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2025-10-13

Hiring an Artist Manager: Contract Terms for Music Career Growth

Miky Bayankin

Hiring an artist manager? Essential contract terms for independent musicians seeking professional representation and career growth.

Hiring an Artist Manager: Contract Terms for Music Career Growth

Independent musicians reach a point where hustle alone isn’t enough. You’re booking shows, releasing music, building content, pitching playlists, negotiating collaborations, juggling emails—and the admin starts stealing time from the creative work that actually grows your career.

That’s where professional representation can change the game. But how you formalize that relationship matters as much as who you hire. The right music manager agreement can align incentives, clarify roles, and protect your momentum. The wrong one can tie up your income, restrict your freedom, and create disputes that are expensive (and distracting) to unwind.

This guide is written from the client/buyer perspective—the independent artist considering representation. We’ll break down the most important artist management contract terms to review before you sign, with practical “what to ask for” language and negotiation tips. If you’re searching for a hire artist manager contract, a musician manager contract, or you’re comparing management structures, this is the checklist you want.

What an Artist Manager Actually Does (and Doesn’t)

Before contract terms, confirm you and the manager agree on the scope. An artist manager typically:

  • Helps set career strategy (release plans, branding, positioning)
  • Builds and coordinates your team (PR, booking, label/distribution, sync)
  • Sources opportunities and negotiates business deals (often alongside an attorney)
  • Oversees marketing plans and timelines (content cadence, campaigns, partnerships)
  • Tracks revenue streams and ensures follow-through on deliverables

A manager usually does not replace:

  • An entertainment attorney (contract drafting/review)
  • A booking agent (live performance bookings, in many territories)
  • A publicist (press outreach and media placements)
  • A business manager/accountant (tax, bookkeeping, royalty audits)

Your artist manager agreement should reflect the reality of what they’re responsible for—and what they aren’t—so your expectations match from day one.

Why the Contract Matters More Than the Handshake

A management relationship is intensely collaborative and long-term. Problems most often arise from:

  • Vague job duties (“manager will help grow career”)
  • Commission ambiguity (what counts as “gross”? what’s excluded?)
  • Overly long terms with automatic renewals
  • Broad exclusivity that blocks you from other opportunities
  • Post-termination commission (“sunset”) that lasts too long or applies too widely

A clear artist management contract terms section doesn’t create distrust—it prevents misunderstandings when money and momentum hit.

Key Contract Terms to Review When You Hire an Artist Manager

1) Parties, Definitions, and “Who Is the Artist?”

Start with the basics, because they affect everything downstream:

  • Is the artist signing as an individual or through an LLC?
  • If you’re a band, who has authority to sign?
  • Are side projects included?

Tip: If you have (or plan to form) an LLC, consider having the company as the contracting party. It can streamline payments and limit personal liability.

2) Scope of Services (Duties and Deliverables)

This is one of the most important sections in a musician manager contract. Many management agreements are overly broad and non-committal.

Look for clarity on:

  • Strategic planning: release roadmap, brand positioning
  • Marketing: social/content strategy, ad spend coordination, influencer outreach
  • Deal support: introductions, negotiation support, coordination with attorney
  • Admin: calendar management, correspondence, asset organization
  • Team building: hiring/overseeing vendors (PR, designer, videographer)

What to ask for:

  • A written list of core services plus a provision allowing additional agreed services.
  • Optional: a quarterly plan or monthly goals as an exhibit (even if non-binding).

Red flag: “Manager will use best efforts to further Artist’s career” with no additional detail. “Best efforts” is common, but you still want specifics.

3) Term (Length of the Relationship)

Typical initial terms range from 1–3 years, sometimes with options to extend.

Common structures:

  • Fixed term: 12–24 months.
  • Term + options: manager can renew if benchmarks are met.
  • Rolling term: month-to-month after an initial period.

What to negotiate:

  • Keep the first term shorter if you’re early-stage.
  • Add performance milestones if the term is long (e.g., booking minimum, release cadence, revenue goals, or defined outreach activities).

Red flag: A long initial term (3–5 years) with automatic renewals and no termination flexibility.

4) Territory (Where the Manager Represents You)

Many managers request worldwide representation. That can be fine—if they truly operate globally.

If your manager is local or regional, consider:

  • Territory limited to your main market(s)
  • Carve-outs for international opportunities handled by other reps

Practical approach: If you expect international growth, you can grant worldwide territory but require that major foreign deals involve qualified local partners (sub-managers) and clear commission splits.

5) Exclusivity (Can You Hire Others?)

Most management deals are exclusive—meaning the manager is your primary manager.

