WORKSHOPS AND EVENTS
Workshop Videographer
Films the AI Executive and ZoomerStart workshop series and founder content on location. Travels with the tour. This is a permanent on-site seat and is not outsourced or remote.
$3,500 to $5,000/mo, travel covered
01 · What you own
- The AI Executive and ZoomerStart workshop series on film: every city, every session, every reaction.
- Founder content shot on location, week after week.
- The edit pipeline: footage becoming published assets on a deadline.
- Your kit, your backups, your redundancy. Nothing shot is ever lost.
02 · Your first 30/60/90 days
Shoot and edit the next workshop end to end: a full-length record of the day, three short verticals from the floor, and a founder piece cut within 48 hours of the event closing.
03 · What we look for
- A showreel of event or documentary work you shot and cut yourself.
- You light and mic a room fast without being asked twice.
- You edit to a deadline and can prove turnaround times.
- You have travelled for shoots and handled kit across borders.
04 · What this is not
- Not remote, not outsourced. This is a permanent on-site seat.
- Not a directing seat. The creative bar is set; you execute it beautifully.
05 · Where this leads
Head of Production as the content operation becomes its own unit.
06 · Leadership Is Earned, Not Assigned
Leadership at Black Swan Ventures Group is not a function of tenure, title, or sales performance. It is evaluated separately, continuously, and much more strictly than the job itself.
Being excellent at your job does not entitle you to lead people. A closer who breaks every record in the company has no more claim to a Head of Sales seat than someone who has never made a cold call, because the two jobs measure different things. One measures output. The other measures judgment, composure under pressure, and the ability to make other people better. An entry-level hire with strong emotional intelligence and zero sales experience has a real path to leadership. A top performer with poor judgment does not, no matter how much revenue they close.
If you're good at your job, you stay good at your job, and you get paid more for it. That is a complete outcome here, not a consolation prize.
Every employee has the right to choose who they report to, and the right to raise a dispute about leadership they believe is toxic or unfit. We do not tolerate toxic leadership in any form. If someone is highly skilled but cannot work productively under the standing leadership structure, they report directly to the founder until a fit is found, not to someone they cannot work with.
Leadership roles are held under more scrutiny than any other position in the company, not less. They can be lost. They are not permanent once granted.
07 · Who We Hire
We hire for skill and judgment, not background, age, gender, or neurotype. We are actively friendly to hiring people who are neurodivergent, including ADHD, autism, and other learning or attention differences, and to candidates who don't present as conventionally social in an interview. None of that is a disqualifier here, and in several of our functions it's a genuine advantage. Diverse teams across age, gender, background, and cognitive style build better companies. We built this hiring process to actually reflect that.
06 · Logistics
This role is timezone-flexible. Work when you work best.