knees for a chance to be with him one time. Redford suddenly international cover boy after years as a fine actor from California who made disastrous movies. Living with that madness while knowing it won't last forever creates pervasive anxiety.
Stars Happen by Mistake. Invariably, by mistake is committed by another bigger-name performer. If Brando, McQueen, or Beatty said yes to Sundance Kid, Redford might have remained "just another California blond—throw stick at Malibu, hit six of him" (studio executive quote). If Albert Finney played Lawrence of Arabia, forget Peter O'Toole. If Kirk Douglas played Cat Ballou, forget Lee Marvin. Montgomery Clift deserves special mention for refusing roles that made careers of others.
Studio Executive Reality. Intelligent, brutally overworked people sharing one thing with baseball managers: wake every morning knowing sooner or later they'll be fired. Must get results now or they're gone. More executive shuffling in any single year now than the entirety of the 1930s or 1940s. With this pressure always mounting, each decision becomes excruciating—nobody wants to make movies because nobody knows what will work.
Acting Professionally: An Essential Career Guide for the Actor (9th Edition) by James Calleri with Robert Cohen, Methuen Drama/Bloomsbury, 2024
The comprehensive industry guide has been continuously updated since the 1972 first edition. 9th edition by James Calleri (acclaimed NYC casting director, Columbia University MFA Acting Co-Head, Calleri Jensen Davis Casting) with Robert Cohen (original author, founding Drama Chair UC Irvine). Six chapters covering a complete professional pathway from training through representation.
Brutal Reality Check Opening. The book begins with unvarnished truth: acting is a lousy way to make a living. Fewer people make a living wage from acting than hold seats in the US Congress. SAG-AFTRA boasts 160,000 professionals; Actors’ Equity another 50,000. But fewer than half earn above the national poverty level ($14,580 in 2023) in any given year—far fewer maintain that income for ten consecutive years. The vast majority of America's professional actors are "between jobs"—"between" is a euphemism for "without." Acting is treated and marketed as a mass occupation despite being a boutique profession like a US senator or network anchorperson. Far more self-supporting acting teachers than self-supporting actors. Nearly 200 graduate actor-training programs are offered in the nation's 1,000+ college/university theatre departments, plus another 1,000 private schools claiming professional training. Competition is enormous, and disappointed aspirants are plentiful.
Contemporary Industry Updates. Post-George Floyd racial equity discussions. Pandemic impact on industry operations. SAG-AFTRA/WGA double strike consequences. #MeToo/Times Up movements are reshaping boundaries. We See You WAT (White American Theatre) demanding change. Intimacy coordinators are now standard—HBO adopted a policy using them for all series and films with intimate scenes. Jesse Green's "Reformation" articles demand better working conditions, pay equity, and diversity. Self-tape dominance replacing in-person auditions. Social media's importance for actor visibility.
Practical Nuts-and-Bolts Guidance. Choosing home base—NY/LA versus regional markets. Day job strategies maintain a reliable income while pursuing work. Headshot essentials—what casting directors actually notice. Resume formatting—what matters, what doesn't. Website creation for actor platforms. Social media strategy beyond vanity metrics. Self-tape technical requirements—lighting, framing, sound, editing. Breakdown Services navigation. Pilot season protocols. Regional theatre general auditions. Callback etiquette. Slate techniques. Creating reels—compilation versus self-made scenes.
Casting Director Insider Perspective. An entire chapter explaining the casting process from the CD viewpoint. Meeting CDs professionally without desperation. Understanding CD workshops—legitimate versus exploitative. What happens in the casting room before you enter? Why do CDs make the decisions they make? Building relationships with casting offices over a career. Chemistry reads (pairing actors being considered for interacting roles—romantic leads, family members—to test on-screen rapport), and screen tests are explained. Showcases that actually generate opportunities versus vanity productions.
