Show candidates why your team is worth joining

An employer branding video shows candidates what your company is like to work for, covering how you work, what you value and what a career there looks like. A recruitment video is narrower and sits closer to the job, built around a specific role, team or hiring campaign.

Most companies need both and buy them in the wrong order. The employer brand video is the one that works for years and gets watched before anyone applies. The recruitment video is the one that fills a specific gap, like six engineering roles this quarter, and it's cheaper to make once the first one exists because the look and the story are already settled.

Both sit inside the wider set of corporate video, which also covers internal communications, investor updates and company announcements. The difference here is the audience. Everything on this page is made for someone outside the company deciding whether to apply.

All our work is animated. We don't send camera crews, book locations or film your employees, so if your video needs real faces and real voices on screen, you want a live-action production company instead.

That split matters more in this category than in most. A lot of employer branding video is interview-led, meaning a crew spends two days in your office filming people talking about why they like working there. That's a legitimate approach and it isn't what we do.

We'll tell you on the first call if your idea needs a camera. It's a shorter conversation than finding out three weeks in.

Yes, as long as it's specific. Authenticity in this category comes from detail rather than from faces, so a video that names how decisions actually get made, what the first ninety days look like and what the company is honest about being bad at will land better than a filmed montage of people laughing in a kitchen.

Animation also solves two problems that filming creates. A remote or distributed team can't be filmed in one place without flying people somewhere, and a video built around five named employees stops being usable when three of them leave, which in a fast-growing company is often inside eighteen months. An animated video carries the company rather than the current headcount, so it survives the turnover it was partly made to reduce.

What animation does badly is emotion carried by a person's voice. If the single most powerful thing you have is one employee's story told in their own words, film that. The honest version of our offer is that we're the right choice when the message is about how the company works, and the wrong choice when the message is a face.

Open with the specific thing that makes working there different, not with the industry or the mission statement. Then cover how the work actually happens, what growth looks like, what you offer, and one clear next step.

The parts that candidates care about and most videos skip are the practical ones. How teams are structured and who you'd report to. What the first few months look like. How remote, hybrid or in-office really works rather than what the policy document says. What's hard about the job, since naming one real difficulty does more for credibility than any adjective. And where the company is going, which matters most to the senior people you're trying to reach.

Leave out anything a candidate can't verify. Claims like "we're like a family" or "we work hard and play hard" are read as noise, and the strongest thirty seconds you can spend is a concrete detail nobody else could say about their own company.

Between 60 and 90 seconds for the main video, and 15 to 30 seconds for the cuts that run in job ads and on social. Anything past two minutes gets abandoned unless the candidate is already interested.

Length should follow placement rather than ambition. A careers page video can run longer because the person is already looking. A video inside a job ad or a LinkedIn post has a few seconds to earn the rest, so it opens on the specific thing rather than on the logo.

The useful approach is one main video plus cutdowns from the same build, instead of separate projects. That way the full story lives on the careers page and the short versions do the work where attention is shorter.

Careers page first, then job ads, then LinkedIn. Those three cover most of the value, and the mistake is making one video for the careers page and leaving it there.

Beyond that, the places it earns its cost are the job posting itself, where a video lifts engagement on the same listing, outbound messages to passive candidates who won't read a long pitch, social posts from your team and your founders, recruitment events and campus visits, and the offer stage, where a candidate deciding between two companies watches it again. Several clients also reuse it on day one, which is where it meets their onboarding and training video set.

Each of those placements wants a different length and aspect ratio, which is worth deciding before production rather than after. Cutting versions from one build costs a fraction of commissioning them separately.

We can write it or work from yours. Most clients arrive with a rough brief or an existing careers page, and we turn that into a script, then a storyboard, then the animation, with your review at each stage.

The script is where this type of video is won or lost, so it starts with interviews rather than with copywriting. The material that makes a good employer branding video comes out of talking to people who joined recently, people who nearly left and stayed, and whoever does the hiring, because they know which objections come up in every final-round conversation. Those objections are the script.

One thing worth settling early is who signs off. Employer branding sits between HR and marketing, and the most common cause of delay is a video that gets approved by one and then reviewed from scratch by the other.

Around 10 business days from approved script to final video, plus your review time. The script stage is what varies, since gathering the raw material from your team can take a week or several depending on how quickly people are available.

