Ever feel like you're drowning in tasks while trying to grow your creative business? You're not alone. Many production company owners start solo, handling everything from shoots to edits, but that grind soon limits real progress. In this post, I'll walk you through my path at Vivida, from a one-person operation in a bedroom to a thriving team of six or seven. You'll get practical steps on spotting talent, hiring smart, and balancing solo freedom with team power, all to help you scale without losing your vision.
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From Solo Hustle to Team Reality
I began Vivida much like most of you might have, working alone in a small space. At first, it was just me in the bedroom, tackling small corporate and commercial gigs. That setup felt simple and controlled. But soon, I shifted focus to weddings, and the demands piled up fast.
Picture this: day after day of shooting events, then rushing home to edit footage late into the night. I handled client calls, marketing, and admin too. It was exciting at the start, but juggling all those roles wore me down. As a solo creator, or what we call a one-man band here in the UK, you end up stretched thin across shooting, editing, client outreach, website updates, and more.
That overload hits everyone at some point. I remember shooting one wedding, lugging gear back, and diving straight into hours of editing. Then another inquiry comes in, but you can't chat because you're buried in post-production. You're stuck working in the business, not on it, and growth stalls. I always dreamed of building something bigger than just me, so I pushed past the fear of adding people.
The turning point came when tasks stacked so high there weren't enough hours in the day. Every phone ring meant potential business, but I couldn't engage. That's when I knew I needed help to free up time for what mattered: connecting with clients and expanding.
Making Your First Hire: Easing the Load
To break that cycle, I brought in an editor. It started small, with a freelancer named James for occasional jobs. That eased some pressure right away. I could shoot more without the edit backlog crushing me.
But freelancers have downsides. You share your creative ideas and techniques, only to worry they'll take those skills elsewhere and compete. Your unique style, the one that draws clients, risks slipping out the door. Plus, availability issues pop up. One big project hits, and suddenly your go-to person is booked. That unreliability shakes your confidence and limits how much work you take on.
Clients don't just buy your creativity; they trust your setup to deliver on time and within budget. So, I moved James to full-time. Now he was part of Vivida, invested in our growth. I could pour real effort into training him without fear. He handled most edits, getting them to about 80 percent, then I'd add final touches. That shift gave me space to talk with clients, scout new business, tweak ads, and improve the We Are Vivida website.
Hiring full-time beats freelancing in key ways. Employees get steady pay, including holidays, which keeps them focused and relaxed. You price your services to cover salaries, often making it cheaper long-term than erratic freelancer fees. Reliability builds trust, inside the team and with clients.
Here's a quick look at the trade-offs:
- Freelancers: Flexible for short bursts, but unpredictable and skill-drain risks.
- Full-time hires: Consistent support, deeper investment in your methods, boosts overall stability.
That first hire changed everything. Business picked up because I focused on growth, not just survival.
Growing the Team: Adding Layers as Demand Rises
With editing covered, I branched into photography alongside video. James stuck to video edits, but photo post-production overwhelmed me. Shoots multiplied, and I couldn't keep up with culling and retouching images. So, I added a photo editor, bringing us to three people.
From there, growth snowballed. We hit about six or seven now, including some external support, and we're set to expand soon. Each step felt natural, driven by client needs and our capacity. Early on, I guided the process closely to keep our work at a level I aspired to, one that wows clients and stands out.
Maintaining creative control stayed key. I'd outline visions, let the team build the bulk, and refine the rest. That way, every piece reflected Vivida's high standards. As we scaled, the team handled more, freeing me to steer the ship.
Think of it like constructing a house: start with a solid foundation (your solo skills), add walls (first hires for core tasks), then roof it with specialists. Without that structure, everything crumbles under pressure.
Sourcing Talent: Start with Who You Know
Finding the right fit isn't easy, but early strategies kept it simple. I tapped contacts from shoots, eyeing freelancers I clicked with. The goal? Spot people who fit seamlessly.
I looked for the three H's: honest, humble, and hungry. These traits ensure trust, openness to your style, and drive to grow together.
- Honest: They handle client work with integrity, no shortcuts.
- Humble: Willing to learn and adapt, without ego clashes.
- Hungry: Eager for opportunities, pushing the team forward.
Once I found them, I built steady gigs. That led to full-time offers when pricing allowed. Sharing our work on social media helped too. High-quality posts on Vivida's Instagram drew interest. Emails rolled in from folks wanting to join.
One standout was Marta. She saw our online portfolio, baked cookies, and knocked on my office door. I tasted them, loved her attitude, and invited her for a trial day. She nailed it and stayed on. Stories like that show how genuine outreach pays off.
For beginners, focus on potential over polish. Train someone up to match your workflow. It avoids resistance from set-in-their-ways pros and builds loyalty.
Shifting Gears: Hire Experts to Fill Gaps
As Vivida matured, especially with more corporate projects, our needs changed. We stopped seeking raw talent and started hunting specialists who outshine me in weak spots. Identify what you dislike or struggle with, then find matches.
Now, we target experienced pros for roles like animation and motion graphics. We're eyeing folks like Yordan and Emily for those skills. Outreach happens through social channels. If you're skilled in London and watching, drop an email or comment; we'll connect if spots open.
We also use agencies for vetted talent. They charge about 15 percent upfront, say on a 30,000-pound salary, but deliver reliable pools. Weigh that fee against the hassle of bad hires.
Current team members already excel in areas I don't, creating balance. It's a team effort, after all. This approach lets me focus on strengths, like big-picture strategy, while others handle the rest.
Key tip: Match hires to your gaps. Someone who loves tedious tasks? Perfect for what you avoid. It keeps everyone motivated.
Follow our journey on Vivida's Twitter or Facebook to see team projects in action.
Solo or Team: Choose What Fits Your Growth
Deciding between flying solo and building a team boils down to your stage. Solo life offers full control, but caps your reach. A team unlocks scale, reliability, and fresh ideas, though it demands trust and investment.
Weigh your options carefully. Solo suits early experimentation, but teams drive sustained success. Look for skills that complement yours, plus those vital qualities like the three H's.
Final thoughts to guide you:
- Pinpoint your weaknesses first.
- Blend sourcing methods: networks, social media, agencies.
- Test fits with trials before committing.
Building Vivida taught me growth comes from smart people choices, not just hard work alone. If you're pondering your next hire, start small and stay true to your vision. What's holding you back from adding that first team member? Share in the comments, and thanks for reading. Stick around for more on production tips.