Recruitment policy

At Scylla’s Bite we aim to champion female and non-binary artists to excel in the industry, particularly uplifting emerging artists who may face barriers in the industry and giving them opportunities to grow.

In this document we will talk transparently about our recruitment process.

Working with Scylla’s Bite

• We will work with artists to remove barriers where we can and make our space and practise accessible to their needs.

• We will take a ‘care-first, art-second’ approach to our rehearsals, development and performances - prioritising our artists’ wellbeing and ensuring they feel safe.

Our Application Process

• We want to make recruitment processes accessible for everyone, meaning we will not require Spotlight links, CV’s or professional headshots. These will only ever be optional to submit at the applicant’s discretion. 

• For the casting process we may ask applicants to film a short (under 2 minutes) scene.

• Upon request, Scylla’s Bite is happy to provide alternative application formats.

• We accept applications via written, audio or video formats.

• We will prioritise open recruitment where possible but may privately recruit for production roles where Scylla’s Bite have collaborated with the artist previously. The caveat being some specialist roles, particularly surrounding inclusive practice, such as disability consultants, may have to be recruited privately.

• When recruiting we will have applications open for a minimum of 2 weeks, but will aim to keep them open for a month.

• Scylla’s Bite will always be transparent about pay and commitment levels when recruiting.

• Where applicants have successfully moved to the next stage of the process (interviews or auditions) we aim to do this in-person, taking into account access needs and socio-economic barriers where in-person may not be possible. 

Our Assessment Process

• When casting for performers, the decision will primarily be made by the director in discussion with Scylla's Bite.

• The recruitment for company members, producers, directors and wider stage crew will be assessed by both members of Scylla’s Bite. 

  • Applicants will be primarily assessed on:

    • How the role will allow the applicant to grow and develop.

    • How well the applicant’s interests and aims match the piece being recruited for.

    • Applicants will secondarily be assessed on previous experience, but this will never be a prioritised or essential criteria.

    • When assessing applications we will be looking at whether applicants align with the values of the company and our practice. 

Our Feedback Process:

• We aim for everyone who has applied for roles within the company, and casting, to hear from us within 2 weeks of submissions closing. Failing this, they will be contacted with an update and hear results within 4 weeks of submissions closing.

• Feedback for paid opportunities will be available from Scylla’s Bite and, if applicable, the director of the piece, upon request.

We constantly strive to improve our practice, and would love to hear feedback from you about the process. Get in touch at scyllasbite@gmail.com if you would like to talk further. 

Recruitment policy as of March 2025. To be reassessed in 2027.