Stephen Divenere

An interesting footnote in the history of Streaming Wars. What remains to be seen is what Netflix will do to scale distribution. Streaming is nice but the theater experience has undeniable charm. #streamingwars #netflix #warnerbrothers #apple

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SEGA, the iconic Japanese video game company, has become an official partner of AEG's Los Angeles flagship district, L.A. #WeAreAEG https://dy.si/fJVuUj

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California’s efforts to jumpstart the entertainment economy are showing early signs of success, as the CA Film Commission saw a 400% spike in applications for tax credits in July. https://lnkd.in/gKTEpb_T

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Skydance Closes Paramount Global Deal, Creating “Next-Generation Media and Tech” Giant. David Ellison as CEO and Jeff Shell as president are looking for opportunities for investments in growth amd cost reductions. https://lnkd.in/gjMQ_V4m

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✨During Global Recognition Week, I would be remiss not to pause and recognize some truly incredible teammates from The Walt Disney Company who were recently impacted by organizational changes. Recognition isn’t only about celebrating wins — it’s about honoring impact. And the recruiting professionals I’ve had the privilege of working alongside have made an extraordinary one. You are strategic talent advisors. You are culture champions. You are brand storytellers. You are relationship builders who shaped the teams behind the magic. Having experienced workforce changes before, I know how disorienting this season can feel. The uncertainty is real. But so is your talent, your resilience, and your value. These changes do not diminish the legacy you leave behind. ☀️♥️ To my network: if you are hiring across Talent Acquisition, HR, or Recruitment Operations — I would be honored to connect you with exceptional Disney recruiting talent. Let’s activate our networks and intentionally support these amazing group of Recruiters. #hireDisney

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Where are the opportunities in production? Los Angeles public radio station KCRW did a story a few days ago about vertical microdramas. They highlighted a studio launched by early-career entertainment professionals after being introduced to the format early on. (Link in comments.) The comparison is being made to music videos in the 80s and 90s. A new format then where opportunities for innovative and ambitious filmmakers flourished. Takeaway: When new formats emerge, the hierarchy resets. The people who step in early, experiment, and learn the language of the medium often become the ones shaping it. #entertainment #entertainmentcareers #verticalmicrodramas Photo credit @neonboiiz at Unsplash

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Recently I spoke with Sarah Davison, director of Casting and Performance for Feld Entertainment and I asked her in what she looked for when hiring performers. “Beyond technical skills, I look for versatility and open-mindedness. More importantly, being a good human and team player matters as much as talent. Performers should bring something extra and be able to integrate into the show’s community.” StageLync https://lnkd.in/gE3GXZwy

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✨ You’ve landed the interview — now what? (Part 4) ✨ The Concerts Recruiting team at Live Nation Entertainment is here to help you shine! I’ll be sharing a series of tips straight from our amazing recruiters who are all cheering you on and want to see you succeed! My tips- Be Prepared! 🌟 Research the Company. The first question most people will ask is why do you want this role? You can stand out with your response if you articulate your research on the company and how it genuinely aligns with your own core values and goals on what you are looking for in your career. Plus, you will be much happier in your role if you are working someplace you are honestly passionate about. 🌟 Research your Interviewers. Look for their LinkedIn pages to learn about their experience. This can help you build connections with the interviewer as well as see what experience helped them get to where they are. You will then be able to ask insightful questions. 🌟 What Makes YOU Stand-Out? Think about what makes you unique compared to other people who may be interviewing for the role. Take notes about key points of your experience you want to emphasize in the conversation. If you are not able to hit all of these points within the questions, you can round back at the end of the conversation for a "last thoughts"/"closing pitch" to hit those points. 🌟 Practice Common Questions. Look at the job description as well as online sources to think about common questions your interviewers may ask you. Use the STAR method, (Situation, Task, Action Result) to work through how you want to answer those questions. Then go somewhere quiet where you can practice speaking out-loud as you answer the questions. For many there is a disconnect between what is in our heads to how we communicate verbally, so practice will help give you the confidence to have the two align. 🌟 Be real. Who you are as a unique individual is amazing, and you bring your true self to all you do. While balancing professional well thought out responses, approach the interview as a conversation. If you read off of a page answers you got off of Chat GPT, we not only know it, we walk away not knowing what you would bring to the table that is different than anyone else. 🌟 Remember it is a two-way conversation. It can be really easy to get nervous but ultimately, you are just two people talking. I joke people would be less nervous talking to me if they knew I am just a person sitting next to my napping, smelly dogs. While you may really want the role and want to be the right fit for the employer, it ultimately needs to be the right fit for you too. Ask questions and trust your gut. We are rooting for you! #hiring #recruiteradvice #interviewadvice

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#Jobs #CreativeEconomy #California Ed Lammi, former VP of #production for Sony Pictures TV, writes in CalMatters on the urgency of modernizing, enhancing, and enriching California’s Film & TV Tax Incentives. The lack of competitive incentives is the cause of the economic crisis. “These are middle-class workers: set builders, costume designers, grips, gaffers, editors, caterers, drivers, camera operators, and more. These Californians pay state income taxes, send their kids to local schools, and spend their money at local businesses. They represent the backbone of this industry, and we let them slip away. California can’t risk losing what we’ve worked for a century to build.” #EconomicDevelopment #SmallBiz #SkilledLabor #Film #Television #Commercials #ArtsWorkers #MiddleClassJobs #TaxIncentives #California #KeepCARolling #StayInLA #StayInLA2025 #Movies #TV #IndieFilms #LAFires #FireRecovery https://lnkd.in/gZpTwW6Q

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Saw this and wanted to make sure my network sees it too. If you're in entertainment marketing, this looks like a great conversation with Pam Abdy at the Variety Entertainment Marketing Summit.

