The Weight of the Last Name in Live Broadcasting

How to Handle It When Someone’s Kid Joins the Crew—Maybe Yours.

Inside Today’s #100 Issue:

• Why so many kids follow their parents into live sports production

• The difference between mentorship and favoritism—and why it matters

• What to consider if you’re a parent, a "son of," or a teammate watching it happen

• Real stories that reflect the nuance, not the cliché

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And now to our topic for this week..

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Not Everyone Inherits the Job. But Some Inherit the Door.
Spend long enough on crews around the world and you’ll notice something: The surnames repeat.

A camera op’s daughter running comms. A TD’s son setting up cable runs. A senior producer’s kid fresh off graduation shadowing a live truck.

This isn’t a one-country phenomenon. From Argentina to France to the U.S. and Japan—broadcasting has long been a family business, even when it isn’t labeled that way.

Sometimes it’s about legacy. Sometimes it’s about access. Sometimes it’s just practical: kids grow up on sets, understand the grind, and know what the job really is.

But the truth is: this dynamic can get messy. And it matters how we handle it.

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The Reality: It Happens A Lot
Research backs what crews have long known intuitively: Children often follow their parents into similar careers. In some professions, it’s 10–15%. In high-visibility fields like entertainment and broadcasting, the percentage might be even higher.

The reasons are clear:

• Early exposure to workflows, gear, and language

• Informal mentorship from someone deeply embedded in the field

• Network access that takes others years to build

Sometimes, it’s a kid stepping into the booth already fluent in the pace and culture of live TV. And when done right—it works beautifully.

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Barbara Bracco’s Backpack
Barbara Bracco, a respected technical producer in remote broadcast ops, recently exchanged with me some comments on LinkedIn and she shared the journey her son is starting.

She didn’t just say he was learning. She explained why he was ready: he grew up in it, he’s an Eagle Scout, and he’s working across multiple departments like talent, cameras, and utilities. Not because she opened a back door—but because he packed his own gear and earned his spot.

This is the model that works: support, not shortcuts. Guidance, not guarantees

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The Michael Szele Path
Michael Laszlo Szele, the son of director/producer Laszlo Szele, has carved out a path that’s visible and commendable. From Sportsnet to Paris 2024 prep, Michael is building a name for himself—not just living in his father’s shadow, but making his own mark.

It’s not just about access. It’s about application. He’s working, growing, and showing up. And people notice

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Where It Gets Complicated
Not all stories are as well-managed.

Sometimes, a young crew member shows up under-qualified but over-protected.

Sometimes, teams feel morale dip when a more capable freelancer is passed over. Sometimes, supervisors feel pressure to hire a colleague’s kid, even if they’re not ready.

That’s not legacy—that’s nepotism. And over time, it damages:

• Trust in the team

• Fairness in opportunity

• The perception of anyone with a shared last name

  

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If You’re a Parent in the Industry:

• Be honest with your kids about what the job takes

• Let others train and evaluate them

• Don’t push them into roles they aren’t qualified for

• Encourage formal education and time on other crews

If You’re the Son or Daughter Stepping In:

• Own your last name, but build your own reputation

• Seek feedback outside your family circle

• Show up early, ask questions, be coachable

• Don’t expect trust—earn it

If You’re a Crew Member Watching It Happen:

• Support those who are doing the work, regardless of name

• Call out unfair hires privately and professionally

• Remember: mentorship and nepotism are not the same thing

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Where This Leaves Us
Broadcasting is hard. High pressure. High stakes. High turnover.

So when someone shows up who already speaks the language, has the grit, and wants to learn—we should welcome them, regardless of their last name.

But when someone skips the line without the basics? That’s not a family legacy. That’s a liability.

The good news? Most of the parents I know in this business get that. They want their kids to earn it. And when the next generation brings both access and effort? That’s how the industry stays strong.

Would I try to help my daughters if they want to pursue a career in our business? Hell yeah!

However, help should not mean damaging others or break the written or unwritten rules.

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Your Take
Have you worked with someone whose parent was in the industry? Was it inspiring, frustrating, or somewhere in between?

Or maybe you’re a parent, like Barbara, who’s helping your child get their first shot the right way.

Hit reply. I’d love to hear how your crew handles this delicate but common reality.

Have a great weekend.

Oscar S.