Why You’re Still Not Getting Hired

It’s not your skills—it’s your visibility.

Oscar Sanchez

Jun 01, 2025

Why skills aren’t enough in sports broadcasting
The unspoken hiring rule you weren’t told
A step-by-step system to earn trust in the right circles
One 7-day challenge that might unlock your next gig

Let's start with the hard truth.

The best person doesn’t always get the gig.
The known person has more chances.

If that makes your blood boil a little—you’re not alone.

You’ve done the work. You’ve got the gear knowledge. You’ve delivered shows under pressure.
And yet…

“They went with someone they’ve worked with before.”

That sentence is the industry’s most polite rejection.

I know it because I’ve used it and also heard it.

But here’s what everyone misses:

When companies are building crews for high-stakes events, they’re not just hiring skill.
They’re hiring reliability under fire.

It’s not favoritism. It’s risk management.

And in that equation, the known person wins—even if they’re 80% as capable as you.

“If I don’t know you, I don’t book you.”

That’s exactly what a senior tech lead told me recently.

Why? Because live broadcasts are unpredictable. There's no time to gamble on an unfamiliar name.

"I’ve got 200 names in my inbox. But if Lucia says, ‘Alejandro can handle it,’ I go with him. No hesitation, especially for a big production”.

Translation:
Trust isn’t earned through a résumé. It’s transferred through relationships.

This hits hardest for the most qualified people.

Especially if:

You didn’t come up through “the usual path”
You’re not based in London, Paris, or New York
You didn’t intern for the league or production company

Your work might be better. Your gear knowledge deeper. Your passion unmatched.
But without the network? You’re invisible.

So how do you get known?

Not by “networking” in the cocktail-party sense.
By becoming someone others can confidently recommend.

Here’s how top freelancers I’ve known have done it:

The Vouchability Framework

Micro-Introductions > Cold Emails
Ask a mutual contact:

“Would you feel comfortable mentioning me to your replay ops lead if something opens up?”

It’s not an ask for a job. It’s a request to get on the radar.

Name-Drop (Only with Permission)
If you worked with someone respected—even once—ask to reference them.

“I worked as TD on a lacrosse event in Virginia with Thomas from. He said you know each other.”

Familiar names make people pause and read your message instead of deleting it.

Tactical Shadowing
Offer to assist or observe an on-site or remote production. No pressure. No promises.
Just: “Can I plug in and learn?”

This gets you in the room, which is where most hiring actually happens.

After-Gig Follow-Ups
After every job, ask:

“If you hear of anything else coming up, would you feel good recommending me?”

You’ll be surprised how often the answer is yes—if you delivered.

Turn Comments into Connectors
When you see someone you respect post about a project on LinkedIn or a Facebook group, leave a sharp, specific comment.
Then message them privately:

“Really appreciated your breakdown of that soccer tournament setup. If you ever need another A2 on short notice, I’d love to backfill.”

This approach builds awareness, not desperation.

Try this: The 7-Day Vouchability Sprint

Whether you’re looking for your first gig or trying to level up to bigger tournaments, this works.

Message 3 past colleagues: Ask if they’d feel okay recommending you for higher-profile work.
Request 1 micro-intro: Reach out to someone connected to a production you want to join.
Shadow or observe 1 gig: Even if you’re booked, ask to shadow a role you want next.
Comment on 3 relevant posts: Share your perspective on industry setups or workflows.

You’re not starting from scratch—you’re building the bridge to your next level.

The real shift?

Stop asking how to get hired.
Start asking: Who’s saying my name when I’m not in the room?

Because in this industry, you’re not fighting for visibility—you're fighting for trust.

And trust isn't built overnight.
It's built one vouch at a time.

I've been on both sides of the hiring chain. I know what it's like to play it safe by hiring someone familiar, and what it feels like to be overlooked just because they don't know you well enough, even when you have the skills.

This email won’t change the system, but it might help you see more clearly how this business actually works.

Have a great week.

Oscar S.