What a Manager Really Does (and Doesn’t Do) for a Child Actor
There’s a lot of confusion around managers in the entertainment industry.
Some parents think a manager is a “junior agent.”
Others think a manager is something you only get after success.
Some assume you “hire” one like a contractor.
None of that is quite right.
A manager is a long-term career partner. Not a shortcut. Not a trophy. Not a temporary fix.
When the fit is right, a manager becomes the hub of a young actor’s professional life—connecting the dots, calming the chaos, and helping families make smart, steady choices over time.
Let’s break it down cleanly.
How Managers Get Paid (and Why That Matters)
Managers work on commission, typically:
10% of all entertainment-related booked work
That means:
They only make money when the actor works
Their incentive is aligned with long-term career growth, not quick wins
They are invested in strategy, not just transactions
Managers don’t get paid hourly.
They don’t charge retainers.
If a manager asks for upfront fees, walk away.
Small Roster = More Attention
Unlike agents—who may rep hundreds of clients—managers usually keep a small roster.
That means:
More one-on-one guidance
More context about the actor’s strengths and growth
More time spent reviewing materials, tapes, and opportunities
This is why managers can be great for:
Beginners who need structure and education
Working actors who need refinement and strategy
Established actors who want long-range planning, not just auditions
Managers Build the Actor’s Foundation
A big part of a manager’s job is helping build and maintain strong materials.
That includes:
Headshots
A manager may:
Help choose the right photographer
Prep the actor for the shoot
Review proofs and cull images
Select final shots for casting profiles
Not just “nice photos”—useful photos.
Resume
Managers guide:
Formatting
Credit hierarchy
What to include and what to leave off
A clean resume signals professionalism before an actor ever auditions.
Reel & Clips
Managers help:
Identify missing footage
Curate scenes that show range
Decide when it’s time to create new material
Reels evolve. Managers make sure they evolve on purpose.
Training Guidance (Not Random Classes)
Managers don’t usually teach classes themselves—but they guide training choices.
That means:
Recommending age-appropriate, on-camera training
Avoiding overtraining or trendy nonsense
Helping families invest wisely
Training is about growth, not collecting certificates.
Auditions, Submissions, and Agents
(Who Does What?)
Here’s an important distinction.
Managers:
Have access to castings
Submit actors for auditions
Pitch clients directly to casting and agents
Review self tapes and suggest adjustments
Managers cannot:
Negotiate contracts
Close deals
Legally procure work the way agents do
That’s the agent’s lane.
How It Works Together
Managers often:
Work in tandem with agents
Participate in contract discussions alongside agents and lawyers
Advocate for their client’s interests during negotiations
Think of the manager as the strategist, and the agent as the deal closer.
The Day-to-Day Support Agents Don’t Have Time For
Agents are busy. Very busy.
Managers handle the things that fall through the cracks, including:
Reviewing self tapes
Answering parent questions
Clarifying audition instructions
Helping families interpret feedback
For many parents, a manager becomes the person they call when they’re unsure what to do next.
The Communication Hub
Managers often act as the central point of communication.
They help manage:
Schedules
Deadlines
Audition timing
Conflicting opportunities
This keeps everyone aligned—and keeps parents from feeling like they’re juggling ten plates at once.
Promotion, Social Media, and Visibility
Managers may guide:
Social media strategy
Public appearances and events
Branding and “type” clarity
Not everyone needs a big online presence—but everyone needs a coherent one.
Connecting the Right Team
Managers often connect actors to trusted vendors, including:
Stylists
Publicists
Coaches
Photographers
They don’t sell these services.
They curate who is worth your time.
On-Set and On-Job Liaison
When an actor books, managers may:
Coordinate travel logistics
Communicate with production
Help troubleshoot issues
Support the family while on the job
They help the experience run smoothly so the actor can focus on the work.
Long-Term Strategy: What to Take, What to Pass
Not every audition or project is the right move.
Managers help advise on:
Whether a role aligns with long-term goals
When to say yes
When to say no
How each choice fits into the bigger picture
Careers are built through selectivity, not exhaustion.
Goals, Planning, and Motivation
Managers help actors:
Set realistic goals
Track progress
Stay motivated during slow periods
They are often the steady voice reminding families that this is a marathon, not a sprint.
Media, Interviews, and Press
Managers may field:
Interview requests
Media inquiries
Promotional opportunities
They help protect the actor’s image and time.
Common Misconceptions (Let’s Clear These Up)
You Don’t “Hire” a Manager
You partner with one.
It’s a mutual decision, not a transaction.
A Manager Is Not a Stepping Stone
Many actors stay with the same manager for years—even decades.
A Manager Is Not an Agent
Different roles. Different authority. Different focus.
A Manager Should Reduce the “Momager Load”
Managers don’t replace parents—but they should reduce overwhelm.
The best managers collaborate with parents, not compete with them.
Final Thought
A good manager doesn’t promise fame.
They offer clarity, structure, and honest guidance.
When the relationship works, it becomes one of the most stabilizing forces in a young actor’s career—especially for families navigating this industry for the first time.
At Child Actor 101, we believe parents should understand every role on their child’s team.
Knowledge reduces stress.
Clarity prevents costly mistakes.
And the right support makes this journey far more sustainable.
