"If the contract is signed, the onboarding is done."
It is a common assumption. But for freelance cast and crew, the reality often looks very different.
What our data shows
81% of those who felt unprepared for their casting or interview also lacked the time and information to properly negotiate their contract or get ready for the job.
This is not a paperwork issue. It is a readiness and culture gap, and it affects productivity, safety and long term engagement.
When the reality of a job does not match what people were led to expect, they do not just feel confused. They lose trust. That is exactly what happens when onboarding is rushed or missing altogether.
Time to prepare is a sign of respect
Feeling valued does not always come from big gestures.
In our data, when cast and crew had enough time to prepare, 75% said they felt genuinely respected and valued.
Sometimes it is as simple as having time to read the brief, ask a question or plan ahead. That is not just good logistics. It is culture in action. When people feel considered, they show up more fully.
Time is more than a schedule. It is a signal. The work does not start at call time. It starts in the lead up.
Why onboarding matters so much on freelance productions
Most film and TV crews come together for a single project. People join at different stages, from different backgrounds, often without having worked together before. There is no induction week and no time to learn the culture gradually.
That makes the first days critical. People who arrive unsure of who is in charge, where to go or what is expected spend their energy working it out, rather than doing their job. And first impressions last: as we found in our research on health and safety, how people feel before they reach set shapes how they feel on it.
What cast and crew ask for
When onboarding is done well, it answers the questions people actually have:
- Who is managing what?
- Where do I go on day one?
- How do I get equipment, support or direction?
- What are the real norms and expectations on this set?
These are not bonus details. They are what cast and crew rely on to feel confident, grounded and ready.
Six steps to better onboarding
1. Share information early
Send schedules, locations and contacts as early as possible. Every day of notice gives people more time to prepare.
2. Allow time to review contracts
Give people enough time to read, question and negotiate their contract. Rushing this step damages trust before the job has started.
3. Explain the structure
Tell people who is responsible for what, and who to go to if the usual route is not an option.
4. Plan day one in detail
Make sure everyone knows where to go, who will meet them and what the first day involves.
5. Set out the norms and expectations
Explain how the set runs, what standards of conduct are expected and how concerns can be raised.
6. Ask how it went
Check in with people after their first days. It shows you care, and it reveals gaps you can fix for the next person who joins.
Turn paperwork into purpose
Strong onboarding prevents the gap between expectation and reality before it opens. It is also one of the most effective ways to help people want to come back for the next job.
Talent Trust measures how prepared, informed and supported people feel from the very start of a production, through short, anonymous check-ins. See how it works. Our quick onboarding guide, with the questions to ask yourself before day one, is available from our booklets and checklists page.
This post is advice only. Always seek professional advice for your specific situation.