Representation Chapter. Finding agents and managers. Interviewing agents—what questions to ask. Signing exclusive contracts—what you're agreeing to. Keeping representation engaged when work is slow. Building a network beyond a single rep. Understanding agent versus manager roles. Recognising when representation is not serving you. Working effectively without representation when necessary.
Union Navigation. Actors’ Equity and SAG-AFTRA membership implications. Joining unions—timing considerations. Access to union work. Job offers requiring union membership. Weighing benefits versus restrictions. Understanding union contracts and compensation scales.
Diverse Career Options. TV commercials, industrials, cruise ships, video games, audiobooks, web series, voiceovers, student films, extra work, writing your own content, daytime TV, reality TV, comedy/solo performance, academic theatre, creating your own company, industry-adjacent work. Compensation scales across formats. Understanding which opportunities build a career versus drain resources.
Auditioning for Film and Television: A Post #MeToo Guide by Nancy Bishop, Methuen Drama/Bloomsbury, 2022 (Third Edition)
Bishop's third edition updates her 2009 "Secrets from the Casting Couch"—a title she now calls embarrassingly ignorant about industry abuse. The retitled guide addresses post-#MeToo realities whilst maintaining practical audition strategies from her decades of casting major studio projects.
Twelve Strategies form the book's backbone. Strategy One: Enjoy auditioning. Bishop cites four-year-old Anna Rust auditioning for Dune—when told she didn't get cast, her father said she thought she'd already done the film. That attitude succeeds. Strategy Two: Prepare. Bishop adds three questions to Stanislavski's basics: Where are the changes? What are the stakes? What page are we on? Remaining strategies include: make choices, determine stakes, tell a story, act and react in the moment, play in eyes, possess inner monologue, commit to scene, stake claim on role, listen, make own work.
Post-#MeToo updates prove essential. The Intimacy Coordinators chapter details Best Practice Guidelines for nudity and intimate scenes. Nudity riders must specify which body parts are shown, from which angle, and for how long. SAG-AFTRA contract permits actors to change their minds even on set. The chapter addresses harassment reporting, diversity questions, and considerations for transgender/non-binary actors. Bishop includes Alexandra Billings's landmark nude scene in Transparent—the first full frontal view of a trans actor's breasts and penis on television, presented non-sexually as everyday nudity normalising alternative body types.
Self-Tape Casting receives extensive treatment. Geography no longer prevents auditioning—actors from entire continents now compete virtually. The pandemic accelerated this shift. Bishop stresses technical competency: stable tripod, proper lighting with filter, grey or light blue backdrop, landscape, not portrait orientation. An external microphone solves the problem of the off-screen reader being heard louder than the actor. Self-taping skill separates working actors from technophobes left behind.
Actor Marketing section covers headshots, CVs, showreels, casting sites, social media strategy, and IMDb management. Bishop emphasises personal relationships remain crucial despite virtual auditions—attend mixers, festivals, workshops whenever possible.
The Casting Handbook: For Film and Theatre Makers by Suzy Catliff with Jennifer Granville, Routledge, 2013
Comprehensive manual written for casting directors, directors, and producers—not actors—providing a systematic methodology for running professional casting processes. Takes readers chronologically through casting from project conception through final negotiations. Includes interviews with Oscar-winning directors, producers, jobbing actors, agents, and casting directors, including Nina Gold (Mike Leigh collaborator). Templates, checklists, and exercises throughout for practical implementation.
Script Analysis for Casting. Catliff teaches filmmakers to analyse scripts, identifying character function, type requirements, age range, and significance to the story. Example breakdown chart from Silent Witness demonstrates extracting: character description, playing age, special requirements, dates needed, and availability concerns. Quote from Simon Mirren (writer/producer): "Generally I'll try and write something for the character—I don't want to think about who it might be." Qualities exercise teaches identifying what specific actors bring beyond skill—charisma, vulnerability, authority, warmth—matching to character needs.