But exclusivity should not block you from building a team. Your contract should clarify:

  • You can still hire a publicist, booking agent, attorney, and other vendors
  • Who has authority to sign on your behalf (usually: you, not the manager)
  • Whether the manager can hire vendors and commit budget without approval

Best practice: require written approval for any expense above a certain threshold.

6) Compensation: Commission Rate and How It’s Calculated

This is where most disputes happen.

Typical manager commission:

  • 15%–20% of defined earnings (varies by leverage, services, geography)

But the key is commission base:

  • Is it based on gross income (before expenses) or net (after some deductions)?
  • Are recording costs, tour costs, ad spend, or team commissions deducted first?

Define the commission base clearly, including:

  • Included income: live performance fees, merch, sponsorships, sync, brand deals, label advances, publishing income, YouTube/UGC, affiliate income, etc.
  • Excluded income: often includes money earned before the start date, pure reimbursements, and sometimes songwriting/publishing depending on the manager’s role.

Common compromise: commission on gross receipts, but exclude:

  • Pass-through reimbursements (e.g., travel paid by promoter)
  • Taxes collected and remitted
  • Refunds/chargebacks
  • Certain pre-approved marketing spend

Red flag: Commission on “all income of any kind whatsoever” without exclusions. That can unintentionally capture things the manager didn’t touch (or that pre-date them).

7) Commission Splits with Agents, Lawyers, and Others

Your manager should not double-dip by charging commission on money that is already carved out for other reps—unless that is explicitly agreed and industry-appropriate.

Clarify:

  • Whether commissions are calculated before or after paying booking agent commission
  • Whether legal fees are excluded (usually they should be)
  • How co-management or sub-management is handled

Example: If your booking agent takes 10% of live income, does the manager take 15% of the gross live fee, or 15% of what’s left after agent commission? Either can be negotiated—just make it explicit.

8) Advances, Guarantees, and Recoupment

Some managers ask for:

  • A monthly retainer
  • A guaranteed minimum commission
  • Reimbursement for expenses

For independent artists, a commission-only model is common, but you may still see expense reimbursement.

Key terms:

  • Advances to Artist: If a label/distributor pays an advance, does the manager take commission on it immediately? (Often yes, if it’s income. But you can negotiate commission timing tied to recoupment.)
  • Manager advances to Artist: If a manager fronts money, is it recouped from your income? On what schedule? With interest?

Tip: Avoid interest-bearing manager loans unless absolutely necessary and documented clearly.

9) Expenses and Approval Rights

Managers often incur expenses for marketing, travel, showcases, content production coordination, etc.

Your music manager agreement should answer:

  • Which expenses are reimbursable?
  • What requires prior approval?
  • Are expenses deducted before commission, or paid separately?

Best practice guardrails:

  • Written approval required above a set amount (e.g., $250 or $500)
  • Monthly expense reporting with receipts
  • No personal overhead charges (manager’s rent, staff) unless explicitly agreed

10) Accounting, Reporting, and Audit Rights

You need transparency, especially if the manager collects money on your behalf.

Include:

  • How often you receive statements (monthly or quarterly)
  • When you’re paid after funds are received (e.g., within 10–15 business days)
  • Your right to inspect/audit records with reasonable notice
  • Where funds are held (separate account vs commingled—separate is safer)

Red flag: Manager receives funds into personal accounts with no reporting cadence.

11) Authority and Decision-Making (Who Can Bind the Artist?)

A manager should help negotiate, but you control final approval.

The contract should specify:

  • Manager cannot sign agreements for you without written authorization
  • Manager can negotiate subject to your approval
  • Any power of attorney is limited (or avoided unless needed)

Tip: If a power of attorney is requested, keep it narrow, time-limited, and tied to specific actions (e.g., depositing checks).

12) Creative Control and Brand/Marketing Approvals

Because this is an Artist Marketing & Management relationship, confirm how marketing decisions get made.

Clarify:

  • Approval process for brand deals and sponsorships
  • Content guidelines (tone, image, use of likeness)
  • Who owns or controls social accounts and ad accounts
  • Access/security protocols (2FA, admin roles)

Best practice: you retain ownership and admin access to all channels.

13) Intellectual Property and Name/Likeness Usage

Managers may need permission to use your name and likeness for pitches and promotion.

Ensure the agreement:

  • Grants a limited license for management activities
  • Ends upon termination
  • Does not transfer ownership of trademarks, masters, or publishing

Red flag: Any clause implying the manager “owns” brand assets or channels.

14) Termination Rights (How to Exit If It’s Not Working)

Even if you love the manager now, protect future-you.