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Worth reading if you're in the film industry. Alan d'Escragnolle sat down with Deadline to talk about how Filmhub is changing the game for independent filmmakers.

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As many of you may have seen, several exceptional Talent Acquisition professionals across Disney Experiences are navigating what’s next following a recent organizational update. The market doesn’t often gain access to Talent Acquisition professionals of this caliber—but that’s exactly where we are right now. While change is never easy, what remains absolutely clear is the caliber of talent I’ve had the privilege to work alongside. I have seen their work up close. I know the integrity they bring to every conversation. I’ve watched them build meaningful partnerships across varying lines and levels of the business, elevate hiring strategies, and advocate fiercely for both candidates and internal talent. These are not just strong Talent Acquisition professionals—they are strategic operators, trusted advisors, and some of the best data storytellers I’ve worked with, translating insights into hiring strategies that drive business outcomes. If your organization is hiring and seeking experienced Talent Acquisition leaders, recruiters, or HR professionals who combine operational excellence with genuine care for people, I would be honored to make introductions. Moments like this can feel uncertain—but they also create space for alignment, growth, and new impact. I am incredibly confident these professionals will elevate the teams fortunate enough to welcome them. Please feel free to reach out to me directly. #hiredisney #DisneyRecruiter #DisneyLeader #TalentAcquisition #RecruitingExcellence #TalentLeaders #TACommunity #HiringLeaders #HRLeadership #PeopleLeadership

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The Talent Funnel in Games is Broken — But There’s Still a Path Forward Right now, the traditional entry → mid → senior career pipeline in the games industry is strained. Studios are leaning heavily on contracted supplemental talent — from individuals and 3rd party vendors — to fill roles that once served as stepping stones for new developers. At first glance, this looks discouraging. Entry and mid-level full-time opportunities are scarce, and many aspiring developers feel locked out of the industry they love. But here’s the other side of it: Contracted roles can provide on-the-job experience that’s every bit as real — and sometimes even more diverse — than studio-bound roles. Through contract work, developers get the chance to: - Work across multiple studios and projects. - Learn different development life cycles, tools, and pipelines. - Pick up techniques and perspectives that a single studio might never expose them to. - Build a network that spans far wider than one org chart. Yes, the funnel is broken. But there’s still a path forward — one where contracted experience can serve as the forge where skills are honed, reputations are built, and careers are launched. For anyone trying to break in: don’t discount the contract route. It may not be the path you envisioned, but it can absolutely be the one that prepares you to thrive when those full-time opportunities return. #GameDevelopment #GameDev #GamingIndustry #Leadership #CareerGrowth #Mentorship #QualityAssurance #Production #ContractWork #TeamCulture

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The industry is moving quickly right now: budgets are tightening in some places while expanding in others, and expectations on both creators and brands are higher than ever. After a week spent deep in deal conversations and navigating brand and talent conversations, while also seeing some of the same themes surface across LinkedIn, a few patterns became very apparent to me, and are becoming hard to ignore as brands head into Q2. 📊 Here are 3 trends brands need to understand before planning Q2: 1️⃣ Scale & volume is no longer the flex: alignment is. Big reach alone isn’t moving the needle the way it used to. What’s outperforming higher views is fit: the right creator, the right audience, the right moment. Brands that prioritize alignment over volume are seeing stronger engagement, genuine impact rather than just a prioritization of numbers, and meaningful partnerships that actually last. 2️⃣ Creators are becoming operators, not just distribution. The strongest creators are building IP, products, and communities, not just posting content. Brands that treat creators as business partners, and not one-off media buys, are unlocking deeper storytelling and more durable impact. 3️⃣ IRL + digital is back in a real way. Events, pop-ups, and live moments are driving outsized value when paired with creator amplification. As feeds get noisier, shared experiences, both online and offline, are becoming a differentiator again. Hybrid events are also gaining traction, allowing for a greater reach for attendees We saw all of this come to life in 2025 through our partnership with Francesca Farago x FX’s The Beauty. The impact of that deal wasn’t driven by reach alone, it worked because the alignment was unmistakable, the storytelling felt native to Francesca’s audience, and the integration supported a broader cultural moment around the show rather than a one-off post. It’s a strong example of how trust & narrative fit can deliver value that lasts well beyond a single campaign; exactly the type of approach brands should be prioritizing as they plan for Q2 and beyond. A huse thanks to Can A. for the endless trust and vision into the future. https://lnkd.in/gbvhjAnG

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There’s been a lot of talk this week about SAG-AFTRA’s new Verticals Agreement, the first contract to officially recognize micro-dramas and mobile-first storytelling. As someone who works directly with talent, producers, and creators in this space, I see both the potential and the growing pains. On one hand, this agreement legitimizes a format that’s been driving engagement and discovery for sometime now, short, serialized stories designed for our phones. It gives actors a pathway to work under union protections in a space that’s been a bit of a gray area. But here’s the catch: this isn’t a “one-size-fits-all” solution. Budgets, distribution models, and creative ownership all look different in vertical content. What works for a traditional shoot might not translate to a 3 minute episodic series built for mobile viewing. For the actors, it’s about understanding what you’re signing. For the producers, it’s about rethinking how we build sustainable ecosystems for this kind of storytelling. And for everyone in between, it’s time we start talking about how to do this right, together. There’s a lot more to unpack from industry folks, talent, and their reps alike, but one thing’s for sure: vertical storytelling is here to stay. 😴 (More thoughts on Monday).

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