Breakdown Creation Process. Breakdown is the first information sheet agent or actor sees—must answer four questions: Will the actor want to do part (challenging, interesting?), Is the actor right for the part (character description, something they can do)? Can the actor do part (available?), Can the actor afford to do part (will they be paid?)? Critical fifth element: Is the actor excited by the project (who's involved, what's it for, unique, worthwhile, innovative, daring, fun?). Breakdown must include overall dates, location, time commitment required, payment/remuneration, and character description. Agent Jeremy Brook emphasises dates first: "We look at our client list first and foremost to see who is free for the dates—we're very keen on dates."
Audition Session Structure. Recommended timing: 15-20 minutes average per actor, longer for major leads, allowing time explaining the project, actor relaxation, discussing their work, determining if you could work together, and hearing them read. 25 minutes good time for a theatre meeting (Nadine Rennie, casting director). Allow extra time for the first couple of actors—"first time you have heard the part read by an actor" creates shock requiring adjustment. Pre-session organisation critical: designate who greets, who leads the meeting, who discusses the project, who asks about previous work, who reads from the script, and who operates the camera. Maximum four people in a meeting—otherwise overwhelming.
What CDs Assess. Range, skills, and qualities necessary for character. Do you believe the actor is the character? Could you work together creatively? Filming auditions appropriate for screen projects—Kate Rhodes James: "They can be great in the room, but review them" after a few days’ gap. For theatre/live production, recording is not necessary—qualities sought are not successfully captured on camera. Making conversation critical: actors at best when relaxed (Damien Goodwin, director). Ask about recent work they enjoyed, favourite role. Common mistakes to avoid: admitting you've never seen them in anything, admitting you saw them but hated it, asking if they're currently working (sensitive topic), telling them you haven't read their CV, commenting their photo doesn't look like them, or they look older than their photo.
Commercial Pressures Beyond Acting Quality. Budget items beyond actor fees: accommodation (actor expects production pays if away from home base), travel costs (buses, taxis, petrol, airfare reimbursed), subsistence (per diem or food provided), makeup, costume or cleaning/damage if wearing own clothes, film copies delivered (only reward if unpaid—for showreel), casting director fees. Where actor-based vital consideration—can you afford accommodation and travel? It may be determined that everyone must be within walking distance. Agent negotiations impact decisions—when asking an actor to work for minimum, profit share, or no money, also asking the agent for a favour.
Decision Complexity. Jo Ward (producer): "It's the best bit!" Opening quote captures optimism. Pippa Harrison (Spotlight): Over 40,000 members, ten volumes of books, the majority of UK work cast via Spotlight Link. Agents receive breakdowns, suggest available artists fitting descriptions. Process reveals why the best audition doesn't always book a job—availability conflicts, budget restrictions, producer demands, and scheduling constraints all override artistic merit. Understanding this demystifies rejection.
From Reel to Deal: Everything You Need to Create a Successful Independent Film by Dov S-S Simens, Warner Books, 2003
No-nonsense guide demystifying independent filmmaking from a producer's perspective, based on Simens’ famous "2-Day Film School" crash course. Alumni include Quentin Tarantino, Matthew Vaughn, Kirk Jones, Mark Archer, and Chris Nolan—3 per cent of alumni produce/write/direct a feature within six months (versus zero from traditional four-year film schools within five years). Simens worked as a line producer, writing checks for seven low-budget features, read 800+ scripts doing coverage at $25-35 each, stumbled into teaching a UCLA seminar that grossed $25,000, and founded Hollywood Film Institute, taking a crash course nationwide.
Business Not Art Philosophy. Simens teaches mechanics of making art and the business of selling art—cannot teach talent (either have it or don't). Filmmaking involves writing approximately 38 bank checks presented as "38 Steps of Filmmaking" covering pre-production, production, post-production, and marketing. Hollywood is a film-marketing industry, not a filmmaking industry—studios create value through newspaper ads, making consumers believe film has $10 theatre ticket value. Nineteen of twenty consumers don't see film in the theatre, but seventeen of those nineteen think "I'll rent it" at $3-4, the $10 film is put on sale at a 60-70 per cent discount. Four of five studio films are poor to mediocre—studios market duds anyway, place ads, create value, cash in, make profits.
