Interview with Elizabeth Jacobs, Verve's Head of People

Elizabeth Jacobs serves as Head of People at Verve, a premier talent agency that provides global representation across entertainment and media and guides the careers of some of the most sought-after storytellers in the world. In her role, Jacobs leads Verve’s human resources strategies to support and reflect the agency’s values, vision, and business goals, including diversity of thought, mentorship, collaboration, and innovation, tenets that ensure Verve’s success on behalf of clients and as market leaders. She is also the force behind Verve's Belonging initiatives for an authentic inclusive environment and has driven community partnerships with such external organizations as Group Effort Initiative (GEI) and Inner-City Arts. She joined the agency in January 2024, following prominent Human Resource roles within Hospitality, and is a core member of the executive leadership team.

Our conversation is below:

AvA: How can potential employees stand out in the application process?

Jacobs: Two things make you stand out as a potential employee: Follow through and being intentional. Follow through looks like reaching out to recruiter/hiring manager after applying for a job, checking in periodically if a position wasn’t open, or sending a thank you letter/email after an interview. Potential employees can demonstrate being intentional by referencing the company and specific job being applied for in an intro email or cover letter and doing their research (the job, company, and people conducting the interviews) so you speak thoughtfully throughout the application process

AvA: For someone just starting out in their career, what’s the most strategic way to build a strong foundation/network, especially in a competitive space like Entertainment?

Jacobs: The most strategic way to build a strong foundation/network is to lean into what excites you the most about the entertainment industry. This will allow you to naturally build and maintain relationships in social and professional circles that are more likely to provide opportunities for you to engage and demonstrate your passion. Whether it’s participating in festivals, nonprofit organizations with close ties to the Entertainment community, or utilizing College/University alumni networks- staying active within a smaller subset among the larger Entertainment community is impactful.

AvA: In today’s entertainment landscape, what skills or emerging trends are becoming essential for job seekers to focus on, especially as the industry evolves with technology and shifting consumer habits?

Jacobs: It’s essential for job seekers to focus on their communication skills, adaptive learning, and staying on top of market trends in entertainment. The ability to communicate effectively- concisely articulating yourself, asking thoughtful questions, and actively listening- is crucial in an industry driven by storytelling. With evolving technology and a shifting entertainment landscape it’s important to be adaptive in learning and re-learning.

It’s no longer enough to be “tech savvy”; job seekers need to demonstrate their ability to adapt with changes and utilize technology to level up. With so much information and news at our fingertips, it’s essential to have your finger on the pulse with what’s happening in Entertainment and the world around it. This is an industry that runs on the currency of information. Job seekers can show they are at the forefront of information by not only staying on top of market trends but also by recognizing patterns that point to what’s coming next.

AvA: In your experience, is it more valuable for candidates to specialize deeply in one area or develop a broader, more adaptable skill set?

Jacobs: Being nimble and adaptive are some of the most valuable traits a candidate can bring to the table in an industry that is ever changing. The magic really lies in maintaining curiosity and high level of standards with what you are working on, steering clear of any perception that your skill set isn’t deep enough to be utilized effectively. Developing a broader skill set is not about being a jack-of- all-trades, but rather a strategic master of expert adaptability.

AvA: What are some common mistakes you see in the interview process, and what tips can you offer to candidates to make their resumes, and their interview stand out?

Jacobs: Common mistakes we see in the interview process are candidates not showing intention in each step of the whole process. From the start, tailor your application/resume and initial reach out to a specific job and company. Whether in a cover letter/email intro or in a profile section at the top of your resume, put together a small paragraph that gives context for why you’re applying to the position. There’s a lot of application bloat where people will apply to any posting, regardless of what it is or what they want.

Especially if you’re starting out or switching gears, make it clear that your application was purposeful and strategic. During the interview, be sure to come prepared having done your research (search the company’s socials, trades, etc.) to show that you are actively interested in the company and its employees during the interview. Candidates stand out the most when they make a connection to those they are interviewing with and it’s hard to make a connection if you don’t know who you are interviewing with.

AvA: Podcast or book recommendation?

Jacobs: A go-to podcast I listen to regularly is Simon Sinek’s “A bit of Optimism.” After each episode I often find myself coming away with two-to-three ideas of how to better foster human connection. Simon and the diverse guests that join him engage in conversation that are full of insightful tips in human understanding, leadership, and personal growth. My most recommending book must be “Unreasonable Hospitality,” by Will Guidara. Much of my work experience and professional upbringing was in the hospitality industry, so I naturally gravitated towards this book. However, since reading it (and re-reading it!), I’m convinced it should be required reading for anyone working in any company that deals with people (hint- that’s really all companies).

In his book, Guidara, former co-owner of the world-renowned restaurant Eleven Madison Park, offers a transformative narrative about creating extraordinary experiences through radical dedication to human connection. I dare you to read it and not feel completely inspired to do something thoughtful at home or at work.

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