Hiring guide · Arts, Media & Design
How to Hire a Model
Pay benchmarks, qualifications, sourcing, screening and interview questions for hiring models, plus a plan to get them productive fast.
Write a clear job description, offer competitive pay (the national median is $48,470), recruit through portfolio sites and creative communities, verify Agency representation where applicable, run a structured interview with a practical skills check, and onboard with a 30-60-90 day plan.
Pay data: BLS OEWS, May 2025 · Outlook: BLS 2025–35 · Checked October 15, 2026
The hiring market for models
There are about 4,200 models employed in the U.S., with roughly 700 openings each year. Employment is projected to change -2.1% from 2025–35 (a projected decline). Most openings come from replacing workers who retire or change careers, so a steady pipeline matters.
Pay benchmarks for offers
| Candidate level | Annual | Hourly* |
|---|---|---|
| Entry level (10th–25th percentile) | $34,190–$35,710 | $16.44–$17.17 |
| Typical / mid-career (median) | $48,470 | $23.30 |
| Experienced (75th percentile) | $99,320 | $47.75 |
| Top of market (90th percentile) | $131,470 | $63.21 |
*Annual ÷ 2,080 hours except median. National BLS data; adjust for your state and metro area. Many states and cities now require pay ranges in job postings.
What to look for
Must-haves
- No formal educational credential (typical entry level)
- Posing
- Confidence
Nice-to-haves
- Agency representation
- SAG-AFTRA membership
- Runway coaching
- Experience with portfolio
Where to find models
- Portfolio sites and creative communities
- Art, design, film and journalism school career centers
- Freelancers who have already worked with your team
- Professional associations such as AIGA and PRSA
- Job postings that use common alternate titles: Fashion Model, Commercial Model, Fit Model, Art Model
Screening checklist
- Portfolio or reel review
- A short paid test project
- Software proficiency check
- References from clients or creative directors
Follow federal, state and local rules on background checks, drug testing and fair-chance hiring, and apply screening consistently to all candidates for the role.
Interview questions to ask
Ask every candidate the same questions and score answers on a structured scorecard.
1. “Show your book.”
What a strong answer includes: Share.
2. “What experience do you have?”
What a strong answer includes: Share.
3. “Can you travel?”
What a strong answer includes: Answer.
4. “How do you take direction?”
What a strong answer includes: Explain.
5. “What’s your look?”
What a strong answer includes: Share.
Practical skills checks
A short demonstration beats a perfect resume. Ask candidates to talk you through, or perform under supervision, tasks such as:
- Spot a Modeling Scam (see the steps)
- Prepare for a Casting (see the steps)
- Take Direction on Set (see the steps)
Red flags
- Can’t describe basic safety practices for the role
- Vague or inconsistent work history with no explanation
- Unfamiliar with core terms such as Book, Comp card, Digitals
- Negative talk about every past employer or coworker
Onboard for retention
The first 90 days decide whether a new hire stays. Use our Model 30-60-90 day onboarding plan and give every new hire the same foundation with Model training. Show them the path forward: New Face → Working Model → Established Model → Brand Ambassador or Agency Booker.
Hiring models: FAQ
How much should I pay a model?
The U.S. median wage for models is $48,470 per year ($23.30/hour), according to BLS May 2025 data. Entry-level offers often fall near the 25th percentile ($35,710), while experienced hires command closer to the 75th percentile ($99,320). Adjust for your local market.
What qualifications should a model have?
BLS lists “no formal educational credential” as the typical entry-level education. Look for Agency representation and SAG-AFTRA membership where relevant, plus skills such as posing, runway walking, and taking direction.
How long does it take to train a new model?
Becoming qualified typically takes On-the-job learning. After hire, plan for a structured 30-60-90 day onboarding period; BLS classifies on-the-job training for this occupation as “none.”