Segmentation by instrument
The particularities of recruiting for each string section: why a single strategy is not enough
In this article
Not all instruments are equal
The orchestral labour market for strings shows substantial differences between instruments. A section-violin audition receives dozens of applications; a section-double-bass audition struggles to reach ten. It is not a detail: it is the difference between having a selection problem and having a recruitment problem.
These differences call for differentiated strategies. Treating every instrument the same means wasting resources where they are not needed and getting insufficient results where more would help. The first strategic decision, before even writing the call, is to understand which market you are in.
The four instruments, one by one
Each string section has its own market dynamic, which determines where it is worth investing and where a standard promotion will do.
Violin: high competition, the need to differentiate
Violinists are the largest group: every conservatory graduates dozens a year. The challenge is not finding candidates, but finding the right ones. A section audition receives 40-80 applications: the problem is selection, not recruitment. Strategy: standard promotion, focus on the quality of the call, clear requirements to filter, optional video pre-screening to reduce the numbers in person. Note: leaders and concertmasters are a different market, to be treated as a "rare instrument".
Viola: the grey zone
Violas occupy an intermediate position, with a significant but variable pool (many violists arrive through a late switch from the violin). The number of applications fluctuates: sometimes 30, sometimes barely 15, depending on geography, contract and competition in the same period. Strategy: standard promotion, with a light ADVplus (30-50 euros) in competitive periods, communication that highlights the position's strengths, and timing that avoids overlaps. Principal violas, on the other hand, are roles of real scarcity.
Cello: unstable balance
The cello market is more balanced, but with variations: section positions attract enough applications, principals are harder. Even with 25 candidates, it is not guaranteed that the right one is among them. Strategy: standard promotion for the section, ADVplus (50-75 euros) for principals and assistant principals, and careful international distribution — cellists move easily, and dbStrings data shows significant traffic from Asia (South Korea, Japan, Singapore) for this section.
Double bass: structural scarcity
Double bass players are the smallest group: few students choose the instrument, few classes are large. Here, getting 15-20 applications for the section is a success, and for a principal even 8-10 is a good result. Strategy: intensive promotion is mandatory, high ADVplus (75-150 euros) on every position, maximum international distribution, communication that highlights concrete benefits (quality of life, housing costs). Special attention to reputation: the bass players' network is small and interconnected, and a negative experience spreads fast.
The strategy in brief, by instrument
- Violin: focus on the quality of communication and on efficient selection.
- Viola: standard promotion, with a boost in competitive periods.
- Cello: international distribution, ADVplus for principals.
- Double bass: always intensive promotion, high ADVplus, maximum care for reputation.
Principals vs section: two markets
Regardless of the instrument, principals are a market of their own, with their own rules.
Section positions
A wider pool, more numerous candidates, lower participation costs. The main work is filtering and selecting. Often a standard promotion is enough.
Principals and solo roles
- A narrow pool (years of specific experience are needed)
- Selective candidates, who assess before taking part
- High participation costs (they often already hold a position)
- High expectations of communication and organisation
So for principals: ADVplus almost always recommended (75-150 euros), a detailed call, clarity on pay and conditions, a quick reply to questions and post-audition feedback — because here reputation counts more than anywhere else.
How to allocate the promotional budget
A concrete example, for a season with six auditions, shows how the same budget goes further when distributed according to each instrument's market.
Example allocation (6 auditions)
- Section violin: €90 base + €0 ADVplus = €90
- Section violin: €90 + €0 = €90
- Section viola: €90 + €30 = €120
- Principal cello: €90 + €75 = €165
- Section double bass: €90 + €100 = €190
- Principal double bass: €90 + €150 = €240
- Total: €895
With the annual subscription (650 euros) the base cost drops and the budget can focus entirely on boosts, where scarcity demands them.
Monitor and adapt
The statistics provided at the end of each campaign are not just for reporting: they serve to calibrate the next audition. Every campaign is also a measurement of your own market.
What to read in the data
- Low views for double bass → increase the ADVplus.
- High views but few downloads for violin → improve the wording of the call.
- Concentrated geographic origin → consider widening international distribution.
Operational conclusion
Orchestral recruiting is not a single activity, but four different markets under one roof. The violin asks for selection, the double bass asks for recruitment, viola and cello sit in between. Recognising which market you are in is the first step to spending well.
The common mistake is to apply the same approach to every instrument. Those who segment the strategy get better results with the same budget.
