Above-the-Line vs Below-the-Line: A Global Industry Divide

How Different Film Industries Structure Their Creative Hierarchies

In the complex ecosystem of film production, few divisions have been as influential – or as controversial – as the distinction between “Above-the-Line” (ATL) and “Below-the-Line” (BTL) personnel. This separation, which originated in Hollywood’s early days, continues to shape industry hierarchies, wage structures, and creative power dynamics worldwide, often perpetuating significant disparities within production teams.

The terms originated from the physical appearance of film production budget sheets, where a literal line separated top-tier creative positions from technical and support roles. Above this line were the key creative positions: directors, producers, writers, and principal actors. Below it, everyone else – from cinematographers and production designers to grips and production assistants. What began as a simple accounting practice evolved into a deeply entrenched system that continues to influence how films are made, how professionals are compensated, and how creative control is distributed.

This distinction wasn’t merely administrative – it fundamentally shaped the power dynamics of film production. ATL positions traditionally commanded higher salaries, enjoyed profit participation through residuals, and wielded significant creative control. Meanwhile, BTL crew members, despite their crucial contributions to a film’s success, often faced lower wages, limited creative input, and fewer long-term financial benefits from a project’s success.

In today’s film industry, this divide raises increasingly pressing questions about equity, creativity, and sustainability in film production. As production costs soar and streaming platforms reshape the industry landscape, the traditional ATL/BTL divide faces mounting scrutiny.

The Hollywood Model: Creation and Consequences

The Hollywood system of ATL/BTL differentiation emerged during the studio era of the 1920s and 1930s, reflecting both the industrial approach to filmmaking and the hierarchical structure of early Hollywood. This model, despite numerous industry changes, remains largely intact today, creating what many consider an problematic two-tier system within film productions.

Above-the-Line positions typically include:

• Directors who guide the creative vision
• Producers who oversee the project’s development and execution
• Writers who create the screenplay
• Principal cast members who bring the story to life

These roles command the highest salaries, often supplemented by significant backend deals and residual payments. Their compensation can reach millions of dollars per project, creating dramatic wage disparities within production teams. While creative leadership is certainly valuable, this extreme financial differentiation often undervalues the essential contributions of other team members.

Below-the-Line encompasses virtually everyone else involved in the production:

• Department heads (cinematographers, production designers, editors)
• Technical crew (camera operators, gaffers, sound recordists)
• Craft departments (costume, makeup, set decoration)
• Support staff (production assistants, office staff)

Despite their crucial role in realizing a film’s vision, BTL crew members typically receive fixed salaries without profit participation. While unions have helped establish minimum rates and working conditions, the wage gap between ATL and BTL remains stark. A top-tier cinematographer or production designer might earn a fraction of what a director receives, despite their significant creative contribution to a film’s success.

This system has faced increasing criticism for several reasons:

First, it creates artificial hierarchies that can stifle creativity and collaboration. When financial rewards and creative control are concentrated among a small group of ATL positions, it can lead to an environment where valuable insights from experienced BTL crew members might go unheard or unacknowledged.

Second, the extreme wage disparities can create unsustainable working conditions. While ATL positions enjoy considerable financial security through high upfront payments and ongoing residuals, many BTL crew members face precarious employment situations, living project-to-project without long-term financial stability.

Third, this model perpetuates historical inequities within the industry. The path to ATL positions often relies heavily on existing industry connections and financial resources, making it particularly challenging for underrepresented groups to break through this barrier.

Quick Facts – The Hollywood Model:
💰 Extreme wage disparities between ATL and BTL
🎬 Concentrated creative control among few positions
💼 Limited profit participation for BTL crew 🔄 Persistent systemic inequities

The Hollywood model’s influence extends far beyond the United States, affecting film industries worldwide. However, as we’ll explore in subsequent sections, not all film industries have adopted this system wholesale, with some markets developing notably different approaches to production hierarchy and compensation.

The European Union Perspective: Diversity in Approach

The European Union presents a markedly different landscape regarding film production hierarchies, with various national industries taking distinct approaches to crew structure and compensation. This diversity reflects Europe’s complex cultural landscape and the significant role of state funding in film production.

