Gaps to Greatness
Know your must-haves before you recruit. Map current strengths, name the gaps, and hire on purpose - musically and operationally.
'Know your needs. Money can only buy happiness if you shop for the right things' - Randy Gage
You can’t hire well if you don’t know what “well” looks like. Before you audition, decide the sound, roles, and non-musical jobs your project needs. That includes passions: a bassist who can sing but doesn’t want to is not your backing vocalist.
Be flexible with how you fill roles - your drummer’s surprise falsetto might unlock stacked harmonies - but stay firm on the outcomes (e.g., “tight rhythms + live BVs”). Recruit to the plan, not the moment.
What to list first
Current musical abilities (who can and wants to do what).
Non-musical skills (touring, booking, socials, merch, finance).
Desired lineup for this project (must-haves vs nice-to-haves).
Gaps: role, why it matters to the show, extras (e.g., BVs), priority, “by when.”
Roadmap responsibilities for the next 12–36 months.
Red flags
Hiring a wow-factor player who doesn’t cover your missing role.
“We’ll figure BVs later.” (You won’t.)
Three guitarists, zero logistics.
'It's all about people. You have to surround yourself with the right ones, and sometimes that means making very tough decisions and having the discipline and guts to remain focused rather than opportunistic' - David Nyland
Gaps to Greatness: write your desired lineup, then list the top two gaps and why they matter to the show.
If you’d like my one-page Band Roles Matrix & Gap Planner, just say the word and I’ll send it over.
This series, the content and any observations or suggestions made are based on my personal experience, anonymised to protect privacy. Nothing here is financial, legal, or medical advice - please seek professional guidance for your own situation.