Reverse-Budgeting Method. Traditional budgeting: research guild and union rates, get vendor rate cards, location scouting, hire excellent crew, add contingencies, allow legal/accounting fees, fill budget line-by-line—produces $3-30 million budget nobody will give a first-timer. Simens' wrong way works better: pick a dollar amount you can access ($5,000, $18,000, $65,000), and back into it. What's in the bank account? Money in a shoebox? Recent inheritance? House equity? (Don't mortgage house—puts too much pressure.) Write an honest amount willing to invest in yourself. Examples: El Mariachi $7,500, Clerks $22,000, She's Gotta Have It $60,000, sex lies and videotape $500,000. That number becomes your budget—squeeze 38 bank checks into that amount.
Two Budget Categories Only. Million-dollar budget and micro-budget. Can you write a check for $1-3 million? No. Thus, 95 per cent of first-timers utilise a micro-budget. Be realistic about the accessible amount. Exercise: write down money friends/relatives might give, write down money in bank accounts/stocks, add two numbers, divide by three (because you exaggerated)—this is the budget for the first feature film.
Distribution Reality. Most films lose money. Distribution is harder than production. Commercial viability matters regardless of artistic merit. The book teaches nuts and bolts, freeing talent to be utilised best way possible. Orson Welles quote referenced: Everything needed to know about filmmaking is learned in two to three days. Alumni musicians Michael Jackson, Queen Latifah, wanting to cross over; actors Sinbad, Valerie Bertinelli, Malcolm-Jamal Warner, Will Smith, wanting to take control of their careers.
51 Easy Chapters Structure. Mirrors actual filmmaking stages—producing by the numbers. Chapters 1-16 involve basics: getting an idea, obtaining a script, securing financing, and preparing for production. Critical instruction: don't skip around, read chapters in order presented—filmmaking like life is one chapter at a time. Don't check exotic chapters (financing, directing, dealmaking, negotiating) first—gives only a snippet out of context.
Practical Tools Referenced. Movie Magic Budgeting software $699 (used by 80 per cent of industry professionals, creates budgets $50,000 to $300 million), Movie Magic Scheduling $699, Easy Budgets software $189.95. Books: Production Budget Book, Industry Labour Guide (bible for guild/union rates), Film Scheduling and Budgeting Workbook, Micro-Budget Hollywood (step-by-step guide for features under $50,000).
In The Blink of an Eye by Walter Murch, Silman-James Press, 2001 (Second Edition)
Legendary editor's philosophical meditation on film editing, transcribed from his 1988 lecture to the Australian Film Commission. Murch (Apocalypse Now, The Godfather Part II, The English Patient—first editor to win Oscar for digitally-edited film) explores why cuts work psychologically despite representing instantaneous displacement unnatural to human experience. Francis Coppola's foreword describes Murch as "philosopher and theoretician of film—a gifted director," noting "nothing so fascinating as spending hours listening to Walter's theories."
Apocalypse Now Statistics. Film demonstrates editing realities through extreme example: 1,250,000 feet printed (230 hours), finished film runs two hours twenty-five minutes—ratio ninety-five to one versus industry average twenty to one. Colonel Kilgore's helicopter sequences alone: 220,000 feet for twenty-five minutes, finished product—ratio one hundred to one. Eight cameras turning simultaneously, thousand-foot rolls (eleven minutes each), each takes generating 8,000 feet (an hour and a half). Editors worked to produce 1.47 cuts per day—had they known the exact path at the beginning, they could have made one-and-a-half splices daily and arrived at the same destination. For every splice in the finished film, probably fifteen "shadow" splices were made, considered, and undone. The remaining eleven hours fifty-eight minutes daily were spent on screenings, discussions, rewinding, meetings, scheduling, filing trims, note-taking, and deliberative thought.