France, often considered the birthplace of cinema, maintains a unique approach to film production hierarchy. The French system, strongly influenced by the concept of the director as “auteur,” places extraordinary emphasis on directorial vision while simultaneously maintaining stronger protections for all film workers. The French intermittent du spectacle system provides unemployment benefits specifically designed for film and entertainment workers, creating a safety net that helps mitigate some of the financial instability inherent in project-based work.

Other major European film nations like Italy and Spain have developed their own variations. The Italian film industry, shaped by its strong artisanal tradition, often places greater emphasis on technical craftsmanship, leading to more nuanced hierarchies within production teams. Spanish productions, particularly in recent years, have shown increasing influence from both Hollywood and pan-European production models, creating a hybrid approach.

European co-productions, increasingly common due to EU funding mechanisms, have created interesting challenges to traditional hierarchies. These projects must often balance different national approaches to crew structure and compensation, leading to more flexible and adaptive production models. The EU’s emphasis on cultural diversity and creative collaboration has helped foster production environments that sometimes challenge traditional ATL/BTL distinctions.

Quick Facts – European Film Production:
🎬 Varied approaches across different nations
💶 Strong influence of state funding
🤝 Complex co-production landscape
📋 More comprehensive worker protections

The European approach, while not without its challenges, often provides a more balanced model than the stark Hollywood division. Public funding requirements frequently demand more equitable payment structures, and strong labor protections help prevent the extreme wage disparities common in Hollywood.

These distinctions from the Hollywood model demonstrate that alternative approaches to film production hierarchy are not only possible but can be successful. However, as global film production becomes increasingly interconnected, European industries face ongoing pressure to adapt to international standards while maintaining their unique characteristics.

The British Film Industry: A Hybrid Approach

Britain’s film industry presents an interesting case study in the adoption and adaptation of the Hollywood ATL/BTL model. While British productions generally recognize the ATL/BTL distinction, the system operates with notable differences, influenced by the country’s strong public broadcasting tradition, union structures, and closer ties to European film culture.

The British film industry has historically maintained a more fluid approach to creative hierarchies. This is partly due to the significant influence of the BBC and other public broadcasters, which traditionally operated with more egalitarian organizational structures. When television and film production overlapped, these practices often carried over, creating a somewhat softer divide between ATL and BTL positions.

However, the increasing number of international co-productions, particularly with Hollywood studios, has pushed the British industry closer to the American model. Yet, crucial differences remain. British productions typically feature smaller wage gaps between ATL and BTL positions, though still significant. The British system also tends to grant more creative recognition to technical roles, particularly in areas like cinematography and production design.

Union influences, particularly through BECTU (Broadcasting, Entertainment, Communications and Theatre Union), have helped maintain stronger protections for BTL crew members. Unlike their American counterparts, British BTL crew members often enjoy more comprehensive benefits and stronger workplace protections, though they still face many of the same challenges regarding long-term financial security.

Quick Facts – British Film Industry:
🎥 Hybrid of Hollywood and European models
📺 Strong public broadcasting influence
🤝 Stronger union presence through BECTU
💷 Smaller (but still significant) wage gaps than Hollywood

The German Exception: A Different Path

Germany’s approach to film production hierarchies stands apart from both the Hollywood model and other European systems, shaped by its unique historical context and strong tradition of social partnership. The absence of a rigid ATL/BTL division in German film production reflects deeper cultural and institutional differences that emerged in the post-war period.

Following World War II, Germany’s media landscape was deliberately restructured to prevent the concentration of power that had enabled state propaganda. This led to the establishment of a decentralized public broadcasting system (öffentlich-rechtlicher Rundfunk) and strong regulatory frameworks for media production. These foundations continue to influence how German productions are organized and financed today.

The German film industry operates under a complex system of collective bargaining agreements (Tarifverträge) that establish standardized pay scales and working conditions across different production roles. These agreements, negotiated between unions and industry associations, create a more transparent and regulated wage structure than the free-market approach common in Hollywood. While pay differences certainly exist between different positions, they tend to be less extreme than in ATL/BTL systems.

