Looking to take your YouTube channel to the next level with an editing upgrade. In today's
video, we're talking about how to hire a YouTube video editor so you can take your brand and your
videos to the next level. My name is Marley Jaxx, I have a YouTube video production agency. I work with
many 6, 7, even 8 figure businesses and I have hired many YouTube video editors.
So I'm gonna share with you everything that I've learned along the way in today's video.
First, let's jump into the top qualities that you want to look for in a video editor. Then we'll talk
about the interview process and how we at Jaxx productions have a very strategic hiring method.
Then we'll get into how much it actually costs to outsource your video editing and all the details
you need to know so you can get the best price and the best bang for your buck. As I mentioned I've
hired many video editors throughout my career. So I want to share with you the things that I
personally look for when I'm hiring a video editor. Because I've had some really amazing editors. I've
also had some ones that didn't make the mark. So you'll be able to learn from what worked
well and what didn't work well for me in hiring a YouTube video editor. Here's the qualities that I
look for when I'm hiring a video editor. I want to know that they can edit various styles of videos.
I'm going to share with you more of my hiring process that will give you a glimpse into where
their skills and their expertise lie. But for part of it I want to see their portfolio what kinds of
videos have they edited. Have they done lots of YouTube videos before? Do they match the kind of
style that I want to create? Have they done lots of commercials or movies or where have they used
their skills before they can give us an idea of where they can succeed working for you. Another
quality that's so important to me is to know that they can adhere to our brand, our style, our vision,
and our messaging. Of course, with me having a video marketing agency my editors are working on
various styles of videos all the time. So I want to see and I'm going to test them to see how they can
adapt to different brands, different styles. For me my company is working with multiple clients
at a time so I want to know that I can trust my editors to be able to adapt as they go from one
client project to another. Now you might not have multiple clients to work with but I still want
to know that they have the creativity and they have the ability to adapt depending on maybe the
messaging of your video. Maybe one video needs to be more upbeat and exciting and happy optimistic
and one video might need to be more stern more serious more emotionally engaging. You want to know
that your editor can adapt to either style. Another valuable quality is that they have experience with
different softwares. Maybe they are familiar with adobe. Maybe they're familiar with final
cut. Maybe they only work with iMovie. Depending on your needs you're going to want to know that
they can also adapt to different softwares or if there's updates or upgrades to the softwares
that they can also improve their skills to keep up with the times. Something that's really important
to me is an eye for detail. When I'm reviewing videos of course quality control is a really
important part of our process. If I'm constantly seeing the same typo or audio that doesn't make
sense or hard cuts that just are in the in the wrong place, that's pretty frustrating. Especially
if you're reviewing the same kind of videos over and over. We want to know that your editor
has a mix of practical ability and also creative initiative with attention to detail so that
they're growing their skills and that your videos just keep getting better and better. I'm always
fostering that creativity in my editing team. One of the things that I do in our editing meetings is
I'll send them videos that inspired me. Maybe it's a commercial on TV. Maybe it's a movie trailer that
I loved and I'm pointing out what are the things that I loved about it and I'll even ask them to
do the same so that we can all kind of mastermind on different styles and video editing techniques.
But in addition to the creativity, I also want to know that they can adhere to timelines and
meet deadlines. Time management is also such an important thing when it comes to video editing.
I don't know about you but when I used to edit videos myself you can just get lost in those
videos. There's so many ideas and so many ways that you can be creative but it's also really important
to make sure that things are getting done in an efficient manner. I like to give my team the
ability to work from homework in different time frames. You know, sometimes people are more creative
at night and they prefer to work there and they prefer to work in that time frame. But it still is
so important that they're never missing a deadline, that our quality control is up to par and that I
or the clients are always happy with the product of the work. Can you think of any qualities that I
might have missed or things that you're looking for? I'd love to hear it, we can all help each
other out. Because if there's something I missed I'm sure I'd love to add it to my list. Please
comment below, let me know what other qualities you might be looking for in a video editor. Let
me tell you about the hiring process that we at Jaxx productions use. This is a very strategic and
intentional hiring process because we want to make sure that if we're bringing someone onto our team
that it's a good cultural fit, that they're going to fit in with all the members of the team,
that they're motivating, that they're a great part of the team, that we're you know we have a
players working with A players, and that hopefully they're going to last with us for a long time.
