Profile to Perfect Fit
Hire like you mean it: share a clear band profile, audition for sound and chemistry, talk money and standards early, then make a kind, decisive call.
“You’ve got to find someone who’s an excellent musician… someone who can stand on stage… and someone you can stand to be around 24/7… sometimes it’s the wacky personalities that are the glue.” — Rob Zombie (Hired Gun)
Recruiting a bandmate isn’t “find a guitarist, done.” It’s about fit - musically, personally, and practically. Treat it like hiring for a small, fast-moving team: share who you are, what the role really involves, and how you work day to day. Then audition for sound and chemistry.
Build your band profile (share this before auditions)
“I can teach anyone anything except one thing. I can't teach ‘give a s—t.’ If they don't have that, they won't fit in at my business. In my business, it's all about people.” — Dave Pestrak
Candidates decide as much as you do. Give them a real picture of the gig:
Genres & five key influences (where your sound actually sits).
Culture & values (3 words: e.g., “punctual / kind / ambitious”).
Vision (12–36 months): local residencies? festival run? release plan?
Practice cadence & location (weekly in Moorooka? fortnightly in CBD?).
Gig goals (rooms/markets you’re targeting).
Expenses (who fronts costs; how you settle).
Income split (gigs/merch/royalties) and minimums when relevant.
Decision-making (MD, veto, consensus—be honest).
Creative input (arrangements, co-writing, setlist calls).
Current lineup & roles (+ the non-musical jobs people already own).
Professional standards (on time, sober for paid gigs, kind to crew/fans).
Onstage persona & offstage tone (how you show up, consistently).
Define the role (must-haves vs nice-to-haves)
Write the brief you wish you’d been given:
Must-haves: e.g., rhythm guitar with solid time, can learn parts fast, basic BVs, owns workable rig + transport.
Nice-to-haves: keys/pads, Ableton for tracks, harmony arranging.
Commitment reality: rehearsals (day/time), typical gig cadence, short trips/touring appetite.
Money basics: fee range, splits, expenses (no mysteries).
Audition design (sound + chemistry)
Set people up to succeed:
Send 2–3 audition songs (your arrangements) + 1 open jam to feel how they listen, adapt, and lock.
Clarify gear/backline and who’s bringing what.
Share your profile and role spec in advance so the chat isn’t a pop quiz.
What to observe (and note):
Musicianship: time, tuning, tone, touch.
Preparedness: did they learn the parts and the feel?
Listening/lock: do they breathe with the drummer? Take cues?
BVs (if relevant): pitch, blend, confidence.
Stage comfort: presence, eye contact, awareness of the room.
Changeovers: quick, tidy, low-drama rig handling.
What to talk about (kind, curious, direct):
Influences & playing style (watch where they light up).
Availability (rehearsals, weekends, short tours).
Commitment (not a vibe—be concrete).
Money (state your policy; read the reaction).
Transport & gear (no shame, just clarity).
Standards (how you treat venues, crew, fans; punctuality; sober for paid gigs).
Interview mindset: you’re both testing fit. Keep the conversation light and honest. If it’s awkward but promising, offer a second jam.
Decide like a team (fast, kind, final)
After the session:
Quick debrief with your band: sound, chemistry, red flags.
If needed, references (friendly, relevant).
Make the call: Yes / Trial Show / Not this time.
Communicate promptly and kindly either way.
If yes: set next steps (rehearsal plan, learning list, first show date).
If trial: define what success looks like and a review date.
Onboard for success (first 2–4 weeks)
New people thrive with structure:
Share a priority setlist (highlight harmonies, tricky transitions).
Provide charts/notes/demos (whatever you actually use).
Schedule two focused rehearsals (transitions + endings + harmonies).
Assign a buddy for quick questions (saves group-chat chaos).
Book a low-stakes first hit (open mic/short support) to cement the win.
Red flags (call them early)
Amazing chops but consistently late/unprepared.
Money fog - won’t discuss splits/expenses.
Gear chaos and long changeovers.
Crew/fan disrespect (on or offline).
A “yes” to everything with zero scheduling reality.
Green flags (hire them)
Shows up prepared, learns fast, listens even faster.
Owns their lane, wants feedback, keeps ego in check.
Professional by default: on time, tidy, kind, unflappable.
You like being in a room with them - energy lifts, tension drops.
Profile to Perfect Fit: write your one-page band profile, then run one audition that checks both sound and chemistry.
If you’d like my Band Profile Builder, Audition & Interview Checklist, and Candidate Scorecard, just say the word and I’ll send them 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.