Another crucial difference lies in the funding structure of German productions. The extensive system of film subsidies (Filmförderung) at both federal and state levels requires productions to meet specific criteria regarding crew compensation and working conditions. These requirements help prevent the development of extreme wage disparities and promote more equitable production environments.

However, this distinct German approach faces increasing pressure from international co-productions and streaming platforms. As German productions increasingly partner with international entities, they must navigate between maintaining their traditional structures and adapting to global industry standards. This has led to interesting hybrid models where productions maintain German labor practices while incorporating elements of international production hierarchies.

Quick Facts – German Film Industry:
📋 Strong collective bargaining agreements
🏛️ Extensive public funding system
🤝 More collaborative power structures
💶 More regulated wage differences
🎬 Historical influence of post-war media reforms

The German model demonstrates that alternatives to the ATL/BTL division are not only possible but can effectively support a thriving film industry. While not without its own challenges, the German approach offers valuable insights into how production hierarchies might be structured more equitably.

Modern Challenges and Evolution: The Industry in Flux

The traditional distinctions between ATL and BTL roles face unprecedented challenges in today’s rapidly evolving media landscape. Streaming platforms, technological advances, and changing production models are reshaping how films are made, financed, and distributed, calling into question long-established industry hierarchies.

Streaming services like Netflix, Amazon Prime, and Disney+ have introduced new production models that sometimes blur traditional lines of authority. These platforms often operate with different budget structures and creative processes than traditional studios. While they haven’t eliminated ATL/BTL distinctions, they’ve introduced new complexities – particularly regarding residuals and profit participation, traditional benefits of ATL positions that become less clear in the streaming era.

International co-productions have become increasingly common, forcing different industry models to adapt and merge. When a Hollywood studio partners with a German production company, or when a British film receives French funding, these projects must navigate different approaches to crew hierarchy and compensation. This often results in hybrid systems that combine elements from multiple models, sometimes creating new challenges but also opportunities for positive change.

The democratization of filmmaking technology has also impacted traditional hierarchies. When high-quality cameras become more accessible and post-production can be done on a laptop, the technical expertise that once clearly separated certain BTL positions becomes more fluid. This shift has led to more collaborative and flexible production structures, particularly in independent filmmaking.

However, these changes have also created new forms of inequality. While some barriers have fallen, others have emerged. The gig economy has made many film workers’ positions more precarious, regardless of their traditional ATL or BTL status. The rapid pace of technological change requires constant skill updates, often at workers’ own expense.

Quick Facts – Modern Challenges:
🎬 Streaming platforms changing traditional models
🌍 Complex international co-productions
💻 Impact of technological democratization
⚡ New forms of industry inequality

Comparative Analysis: Strengths and Weaknesses

When examining different approaches to production hierarchies across global film industries, clear patterns emerge regarding their respective strengths and weaknesses.

The Hollywood ATL/BTL model excels at creating clear lines of authority and responsibility, which can be crucial for managing large-scale productions. However, its extreme wage disparities and rigid hierarchies often stifle creativity and perpetuate systemic inequities. The system’s emphasis on individual achievement over collective effort can undermine the collaborative nature of filmmaking.

The British hybrid approach offers more flexibility and generally smaller wage gaps, while still maintaining enough structure for efficient production management. However, it sometimes struggles with consistency, particularly in international co-productions. The system can create confusion when British and American practices clash on the same production.

European models, particularly in countries like France, often provide better worker protections and more equitable compensation structures. Their emphasis on cultural value over commercial success allows for more artistic freedom but can sometimes limit international competitiveness. The complex co-production landscape can also create administrative challenges.

The German system’s emphasis on collective bargaining and regulated wage structures creates more stable working conditions and smaller wage gaps. However, this can make it harder to compete internationally and may limit flexibility in production structures. The system sometimes struggles to adapt to rapid industry changes.

Quick Facts – Comparative Analysis:
⚖️ Different balances of efficiency vs equity
💰 Varying approaches to wage structure
🤝 Different emphasis on collective vs individual
🌍 Varying international competitiveness

Looking at these different models reveals that no single approach has perfectly solved the challenges of organizing film production. Each system reflects its cultural context and historical development, with distinct advantages and disadvantages. However, the German and broader European models offer valuable lessons about how to create more equitable production environments without sacrificing creative quality or efficiency.

