What to do when the Executive Who Loved Your Script Gets Fired

When I was a development executive/producer for a smaller production company, I sold a comedy pitch to Fox with a writer I adored. The Fox VP we were working with loved the script and told us on a Friday that he was sending it to the president of the studio with a strong “recommend-to-pilot-pick-up” and that we’d have an answer on Monday. 

It was a fantastic weekend for the writer and I — but not such a great one for the President of Fox. He was fired on Saturday. 

Two weeks later, our Fox exec called to tell us the project was dead. The new president came in with a different mandate, and the enthusiasm around our script disappeared overnight.

It was a classic, “Welcome to Hollywood” moment: the executive who believed in the project was still there, but the person above him had changed everything. 

That experience taught me a lesson that remains true today: in this industry, having someone champion your work is invaluable — but no executive’s job is guaranteed.

And right now, that lesson feels especially relevant. It seems like every week another production company is merging, restructuring, downsizing, or “changing direction”. And unfortunately, this doesn’t just mean great companies are disappearing — it also means the executives who champion your work can disappear too. 

The junior exec who first flagged your script. The creative exec who fought for your draft. The development exec who kept pushing your project through the system. One day they're taking your calls and advocating for your project. The next, they've been laid off, reassigned, or stripped of decision-making power.

So what do you do when your biggest advocate is suddenly gone? How do you rebuild momentum and enthusiasm around your script when the person who loved it the most is no longer in the building?

Here are a few tips on how to adjust (and how to build your career around more than one executive): 

1. Build relationships beyond your “champion exec”

In development, it’s easy to focus all your attention on the executive who’s most excited about their script. It feels good, it feels safe, but it isn’t. Executives change jobs all the time and when they do, you don’t want your project’s entire support system walking out the door with them. So treat everyone in the process like they matter (because they do). The creative exec, the junior exec, even the person coordinating your meetings are all forming impressions of you and your work — so treat them all with value and respect. If your main champion leaves, you want other people inside the company who can pick up the baton and explain why your project was worth championing in the first place.

2. When someone new inherits your project, reset the room

Don’t assume a new executive who “inherits” your project is as invested as the last one. But also, don’t assume they’re not. They might love it. Most of the time you won’t know right away. So, when the opportunity arises, ask a few thoughtful questions to find out where they’re at: Have they had a chance to read the latest draft? What are their initial thoughts? The point isn’t to test them or get an “attaboy”. It’s to understand where you’re starting from and then adjust from there. (You might also find out this information from your reps). If they're excited, great! Build on that. If they're still getting up to speed, give them the context they need (without dumping the entire history of the project in their lap). If they have creative thoughts, listen and try to be open-minded. The goal is to make it as easy as possible for a new decision-maker to become your project’s next champion.

3. Keep relationships alive when people move on

An exec leaving isn’t the end of a relationship, it’s just a change of email address. So, when they land at their next company, send a quick note of congrats on the new position, update their contact details, and keep the relationship alive. You don’t need constant contact, just reach out when you genuinely have something worth sharing (like a new script, a new pitch, or a meaningful career update). Who knows? Today's departing executive could end up at a company that's a much better fit for your next script. An inside tip: if you have the exec’s personal email and they’ve gotten laid off, send a sympathetic message to wish them the best (i.e. they’re great at their job and you know they’ll land somewhere else soon).

4. Don’t underestimate general meetings

Many writers dismiss general meetings because there's no immediate opportunity attached. But that's exactly why they’re valuable. They’re a low-pressure way to foster a new professional relationship. So, spend some time getting to know the person you’re meeting with (not just the company they represent). What kinds of stories excite them? What’s their dream project? Then after the meeting, while it’s still fresh in your mind, jot down a few notes about them to keep on file (useful ones like, genres they’re into, where they grew up, what they liked about your writing — not just, ‘seemed nice’). This way, the next time your paths cross, you can build on your last interaction (and the better you remember people, the easier it is to build real relationships over time).

5. Don’t bet your career on one script

If you have a project in development, congrats, that’s great! But don’t let your entire career become dependent on a single script. Projects, even great ones, stall all the time. Executives leave, companies change direction, options aren't renewed for reasons no one will ever explain. So, always have more than one thing in motion: a new feature spec, a new pilot idea, a fresh pitch. The goal isn't to spread yourself so thin that nothing gets finished — it’s to have options when one thing slows down or the industry (inevitably) throws you a curveball.

6. Remember: development rarely moves in a straight line

When an executive leaves, it can feel like your project is dead. Often, it’s not. It’s just an “administrative stall” while a new exec gets up to speed on your script and picks up the reins. So don't mistake silence for rejection. Check in when appropriate (or have your reps do it), then get back to work. Write the next thing, keep developing other relationships, and continue building your career. Losing an exec might slow development or lose you one project. But don’t let it stop your entire forward momentum.

What are your tips for surviving an ‘exec turnover’? Let me know at @kirschner.carole on Threads or on LinkedIn!"

For more industry info and tips check out these additional resources:

If you're interested in finding out more about my one-on-one coaching, go to: carolekirschner.com/options

For the ultimate guide to pitching a TV show that sells, check out my e-book, The Ultimate Guide to a Killer Pitch

To learn how to create your “personal logline” read my free e-book, Tell Your Story in 60 Seconds.

And you can find my book, Hollywood Game Plan on Amazon or at Michael Wiese Productions (MWP).