Job ads all look the same — and what comes in doesn't fit.
TypicalWhoever reads the ad learns nothing that convinces them — so salary ends up deciding.
Recruitment video for companies
Applications from people who actually fit.
Good people do not apply to job ads — they apply to people and to a working day they can actually see.
Results in numbers
0+Projects delivered
0+Years of experience
0,0Stars on Google
Already winning
01The problem
Sound familiar?
Three situations HR faces every day.
If one of these applies to you, budget is rarely the reason — candidates simply cannot see what working with you is actually like.
Bigger competitors lure with salaries you don't want to pay — or can't.
TypicalYou will not beat corporate salaries with money, but with what daily work at your place actually looks like.
Candidates google you — and find nothing that sticks.
TypicalWhat candidates cannot see, they cannot find attractive. They drop out again.
02The solution
The solution
One production. Several recruiting channels.
One efficient shooting day produces everything you need for your careers page, job ads and social.
The resultIn the end you have videos that attract the right talents and filter out the wrong ones upfront: the people, the everyday life, the culture — what it's really like. The result: better-fitting applications, shorter recruiting processes and employees who stay.
Careers page
Hero version 16:9, 90–120 seconds — the centrepiece of your careers page.
Job ads
Short version 9:16, 30–45 seconds — for job boards and your own postings.
LinkedIn & Instagram
Two additional reels from the same material — without another shooting day.
Trade fairs & onboarding
The same assets keep working at your booth and on day one for new hires.
1Which produces material for
Careers pageJob adsLinkedInInstagramTrade fairsOnboarding
03Examples
Recruitment films that ran
Examples from the portfolio.
Two productions, two industries — both with real employees in front of the camera.
Recruiting / Employer branding
Recruiting / Employer branding04The process
What clients say afterwards
Same problems. Solved.
A selection of projects around visibility, recruiting and growth.
“Oliver hatte ein gutes Gespür für Bildsprache, Atmosphäre und Details und hat unsere Praxis authentisch und modern eingefangen. Klare Kommunikation, schnelle Umsetzung — uneingeschränkt weiterzuempfehlen.”
“Ein schnelles, klares Briefing — Oliver hat sofort verstanden, was wir brauchen, und uns ein passgenaues Konzept erstellt. Wer einen modernen, kommunikativen Videografen sucht, ist bei ihm genau richtig.”
“Oliver hat meine Arbeit und meine Geschichte in einem cineastischen Imagefilm perfekt eingefangen — professionelles Licht, gestochen scharfe 4K-Aufnahmen, exzellenter Sound. Rundum professionell und kreativ.”
05Deliverables
The process
From HR briefing to handover.
Six steps on a clear schedule. You always know what comes next.
Step01
Recruiting briefing
With HR and leadership: which roles, which target groups, which cultural anchors. Which candidates you want — and which you deliberately do not.
Step02
Casting & concept
Selecting three to five employees, pre-interviews to build trust, a shooting concept without a script — themes instead of set lines.
Step03
Shooting days on site
1.5 production days: interviews with the selected employees, cinematic footage of the real working day. No staged scenes.
Step04
Post-production
Rough cut, sound design, colour grading, branding elements and subtitles — for the main version plus all cuts and reels.
Step05
Review round
Joint review with HR and leadership, feedback bundled, one agreed round of adjustments.
Step06
Handover
Hero version for the careers page, cuts for job ads, two additional reels — every format ready to use.
06Investment
What is included
Everything in, clearly defined.
No modular pricing with asterisks — this is the scope you get.
Preparation
Concept call and recruiting strategy briefing with HR and leadership. The result is a sharp brief instead of vague wishes.
Shooting on site
1.5 production days: interviews with three to five employees plus cinematic footage of the real working day.
Finished formats
Hero version 16:9 for the careers page, short version 9:16 for job ads and social, plus two additional reels.
Finishing
Sound design, colour grading, subtitles and licensed music — ready to publish, nothing added later.
What's included
- Concept call & recruiting strategy briefing
- 1.5 production days on site
- Employee interviews (3–5 people)
- Cinematic B-roll of everyday work
- Hero version 16:9 for the career page
- Short version 9:16 for job ads & social
- 2 additional reels from the material
- Sound design · grading · subtitles · music
Who it's for
Companies filling positions the market is bidding on.
Teams that want to lower fluctuation and integrate new people faster.
Brands holding their own against bigger competitors in the talent shortage.
Model & timeframe
Bookable on its own or combined with the brand film.
07Questions
Investment
Tailored to your hiring needs.
20–50k €
What one unfilled role costs per year
1.5
Production days on site
3–5
Employees on camera
50+
Projects delivered
I do not work with rigid packages. The scope depends on how many roles you need to fill, how many locations are involved and which formats you actually need. After the first call you get a transparent breakdown built around your situation.
No fixed packages
Transparent breakdown
First call non-binding
For contextAn unfilled skilled position quickly costs a company 20,000 to 50,000 € per year — through lost revenue, overtime across the team and repeated job postings.
08Contact
What clients ask first
Questions that always come up.
How many employees should speak on camera?
Three to five people are enough for a strong recruitment video. The selection matters more than the number: different roles, different generations, different paths into the company. That way candidates recognise themselves, whichever direction they come from.
How do you get camera-shy employees to open up without it looking staged?
Preparation. Before the shoot I go through the key messages with each interviewee — no script, just themes. On the day I ask questions that trigger stories rather than statements. It sounds real because it is real.
Can we use the film for several open positions?
Yes, that is the standard case. The main video shows culture and people, not one specific role. For targeted job ads I can cut role-specific versions from the same material — one production, several vacancies covered.
Do we need a script beforehand or is a briefing enough?
A good briefing is enough. We develop themes, cultural anchors and key messages together. A classic script would turn your recruitment video into an advert — exactly what we want to avoid.
How long can a recruitment video be used before it feels dated?
With a solid concept, two to three years. The visual language is timeless and the statements are about culture and people rather than trends. If bigger changes happen, we add a refresh shoot.
What happens to the image rights of the people filmed?
Model releases are signed on the shooting day. They cover platforms, usage period and withdrawal options, so you have legal certainty for the agreed areas of use.
09Contact
Next step
Let us talk about your open roles.
In a first call we work out whether a recruitment video is the right lever for your situation — no obligation, no sales pressure.