The Future of Film Production: Rigid Hierarchies vs. Agile Workflows

The traditional Above-the-Line (ATL) and Below-the-Line (BTL) model has long provided clear budget structures and production hierarchies, making it easier to plan, staff, and finance film projects. However, as technology and industry structures evolve, this rigid separation is increasingly at odds with the realities of modern film production.

Streaming platforms, international co-productions, and the rise of virtual production have fundamentally changed how films are made, demanding new ways to structure teams and workflows. While the ATL/BTL model offers organizational clarity, it often limits flexibility, making it harder for productions to adapt to changing demands.

This raises a key question: How can we retain the advantages of structured budgeting and role clarity while enabling more agile, collaborative, and efficient workflows?

Why the ATL/BTL Model Still Matters

Despite its flaws, the ATL/BTL system has clear benefits:

✅ Clear Budgeting & Role Definition – The distinction makes it easier to secure financing, negotiate contracts, and allocate production resources efficiently.

✅ Industry Standardization – Unions and production companies have built systems around ATL/BTL structures, allowing large-scale productions to function smoothly.

✅ Profit & Residual Structures – ATL roles (such as directors, writers, and lead actors) benefit from structured revenue-sharing agreements, ensuring long-term financial incentives.

For blockbuster productions and major studio-backed films, this hierarchical structure still works—but what about productions that require more flexibility, speed, and transparency?

The Downsides: Bureaucracy & Lack of Adaptability

🚫 Rigid Structures Slow Down Decision-Making – Modern productions often need to pivot quickly due to script changes, actor availability, or evolving creative visions. A strict ATL/BTL separation can delay decision-making and make production less responsive.

🚫 Inequality in Creative Control – Many BTL crew members play a huge role in shaping a film’s visual identity and storytelling, yet they rarely have creative input. The model reinforces outdated power structures where a small group controls most creative decisions.

🚫 Budget Inefficiencies & Wage Disparities – High ATL salaries often consume a disproportionate share of the budget, leading to underfunded BTL teams who are just as essential to production quality. This can create an unsustainable industry model, particularly for mid-budget and independent films.

🚫 Barriers to Collaboration – Today’s productions require cross-functional teamwork between departments (e.g., production design must work seamlessly with visual effects). The ATL/BTL split can reinforce silos, making it harder for teams to collaborate fluidly.

With these challenges in mind, the future of film production must combine the strengths of structured budgeting with more agile, technology-driven workflows.

A New Approach: How Relionite Bridges the Gap

At Relionite, we believe that film production should be as creative, efficient, and transparent as the stories being told. Instead of relying on rigid hierarchical models that slow down workflows, we develop tools that empower teams to collaborate seamlessly, regardless of their ATL/BTL classification.

🔹 Transparent Production Workflows – Our platform ensures that every department stays aligned, reducing miscommunication and inefficiencies between ATL/BTL teams.

🔹 Smarter Budgeting & Resource Allocation – Instead of reinforcing wage disparities, modern digital production tools help distribute resources more effectively across all crew members.

🔹 Streamlined Collaboration – Whether it’s the director, cinematographer, or set decorator, everyone should have access to the real-time information that matters for his work. Our technology enhances this collaboration.

🔹 Scalability for Any Production – Large studios may still rely on ATL/BTL structures, but independent filmmakers and mid-budget productions need more agile solutions. Our approach works for both traditional and modern film production models.

The Path Forward: Efficiency Without Sacrificing Creativity

The future of filmmaking lies in a balance between structured roles and adaptable workflows. While the ATL/BTL system remains relevant for large productions, more flexible, transparent, and collaborative approaches will shape the next generation of film production.

At Relionite, we see technology not as a replacement for creative teams, but as an enabler—allowing directors, producers, designers, and technicians to focus on storytelling rather than battling outdated production inefficiencies.

The industry’s future isn’t about abolishing ATL/BTL hierarchies—it’s about ensuring that every role is valued equally in the creative and financial ecosystem of filmmaking.

Because in the end, what matters most isn’t just how films are structured—but how we empower the people who bring them to life. 🎬