Onset Supervisor/ Compositor

020 7494 9513

Onset Supervisor/ Compositor

We are looking for someone to join us in a dual onset supervisor and compositor role. This role will require travelling and being offsite for extended periods of time. Must have previous experience onset and working as a compositor.

Role Details

The Onset Supervisor works in collaboration with Union’s clients and in-house VFX Supervisors to gather the reference and measurements required for the team to work efficiently once shooting wraps and we return to HQ for post production. In addition, the Onset Supervisor represents Union onset - advising the client how best to achieve their desired vision in camera.


On-set responsibilities:


  • Participate in tech scouts and production meetings with shooting crew as needed gathering relevant data & disseminating to relevant colleagues

  • Provide on-set reference, such as HDRI photos, as needed 

  • Work with Director, Supervisor and DoP during filming

  • Make onset decisions to maximise shot success and/or plan for issues

  • Ensure VFX are shot correctly to aid post production

  • Ensure all required data is collected 

  • Communicate client direction and any potential changes, and hand off general onset progress to overall project VFX Supervisor

  • Manage day to day developments between set and studio during production

    • Gather notes from script supervisor, production and camera department

    • Provide daily “end of day” report back to the studio 

    • Update Filemaker database & liaise with Jamie K to manage database & ingest of information

  • Work with Union LP/Producer to flag hot costs daily

  • Keep client data safe and (on longer shoots) securely transfer to Union in a compliant manner

  • Ensure onset kits are returned intact

  • Adapt to changes and requirements for each show


Office responsibilities:


Planning

  • Go-to person at Union for all onset questions

  • Build and own the onset plan working with Producer and VFX Supervisor

    • Work with Supervisors, Producers, LPs, Ho2D and Ho3D to schedule the appropriate onset crew for the shoot’s requirements

    • Ensure on-set crew planner is up to date and all crew know when and where they are required

    • Work with leads to pull together contact sheets etc.

    • Work with Editorial, Leads, Technology and Supervisors to best facilitate management of data when it comes in house

Onset Team

  • Work with recruitment and HoDs to build and maintain a database of all crew experienced in onset 

  • Identify gaps in knowledge & implement training plan

  • Create a Union onset protocol and checklist of requirements 

  • Provide training to contextualise on-set requirements and prepare crew - the ‘why’ we need things and how they fit in to the overall process

  • Work with Supervisor to define the best person/people to support specific shoot needs ie. for a technical day, what internal staff would need to attend with the Onset Supervisor

  • Work with recruitment to talk to all new Union staff and track their onset experience

  • Work with recruitment to identify potential freelance onset support if needed


Equipment

  • With Office Manager and runners, ensure onset kits are: 

    • Complete

    • Fit for purpose

    • Properly checked in/out

    • Stored correctly


Management of data and imagery acquired onset

  • Formalise and circulate checklist of the information needed from shoot

  • Ensure all data and images gathered on-set are processed and made available to the correct team members (Supervisors, Producers, Leads, Editorial)

  • Gather Lens Grid data from the Camera Department and provide information in-house

  • With pipeline team, ensure ingest system is fit for purpose

  • Work with Leads and Supervisors to catalogue and organise data ensuring any elements that might be useful in the future are tagged appropriately

  • Create and maintain organised folder of information for each show and share with appropriate team

  • Handover what’s been gathered onset to teams of artists on return 


New Technology

  • Keep up to date with new onset technologies and advise Supervisors as necessary on topics including:

    • Led screen technology

    • Virtual sets

    • Portable lidar scan / ipad etc. 

    • Photo Scanning onset 

    • Witness cameras


Elements Library

  • Shoot basic in-house elements as required for projects

  • Insure all shot elements of potential future use are tagged and added to the elements library

  • Identify gaps in the elements library with Ho2D and make a plan to shoot simple, useful additions such as: window dirt, splashes and drips on glass, small sparks


Qualifications:

  • Excellent verbal and written communication skills

  • Client management experience

  • Strong team working skills

  • Ability to handle creative and technical matters with discretion and professionalism

  • Experience in both episodic and feature film projects

  • Knowledge of NUKE, tracking software, PTGui, Maya, Photoshop and Resolve

  • Strong project planning skills & attention to detail

  • Strong knowledge of the film VFX pipeline

  • Strong knowledge of both software and hardware

Apply Now

Privacy Policy

Under the General Data Protection Regulation (2016/679 EU) (GDPR), when an employer collects personal data about an applicant during a recruitment process, whether this is directly from the applicant or from a third party such as a recruitment agency, it must provide the applicant with an information notice, also known as a privacy notice or fair processing notice. This notice must set out certain required information, including the purposes for which the data will be processed, the legal bases for processing and the period for which the data will be retained. The employer could provide the information notice on its website, and send a link or copy of the notice in correspondence to individual applicants. Where the employer uses a third-party recruitment portal, it could ensure that the details of the vacancy include a link to the information notice.

Employers should put in place policies setting out for how long recruitment data will be retained. The employer will need to retain some candidate data for the purpose of responding to potential employment tribunal claims arising out of the recruitment process. The employer should retain only the minimum data required for this purpose and only until the relevant limitation periods have expired. If the employer intends to keep the details of unsuccessful candidates on file for future recruitment rounds, it must notify them of this in the information notice. It should either obtain the candidates' consent, or notify them of their right to object (if it relies on its legitimate interests as the legal basis for processing).

The policy should cover how the employer will deal with unsolicited personal data, for example CVs submitted on a speculative basis. The policy could state that if the employer receives an unsolicited CV at a time when it is not recruiting, it will delete the CV and inform the candidate of this. If the employer holds unsolicited CVs on file for future recruitment rounds, it must inform the candidates of this in a privacy notice, along with the other required information.

Candidates have the right under the GDPR not to be subject to a decision based solely on automated processing, for example automated shortlisting where candidates without a particular level of qualification are automatically filtered out before the applications are considered by the recruiters. Under the GDPR, employers can use automated decision-making only if it is:

If an employer does use automated decision-making, it must advise candidates of this in the information notice. It must also provide safeguards for the candidates, by allowing them to contest the automated decision and by giving them the right to an alternative means of making the decision, using human intervention.

If an employer uses third-party recruiters, for example a recruitment agency, where the recruiter processes applicant data on behalf of the employer, the recruiter will be a "processor" and will itself have obligations under the GDPR. The employer must ensure that its relationship with the recruiter meets the requirements of the GDPR, for example it must be satisfied that the processor will implement appropriate technical and organisational measures to ensure the protection of the rights of the data subjects.