Crew is Culture. Period.

In live events, the difference between a good show and a great one often comes down to one thing: the crew.

Not just how skilled they are. Not just how fast they can rig or roll cases. But how they operate under pressure, how they treat each other, and whether they contribute to the vibe you’re trying to create.

Because even with flawless design, a massive budget, and every box checked—if the crew dynamic is off, the show suffers.

Tension backstage. Poor communication. Siloed departments.

We’ve all seen it. We’ve all felt it.

That’s why at Giggs, we say it all the time:

Crew is culture. Period.

Whether you’re hiring or joining, the crew dynamic matters just as much as the credentials. Because you’re not just building a team—you’re building a work environment. One that impacts safety, success, and how everyone feels walking off the stage at the end of the night.

For Employers: Hire Beyond the Resume

Hiring isn’t just about skills or bullet points—it’s about fit. The kind that can’t be captured in a PDF.

To hire for culture, you have to dig deeper. Ask better questions. Watch for alignment in how someone communicates, problem-solves, and respects others.

Here are 3 questions every employer should ask to hire for culture fit:

1. “What type of work environment brings out your best?”

   This surfaces how someone likes to be managed, how they collaborate, and how they’ll mesh with your team.

2. “How do you handle conflict or miscommunication on a show day?”

   Touring is high-pressure. This tells you whether they escalate tension or help resolve it—and how self-aware they are.

3. “What’s one thing a great crew leader has done that made you feel respected?”

   You’ll learn what kind of leadership they respond to—and what they’ll bring into your crew dynamic.

Hiring fast is easy. Hiring well takes intention. But when you ask the right questions, you don’t just fill a role—you build a better team.

For Professionals: Don’t Just Take the Gig—Vet the Culture

As a crew member or freelancer, how do you know when you’re stepping into a healthy crew dynamic?

Because some of the hardest days on the road weren’t about the workload—they were about the culture.

The ego.

The cliques.

The passive-aggressive comms.

The lack of appreciation.

The job becomes ten times harder when the vibe is off. That’s why it’s okay—and necessary—to vet the culture before you say yes.

Here are a few questions to ask yourself:

1. “Who’s running the show—and how do they treat people?”

   Watch how they talk to everyone, not just you. Leadership energy sets the tone.

2. “What’s the energy like during load-in?”

   Are people working together, or ducking responsibility? Vibe > titles.

3. “Do I feel respected, or just replaceable?”

   Trust your gut. If something feels off, that’s information.

And if you’re able, ask the employer:

1. “What’s your crew dynamic like?”

   This opens the door to honesty—do they talk about collaboration or just tasks?

2. “How do you handle communication and conflict when things get tense?”

   Because let’s be real: live entertainment will get tense. This shows how they manage the human side.

3. “What’s something you’re proud of about your crew culture?”

   Great teams usually light up when you ask this. If they’re silent, that’s a sign too.

You’re not just a tech or a hand or a name on a call sheet. You’re a human being. And you deserve to work with people who see that.

So ask the questions.

Trust your gut.

And hold out for the crews that actually make the gig worth it.