Animation keeps the production half predictable. There's no shoot to schedule, no location, no weather and no rearranging an executive's calendar, so the timeline bends around your review windows more than anything else.

If you're hiring against a deadline, say so at the start. A campaign that launches with the job ads is a different plan from a video that arrives three weeks after the roles go live.

Yes, and this is where animation costs much less than filming. Once the main video exists, swapping the role, the team, the benefits or the language is an edit rather than a new production.

That usually means one company-level video plus short role-specific or team-specific cuts, which is the shape most of our clients land on. It also makes the video maintainable, so when the headcount, the benefits or the office setup changes, we update the affected section instead of rebuilding.

Multiple languages work the same way. The voiceover and the on-screen text change while the animation stays, which matters if you're hiring across several markets from one employer brand.

Employer branding decides how many good candidates apply before you ever contact them, and how many accept when you do. A video is the fastest way to carry it, because a careers page of text gets skimmed and a video either gets watched or ignored.

The practical benefits stack up in a few places. Candidates self-select, so you spend less time in first-round calls explaining the company. Agency and referral spend goes further, since the same job ad converts better. Passive candidates who won't read a long message will watch a short video. And the offer stage gets easier, because the person deciding between two companies has something to send to the people they're consulting.

The honest limit is that a video can't fix a job nobody wants. If the pay is below market or the role is badly scoped, better presentation makes the problem arrive later rather than go away. The companies getting real value here already have something worth joining and are bad at saying it.

Measure it on application quality and on the stages right after the view, not on view count. The signals worth tracking are applications per job posting before and after, completion rate on the video itself, drop-off in first-round calls, and offer acceptance rate.

Two numbers are worth the effort of setting up. Cost per hire across the roles the video supports, compared with the quarter before, and the share of candidates who mention the video unprompted in interviews, which you get by asking your interviewers to note it. Neither is a clean attribution and both move in the right direction when this works.

The thing not to measure is reach. An employer branding video seen by the wrong thousand people is worth less than one seen by forty engineers in your category, and view count can't tell the difference.

Yes. You get the finished files, the source files and full commercial rights, so the video can be reused, recut and edited later by your team or another studio.

That matters more here than in most categories because these videos get reused for years, across job ads, careers pages, events and onboarding. Check it with any supplier before you sign, since a license that expires or covers only organic use becomes a problem the first time you want to put budget behind a hiring campaign.

The music and voiceover are licensed for commercial use. If the video will run as paid media on LinkedIn or a job board, tell us at the start so it's cleared for that from the beginning.

Our fixed price starts at $3,480 for an animated video, and the main variables are length, complexity and how many versions you need. A set of videos works out cheaper per video than ordering them one at a time, because the style and the assets are built once.

Filmed employer branding video is priced differently, since crew, location, shoot days and editing drive most of the budget, and a two-day shoot with a professional crew commonly runs well past that figure before any editing. Animation removes that block, which is why we price by length and complexity instead of by shooting day.

If you're hiring continuously rather than running one campaign, the subscription and creative credits models cost less than a sequence of fixed-price projects, and all our pricing is published on the pricing page. Tell us what the hiring plan looks like and what you have to spend, and we'll scope to it rather than quoting a package you half need.

Decide first whether you're buying live action or animation, because that splits the market before anything else. Comparing a film crew against an animation studio means comparing two different products at two different price structures, and most briefs don't notice the difference until it becomes a problem.

Once you're comparing like for like, four things separate suppliers. Whether they've made work for companies like yours, since employer branding for a 60-person software company and for a 5,000-person retailer are different jobs. Whether they'll do the interviews, because a studio that only animates what you send will produce something generic. What you own at the end, meaning source files and commercial rights. And whether they'll show you something before you sign.

Ask for full videos rather than a showreel, and ask what the video was for. A beautiful piece of film made for a company that was already famous tells you very little about whether a supplier can make your company interesting. We make animated video for B2B and tech companies, and we've worked with over 200 companies since 2019 from our studio in London.

Yes. Send us your URL and we'll make a free sample based on the messaging on your site, back within 48 hours, and you never pay for it.

You don't need a brief, a script or a call booked first. Most teams use it to judge the style and the pacing on their own brand before they go and gather material from their own people, which is a sensible order to do it in.