Why Cuts Work. Film runs at twenty-four times per second—each frame displaces the previous one. The displacement is small enough (twenty milliseconds) for audiences to perceive motion within context rather than twenty-four different contexts per second. When visual displacement is great enough (at the cut), we must re-evaluate the new image as a different context—miraculously, we do this without difficulty. We struggle with displacements neither subtle nor total: cutting from a full-figure master to a slightly tighter shot (framing actors from ankles up) signals something changed, but not different enough to require re-evaluation. This collision produces mental jarring. The discovery that certain cuts worked led immediately to the discovery that films could be shot discontinuously—the cinematic equivalent of discovering flight. Discontinuity became King during production; almost all decisions relate to overcoming its difficulties or exploiting its strengths.
Rule of Six Hierarchy. Murch places three-dimensional continuity (film school's first topic) at the bottom of six criteria for good cuts. Top priority: Emotion—how you want the audience to feel. The ideal cut satisfies all six simultaneously: true to the emotion of the moment, advances the story, occurs at a rhythmically interesting moment, acknowledges eye-trace (location and movement of audience focus within frame), respects planarity (grammar of three dimensions transposed to two), and respects three-dimensional space continuity. Film schools emphasise the bottom priority because emotion is hardest to define and manage. What the audience finally remembers is not editing, camerawork, performances, or even story—it is how they felt.
Editing as Discovery. Editing is not assembly but the discovery of a path. The overwhelming majority of an editor's time is not spent splicing film. Wife Aggie's childhood friend asked what Murch did. He replied, "Studying film editing." Friend: "That's where you cut out the bad bits." Murch protested, explaining structure, colour, dynamics, and time manipulation. Twenty-five years later, he respects that unwitting wisdom. Editing is cutting out the bad bits. The tough question: what makes a bit bad? What is bad in one film may be good in another. Filmmaking is the search to identify what, for your particular film, is uniquely a bad bit.
DNA/Chimpanzee Analogy. Human and chimpanzee DNA are ninety-nine per cent identical, yet obvious differences exist. Differences arise from sequencing that controls the order and rate of DNA information activation as the organism grows. Information in DNA resembles uncut film; the mysterious sequencing code resembles an editor. Two editors given identical footage make different films through different structural choices—when and in what order to release pieces of information. Humans and chimps are like different films edited from the same dailies. Don't start making a chimpanzee, then decide to turn it into a human. That produces the Frankenstein's monster equivalent in theatres.
Most with Least. Never judge a sound mix by counting tracks—terrible mixes emerge from a hundred tracks, wonderful mixes from three. Always attempt the most with the least—produce the greatest effect in the viewer's mind with the least number of things on screen. Suggestion beats exposition. Past a certain point, more effort into detail encourages the audience to become spectators rather than participants. The overactive editor who changes shots too frequently resembles a tour guide who cannot stop pointing things out. People eventually feel constrained and resentful from the constant pressure.
How to Succeed in Hollywood without Really Acting by Peter Skagen, Poubelle Publishing, 2015
Working actor with thirty film credits, MA in screenwriting, and a decade teaching in Los Angeles wrote this provocative guide addressing the gap between talent and employability. The title's irony captures the core philosophy: acting skill alone is insufficient. Foreword by Deb Green (CSA casting director) validates the approach—actors with chops (industry slang for acting ability) but no practical tools turn into a puddle of goo at auditions. This book provides a 'step-by-step playbook that demystifies it all'.
Talent Versus Technique. Skagen's opening declaration: 'Many people have talent. It is not actually that rare.' What separates successful actors from struggling ones is technique—knowledge, skills, secrets, practical tools. Talent cannot be taught; technique can. Being exceptional requires mastering technical aspects most actors ignore: industry knowledge, story understanding, professional packaging, and business acumen.
