Applications get lost
Job ads all look the same. What comes in often doesn't fit. What's missing: an impression that sticks and pre-sorts.
Tier · Employer brand
Applications from peoplewho actually fit your team.
A recruiting video that shows what it's really like at your company.
The people, the day-to-day, the culture — on your careers page, in job ads, in social reels. Better-fitting applications, not just more of them.
The problemThree situations
Three situations
HR faces every single day.
Anyone filling roles knows this reality — it's not new, but it's getting sharper. A job ad alone no longer cuts it in most markets.
Competitors pay more
Larger firms lure talent with salaries you don't want — or can't — match. But salary isn't the only argument. Culture and people are.
Attrition costs twice
People who didn't know what they signed up for leave faster. Team frustration, vacancy costs, the whole process all over again.
20–50k €
cost of one unfilled skilled role per year — industry rule of thumb
~140d
average vacancy duration in shortage roles (Germany)
3 / 4
of candidates check the employer visually before applying
1×
shoot-day investment — produces all recruiting assets for 2–3 years
A job ad becomes a presence — one that shows why people don't just start with you, but stay.
The solutionOne production.
One production.
Multiple recruiting channels.
1.5 shoot days yield the formats your recruiting actually needs. One visual language, multiple cuts, a consistent presence — from the careers page to LinkedIn ads.
Careers page 16:9
Hero version 90–120 seconds — the film that runs prominently at the top of the careers page and gives candidates their first real impression.
Job ads 9:16
Short versions 30–45 seconds for LinkedIn and Meta ads — vertical, sound-optional, with a hook in the first 3 seconds.
Social reels
Two additional reels from the footage for Instagram, TikTok and LinkedIn — employee voices, BTS moments, cultural anchors.
The payoffWhat actually
What actually
shifts, measurably.
On the careers page, things happen up front that would otherwise come up in the first call. Four effects make your recruiting more efficient — from the first application through the probation wall.
Better-fitting applications
Self-selection happens before the application. Candidates who see your culture and don't recognize themselves simply don't apply. What lands in your inbox is closer to what you're actually looking for.
Shorter recruiting cycles
Less filtering means fewer first calls, fewer rejections, less time per role. You close vacancies faster without lowering the bar.
Hires who stay
People who knew what they were signing up for aren't disappointed by month six. Lower attrition, more stable teams, fewer onboarding loops.
Asset pool from one shoot day
Careers page, LinkedIn ads, Meta ads, social reels — everything from a single shoot, instead of producing fresh for every channel. One investment, multiple outputs.
Teams that no longer
want to recruit by luck.
- 01Companies filling roles the market is bidding against them on.
- 02Teams that want to lower attrition and onboard new hires faster.
- 03Brands holding their own against larger competitors in a tight talent market.
Typical trigger: Hiring push · generational change · new location · visible talent shortage
Recruiting films we've shippedExamples from
Examples from
the portfolio.
Recruiting and employer-branding projects only — no corporate films. Click a tile to open the film.
How we workFrom HR briefing
From HR briefing
to handover.
Six clean steps. Prep with HR runs deeper here than for a corporate film — and it pays off. Total timeline: 6–10 weeks.
Recruiting briefing
With HR and leadership: which roles, which audiences, which cultural anchors. Which candidates you want — and which you don't. The result is a sharp brief.
Casting & shoot concept
Selecting 3–5 team members, pre-interviews to build trust, a shoot plan without a script — instead, theme clusters and cultural anchors.
On-site shoot days
1.5 production days: interviews with the selected employees, cinematic B-roll of actual work life. No staged scenes.
Post-production
Rough cut, sound design, color grading, brand elements and subtitles — for the hero version plus every cut and reel.
Revision round
Joint review with HR and leadership, feedback consolidated, one agreed revision round with up to 90 minutes of editing time.
Handover
Hero version for the careers page, cuts for job ads, two additional reels — all formats ready to deploy across your recruiting channels.
What's includedEverything in,
Everything in,
clearly defined.
No "all included" hand-waving. These deliverables are part of the recruiting video — agreed, documented, locked into the quote.
- Concept call & recruiting-strategy briefing
- 1.5 production days on site
- Employee interviews (3–5 people)
- Cinematic B-roll of work life
- Hero version 16:9 (careers page, 90–120 sec.)
- Short version 9:16 (job ads, social, 30–45 sec.)
- 2 additional reels from the footage
- Sound design · color grading · subtitles (German)
- Brand elements · logo animations
- Licensed music
- Revision and adjustment phase (90 min.)
Tailored
to your recruiting need.
I work without fixed packages. Pricing depends on the number of roles or departments, the locations, the depth of preparation and the additional assets you want.
In the first call we clarify exactly what you need — and you get a transparent quote built for your recruiting situation. No haggling over standard packages, just an offer that fits the bottleneck role.
For context: One unfilled skilled role quickly costs a company €20,000 to €50,000 per year — through lost revenue, team overload and onboarding loops. A recruiting video that fills one role faster often pays for itself on the first hire.
Show optional add-ons
- Additional shoot dayWhen you need to cover multiple locations or include more team members.
- Role-specific cutsExtra edits per open role (e.g. nursing cut, IT cut, sales cut).
- Employee portraitsHigh-quality photos of the people on camera — for careers pages, LinkedIn and job postings.
- English language versionSubtitles or voice-over — essential for international teams or candidates from abroad.
- Multiple shoot locationsWhen your recruiting needs to work across sites — logistics and travel costs transparently calculated.
- Behind-the-scenes materialPhotos and short BTS cuts from the shoot day for social media and internal comms.
FAQ