We're relying on our team to create quality work for our clients and for ourselves that we want
to make sure that we're taking the time even if it takes a while to find the right person to join our
family. The first thing of course in the hiring process is creating a job description. Now we'll
post this job description on sites like indeed.com or upwork or onlinejobs.ph and the job description
is a very clear picture of what this role entails. We'll talk about the role the requirements
and also the results that we expect from this employee. So that when they come onto the team
there's no surprises of where we expect them to be especially after their 90-day probation period. By
that point ideally we want this team member to be taking initiative, to be grown in that role, to be
able to maybe work on their own and collaborate with other team members. So we like to set that
up right from the get go to even show and paint the picture of how we want them to grow in our
company. That can be really motivating for some employees to see we have a career path for you.
Now let me give you a disclaimer before I go into the rest of the hiring process. That although this
maybe an intensive hiring process we follow this hiring process whether we're just hiring someone
part-time or by the project or full-time. You want quality people on your team no matter how
much or how long they're working for you. So even though this might sound intensive or you might be
thinking, "Well I just need an editor to do a few videos here and there. I don't know if I need to
paint the picture of a career path." You still want to show them what it would be like to work
with you and maybe some other things that they can look forward to being part of your team. In our job
description instead of asking them to just respond with their resume, we actually include a link to a
questionnaire where they can also upload their resume. Now, we include a link to a questionnaire
instead of just looking at resumes. Because if I can get more information upfront that's going to
cut down the hiring process and give us a clearer picture of who this person is and what they can
bring to our team. In that questionnaire, I'm going to ask some questions that I might have asked them
in a first interview. So see, how this is going to cut down the process a little bit. I don't have to
call every individual person that applies. I might ask some questions in that questionnaire like,
tell me about your previous experience. Why are you excited to work for our company? What do you know
about our company? That's a really interesting question too to ask them what they already know
and this can also be a great way for you to know who's a good fit or who can be eliminated here.
We've had some really interesting answers to that question. We've had people who have clearly not
done their research don't know anything about our company and in that case, I don't know if
I want to bring them on to the next step of the hiring process. Because I want to work with people
who are so excited about the opportunity that they're getting into. That they're looking for
a job with intention not just randomly putting out resumes. It's really motivating when someone
answers this question and you can tell that they are already a part of this culture. They love what
we have to do and they really want to be a part of the team. We want to bring people into our team
that are true believers. That they're excited to work with us every day. That they're going to be
a great fit for our company and put their best foot forward for the quality of this work.
I personally really enjoy reviewing the answers to these questionnaires. I feel like I get to get a
feel for their personality. I get to envision what it would be like if they were part of our team and
I also can review their resume to see what their previous experience was like and although I am
putting more weight into their answers on their questionnaire. It is really important for me to
see their resume to see what companies have they worked for before. How long did they work for those
companies? I'm also looking for red flags like are they jumping around from job to job every month.
Because if they're going to do that to my company they might not be worth investing the time and
the effort into. Because I want to bring people in they're going to stay with my team for a good long
while. After reviewing these questionnaires it's very clear to see which people aren't a great fit
based on their answers or their resume and which ones we'd like to move forward to the next stage
of the hiring process. At this stage we invite them to get on a zoom call with us so we can meet them
virtually, face to face. in this call we'll ask more questions to get a feel for their personality and
also see what it's like to communicate with them. We've also had people at this stage who
were really great written in their questionnaire but when it came to meeting them face to face the
communication wasn't the same as what we had read. We've had people that came on that had a hard time
speaking and if this is a role where if we need to be communicating with them it's important to us
that we can have good communication. We've also had people that could get on a call with us and didn't
make eye contact and would get really distracted or people that were just late or no showed to
that meeting. if they're not going to show up to an interview, what are the chances that they'll show
up to other meetings or work that you assign them to do? If all goes well up to that point.