In the Game. The central concept defines what industry insiders recognise as battle-tested professionals versus wannabes. Being 'in the game' means: you love it and are committed; you're a student of craft, history, and regulations; you've taken action making dreams reality; you've gained experience; you've learnt it's not about you but about serving story and getting the job done; you've proven your employability; you understand how business works; you're running your own acting business; you possess all professional tools (perfect headshots, résumé, reel, website, IMDB); you succeed on set consistently.
Story Understanding Essential. Unique emphasis throughout: actors must study the story and screenwriting. 'Your job is to interpret the story, and to sell it to the audience. How can you possibly do that without knowing what a story is? That's like a mechanic who doesn't know how cars work.' The book includes a digestible screenwriting section teaching actors to understand narrative structure.
Everything Counts. Philosophy permeates the book: one wrong step destroys careers. Example: an actor called in claiming he might get the flu, stayed home from an interactive theatre production. A film agent attended that night, signing new talent from the cast. The actor missed out. Then, when other producers ask about hiring him, Skagen tells what he knows—negative reputation spreads through cast mates and industry contacts. 'You don't have to make too many mistakes to obliterate your whole pie.'
One Chance Only. Brutal reality: 'You get one chance. You cannot call up an agent again and say "I'm finally ready now."' They will say: 'We looked at you already.' Being ready is up to you. Must be fully packaged first time: perfect résumé, beyond-perfect headshot, brilliant showreel, website, IMDB page. Must succeed on your own before approaching representation.
Show Business, Not Show Hobby. Hollywood is a moneymaking venture—billions yearly. Any time you appear in a film, it costs money. Somebody wants that money back. Part of your job is helping get it back. Understanding commercial reality separates professionals from amateurs.
Three-section structure: Groundwork (what casting directors/agents/producers seek, understanding story, being marketable), Auditions (learning lines, preparation, avoiding amateur mistakes, booking on first take), The Set (surviving production, managing people/process, hitting marks, working with directors). No-nonsense, straightforward tone throughout. Published in Calgary, Canada.
Agents on Actors: Over Sixty Professionals Share Their Secrets on Finding Work on the Stage and Screen by Hettie Lynne Hurtes, Back Stage Books, 2000
Journalist Hettie Lynne Hurtes interviewed sixty-plus franchised talent agents from Los Angeles, New York, and other major markets, creating accessible profiles demystifying agent-actor relationships. Each three-to-four-page profile presents an individual agent's background, philosophy, client roster, preferences, pet peeves, and practical advice. Agents range from boutique agencies handling fifty clients to William Morris powerhouses representing hundreds.
Franchised Agents Essential. Introduction establishes critical distinction: franchised agents are registered with SAG, AFTRA, and AEA. Requirements include a legitimate business registered with the state/city, proper office space, surety bonds, client trust accounts, and thorough entertainment industry knowledge. Ten per cent commission maximum, only when the actor is paid—no up-front fees allowed. Cannot require specific acting schools or photographers as a representation condition. Mainstream casting directors dealing with network television and feature films won't call agents who aren't acknowledged by unions.
Agent Diversity Revealed. Michael Amato (old school): built a successful roster representing ethnic actors after being told it would hurt his career. Doesn't believe in contracts—' If the person's not happy, I don't want him or her.' Frustrated agents aren't respected at Academy Awards: 'Why shouldn't we get Oscars too?' Recommends forming theatre groups with fellow actors for free skill development rather than overpriced acting schools. One client buys Hollywood Reporter and Variety daily, sends photos to production houses, and gets calls all the time. He doesn't depend on me for everything. It has to be teamwork.'
Small Versus Large Agencies. Holly Baril (William Morris): socialises with clients, helped Peri Gilpin pick out gowns for the wedding. But drops clients whose managers create power struggles. On training: 'Stay in class, get coached, don't stop learning.' Warns about on-set behaviour—' Never yell at a production assistant... You never know what that PA may become.' Three reasons to do any job: career, soul, money—' If you can't find a really good reason to do something, don't!'