Common termination triggers:

  • Term ends naturally and is not renewed
  • Termination for cause (material breach, fraud, criminal conduct)
  • Termination without cause with notice (30–90 days)
  • Termination tied to failure to meet obligations (especially if deliverables are defined)

Tip: Request a reasonable “without cause” termination right, especially early-stage.

15) Post-Termination Commission (“Sunset Clause”)

A sunset clause lets the manager earn commission for deals they procured or substantially negotiated while representing you, even after termination.

This is normal—but should be fair and limited.

Typical structures:

  • 12–24 months declining percentage (e.g., 15% year 1, 10% year 2)
  • Applies only to specific deals/relationships initiated during term
  • Excludes new deals you create independently after termination

Red flags:

  • Sunset of 3–5+ years for all income
  • Sunset applies to any income after termination regardless of manager involvement
  • Sunset applies even if you terminate for cause

16) Non-Circumvention and Non-Solicitation (Be Careful)

Managers may ask for protections so you don’t cut them out of a deal they introduced.

Reasonable:

  • You won’t circumvent the manager for opportunities they directly introduced during the term.

Overreaching:

  • Clauses that prevent you from working with anyone they’ve ever contacted, indefinitely.
  • Restrictions that effectively lock your career network.

17) Dispute Resolution: Governing Law, Venue, Arbitration

Contracts often include:

  • Governing law (state/country)
  • Venue (where disputes must be handled)
  • Arbitration or mediation requirements
  • Attorneys’ fees clause

Practical tip: If you’re an indie artist, avoid being forced to litigate across the country. Choose a venue you can realistically access.

18) Marketing & Growth-Specific Terms to Add

Because your focus is career growth, consider adding terms that reflect modern marketing realities:

  • Data access: ad account access, pixel ownership, audience lists, email list ownership
  • CRM/email list: you own subscriber lists and can export anytime
  • Content workflow: turnaround times for approvals, posting schedule responsibility
  • KPIs (optional): even non-binding metrics can align expectations (release milestones, content output, outreach cadence)

You don’t want a manager who “handles marketing” but can’t show you the plan, assets, spend, or results.

How to Negotiate Without Killing the Relationship

Negotiation is part of professionalizing your business. Keep it collaborative:

  • Ask “Can we clarify this?” instead of “I won’t sign this.”
  • Offer trade-offs: shorter term in exchange for higher commission, or vice versa.
  • Put everything in writing. If it matters, it belongs in the agreement.

And involve an entertainment attorney for review—especially on commission base, term, exclusivity, and sunset. Even a one-hour review can save years of headache.

Quick Checklist: What Your Artist Manager Agreement Should Cover

Use this list as you compare offers or templates:

  • Clear scope of services + approval rights
  • Term, territory, exclusivity
  • Commission rate + exactly what income is included/excluded
  • Expense policy + pre-approval thresholds
  • Accounting, payment timing, audit rights
  • Authority limits (no signing without approval)
  • IP/name & likeness license (limited)
  • Termination rights (with/without cause)
  • Fair sunset clause tied to manager-procured deals
  • Dispute resolution you can realistically comply with

If the contract is missing two or three of these, don’t assume “we’ll figure it out later.” Later is when it’s hardest.

Other Questions Musicians Ask About Hiring an Artist Manager

To keep learning (and to prepare for real conversations with prospective managers), here are additional questions you may want answered next:

  1. What’s the difference between an artist manager, booking agent, and business manager—and who should I hire first?
  2. What commission rate is standard for independent artists vs signed artists?
  3. Should my manager get commission on publishing/songwriting income?
  4. How do sunset clauses work if I sign with a label after the manager relationship ends?
  5. Can I have multiple managers (co-management) and how are commissions split?
  6. What deal terms should my manager negotiate vs what should my lawyer handle?
  7. How do I set performance benchmarks in a management contract without making them unrealistic?
  8. What’s a fair expense budget for marketing, content, and travel—and who approves spend?
  9. How do I protect my social accounts, ad accounts, and email list in a management relationship?
  10. What are common red flags that indicate a manager is inexperienced or not acting in my best interest?

Final Thoughts: Put Growth in Writing

When you hire a manager, you’re not just hiring help—you’re choosing a business partner who can accelerate (or stall) your career. The strongest relationships are built on clear incentives, clean definitions, and transparent workflows.

If you want a faster way to generate a solid starting draft you can review with counsel—especially when you’re comparing multiple manager candidates—use an AI-powered contract generator like Contractable at https://www.contractable.ai to create an artist management agreement framework tailored to your goals and negotiation points.