This is where we ask them to do a little bit of a test assignment. We give them a little project to
complete that's going to give us a glimpse into the quality of their work. Now, this is a really
important step that I urge you to not miss. Even though it might seem like maybe an inconvenience
to ask them to do this work. It's really important for you to see what's the quality of their work like?
Will they adhere to deadlines? Will they follow instructions? Will they ask for more details?
Will they use their creativity? We've also had people eliminate themselves at this stage because
they didn't want to do the work which is totally fine. But we want to bring people onto our team
that are eager for the role. Now, just as a heads up this test assignment is something that we want to
take like 10 minutes. We've had some people say, "Absolutely not, how dare you exploit me for free
work. This would take me six hours", and we kindly respond, "Thank you so much for letting us know.
In our experience, this has taken our editors 10 or 15 minutes. If that would take you six hours
that certainly shows us that you're not a good fit for us." If they complete the test assignment
if everything goes well. We'll bring them on for a second interview where they'll also meet with
another member of our team. So we can meet them in a bigger setting. Maybe we'll talk about more
of the details the logistics the financials of working with us and if that goes well we bring
them on for one more paid test assignment where we give them a bigger project that will give both of
us a really good glimpse of what their work would be like when they're on our team. Ideally at this
point you want to have a few candidates that you have a hard time choosing between. If you've gotten
this far in the hiring process and the people that are in front of you have really impressed you
you're likely to have a really great candidate on your hands to bring onto your team. So at
this point you should have your candidate, you can hire them, you can give them a job offer. But this
is usually where the next question I get about hiring a video editor for your YouTube channel is.
How much does it cost to hire a video editor? What should I be paying now? and that all depends on
the amount of work that you have. Are you hiring them part-time, project, full-time? I'll tell you
that for me when I first started hiring video editors and I wasn't ready to make the jump
and the big investment and hiring them full-time because I didn't know if I had
enough full-time work. What I did is I would hire them by the project. I knew how many videos I
needed edited. I knew that they were all about the same length and the same amount of work
and I said, "Hey, what if I pay you this set amount per video?", and then that way I knew if I was going
to be making a certain amount of revenue from the project. It was easy for me to allocate those funds
towards the video editor that would be helping me to work on the project. So depending on the
amount of work that you have you can decide for yourself if you want to hire them by the project
part-time or full-time. I personally prefer paying them by the project because I think
that incentivizes both of us. Even though I have many video editors that work for me full-time
instead of paying them a full-time wage I still pay them by the project. Because they're
incentivized to get more videos edited and then I get a great quality of work done with speed. So,
it's a win-win for both of us. I'll share with you a little bit of my personal experience in hiring
video editors before I do. Make sure you hit that subscribe button. I'm putting out videos like this
every single week teaching you how to grow your YouTube channel and be able to make money from
your YouTube videos. Personally, all of the video editors on my team are outsourced and they're
all over the world in different time zones. We've found them through websites like Upwork,
online jobs.ph, and they've really become like part of our family. Many of them work for us in a
full-time capacity but like I said, I incentivize both of us by paying them by the video so that
they can work quickly, they can be compensated, they can work efficiently, and be paid for how
many videos they're creating. Instead of paying someone by the hour or giving them a full-time
salary no matter how many projects they're working on. I love my team, I actually made a video several
years ago where I surprised my team in South America, I sent them a really exciting gift
that they were not expecting and as a surprise to me they made a video of what they did with
the surprise. So if you want to go check that out i will link that video below too. So obviously, you're
here watching this video because you want to grow your YouTube channel. One of the things that I do
is I help my clients to build a content machine their YouTube channel into a cash flow system
so they can monetize this content that they're creating. I've actually created an infinite cash
flow blueprint for you that I'm going to give you free access to today if you click the link below.