Logistical Solutions. Marian Berzon handles eight hundred clients while living fifty miles from Los Angeles. Told repeatedly, 'you'll fail outside area code 213'. Solution: stores client photos in LA apartment, faxes selections daily, messenger delivers. Accepts daily calls from clients—' It's so tough out there, if an actor is alone and can't interact with an agent, it's pretty sad.' Doesn't believe in conflicts between similar actors: 'No two people are completely alike.'
Training Perspectives Diverge. Karen Apicella on age-appropriate approach: 'A seven-year-old should be natural and doesn't need classes. When you're seventeen, you need to know what to do with your talent.' Classes make children think too much, killing charm; teenagers need technique to channel talent beyond charm.
Recurring Pet Peeves. Lying on CVs about experience, age, and references. Overinflated egos, unrealistic expectations. Disloyalty—leaving without discussion after the agent invested time. Unprofessional on-set behaviour. Expecting agents to do everything without the actor contributing promotional effort.
Ask An Agent: Everything Actors Need to Know About Agents by Margaret Emory, Back Stage Books, 2005
Working New York theatrical agent Margaret Emory wrote this definitive insider guide based on her popular Back Stage magazine column. The author's unique dual perspective—former actress (Princeton, Neighbourhood Playhouse/Meisner training) who became an agent at Dulcina Eisen Associates—provides a rare empathetic understanding of both sides of a partnership. Twelve systematic chapters demystify the entire agent ecosystem from researching agencies through maintaining long-term representation.
Demystifying the Deific Being. Opening chapter strips mystique: agents are business people responsible for getting actors work. The primary function is providing job opportunities through submitting and selling. Historical perspective traces agents back to eighteenth-century actor-managers brokering employment deals between repertory theatres. Modern agents come from varied backgrounds—former actors, directors, stage managers, casting directors—equipped with degrees in accounting, law, marketing, and communication. Must possess thorough knowledge of artistic and business sides simultaneously.
Industry Illogic Revealed. A cautionary anecdote demonstrates unpredictable business: the breakdown came in for a feature film role. The well-known actor agency represented was listed as a prototype for character. When the agent called the casting director to say they represented 'the real deal', the response was: 'Oh, no thanks. He's too perfect.' Agents are often as baffled by results as actors.
Character Actor's Dilemma. Mid-range actors are often the hardest to represent—too specific for leading roles, not distinctive enough for character work. Versatile actors wonder whether spending years perfecting their craft to become well-rounded performers helps or hinders agent appeal. Once a character actor's career gets rolling, however, he can use his everyman persona and transformation skills to work for decades.
Communication Non-Negotiables. Chapter 10 addresses eternal actor mistakes. Two critical protocols: return agents' calls promptly (same day), always 'book out' (inform agent when unavailable). Story: an actor lost a cruise ship job because he didn't retrieve phone messages fast enough. Casting directors sometimes withdraw audition appointments not been confirmed the same day. One actor 'forgot' to mention a long weekend away—the agent was embarrassed when the casting director finally granted the begged-for audition, requiring cancellation.
Career-Building Realities. No such thing as overnight success. Business is making and maintaining relationships over time, taking small steps to ultimately cover large distances. Broadway casts TV names to sell tickets regardless of who's right for the role. Understanding and accepting this empowers actors to focus on attainable goals. Opening quotation attributed to Shakespeare emphasises gradual progress: 'To climb steep hills requires slow pace at first.'
Three-hundred-page comprehensive manual covers: getting agents, choosing representation (freelancing versus signing exclusively), how agents submit, how agents sell, preparing for auditions, contract negotiation, agent advice, money matters (commissions, when to pay), and handling relationship problems professionally. Conversational accessible tone throughout.