The role
Who you need and what a day involves.
Video Production
Show the job before the interview.
Show candidates the real workplace, people and day-to-day work, so they have useful information before applying. Your team confirms the job facts and permissions.
Answer these before we film.
The conditions
The genuine benefits and hard parts.
The audience
Where candidates will watch.
Answer these before we film.
| Question | Example answer |
|---|---|
| Which role, or roles, is this for? | Field technicians, front-desk staff, project managers |
| Who are you trying to reach? | People with the skills, wherever they work today |
| What does a normal day look like? | Where they start, what they do, who they work with |
| What's genuinely good about the job? | Training, tools, schedule, team, growth: only what's true |
| What's hard about it? | Heat, early starts, travel. Show the actual working conditions |
| Where will the video run? | Careers page, job posts, social media, job fairs |
The answers become the shot list. If the answers are vague, the video will be too.
Your team on camera.
Willing people
Employees choose whether to appear.
Permission and preparation
Releases and open interview questions.
Safe filming
Your site rules and approved access.
Your team on camera.
- Real employees, not actors. Their own descriptions show what the role involves.
- Voluntary. Nobody has to appear, and saying no has no consequences. Everyone featured signs a release.
- Prepared, not scripted. We interview people about their work and build the video from what they say.
- Safe on set. On job sites we follow your safety rules: protective equipment, sign-in and no-go areas.
What recruiting videos can't say.
Current facts
Your team supplies duties, pay and benefits.
Qualified review
HR checks wording and participant selection.
Intended placement
Flag paid employment ads before approval.
What recruiting videos can't say.
The EEOC identifies protected characteristics that must not be used to discourage applicants in job advertisements. Your HR or qualified reviewer checks the proposed wording and participant selection. EEOC guidance on job advertisements.
Benefits, pay, schedules and duties need current facts supplied by your team. If the video will run as a paid recruiting ad, flag that use before the script is approved.
Deliverables, scoped to how you hire.
Main film
Length and purpose agreed in the brief.
Short clips
The versions your hiring channels need.
Supporting images
Photos and conditional drone scenes in scope.
Deliverables, scoped to how you hire.
- A main recruiting video for your careers page, with length agreed in the brief.
- Short vertical clips for job posts and social media: "a day in the role", "meet the team", "where you'll work".
- Photos for your careers page.
- Drone shots of a site or campus, where airspace allows.
Recruiting videos
Real people. Real work.
Short interviews with your team, cut with the work they actually do, so the right candidates can picture the job.
Questions about recruiting videos.
Scope, rights and timing, before the shoot.
Can we film on a job site?
Yes, with the site owner's permission and your safety rules. We plan shots around active work so nobody's put at risk.
Should we show pay in the video?
Only if it's accurate and you're comfortable with it being public. Job posts can change; a video lasts longer.
What if an employee leaves after the video is made?
It happens. We can plan cutdowns that don't depend on one person. If someone who leaves asks to come down, the release explains what can and can't be recalled.
Can you run the job ads too?
For monthly clients, ads are a choice inside the plan; for a one-off project, ads management can be added. Job ads follow each platform's employment-ad rules.
What should your business show next?
Tell us the goal and where the content will be used. A 15-minute call comes before your written proposal.