Twelve real employer brand videos playing inside the placements they ran in, plus the length and ratio each platform publishes, three scripts, the consent you need, and four ways to produce them. Canonical: https://recruitmentads.com/employer-branding/video Employer brand video # Employer Brand Video: 12 Real Examples and How Each One Was Made Twelve real employer videos, playing inside the placements they ran in. Six from one employer on one template, six across five platforms. Plus the length each platform actually allows, three scripts you can shoot this week, and the consent you need before anyone appears on camera. Niels GeominyPublished 1 September 2026Last updated 1 September 2026 An employer brand video is video made to show people what working somewhere is actually like, so that candidates who would fit recognise themselves in it and candidates who would not rule themselves out. It sells the employer rather than a single vacancy, which is the one line that separates it from everything else in a hiring feed. This page has twelve of them playing on it, all ours, all already public, each one shown inside the placement it ran in rather than in a generic player. Six are from one employer publishing on the same template, one role at a time. Six are from six different employers across LinkedIn, Instagram, Facebook, TikTok and YouTube. Then the parts every other page on this subject leaves out: what each platform actually allows for length and ratio, with the platform's own page and our read date against every figure; three scripts written to be filmed rather than admired; and the consent you need signed before a colleague appears in anything you are going to put money behind. [Watch the twelve](https://recruitmentads.com/employer-branding/video#examples)[Take the three scripts](https://recruitmentads.com/employer-branding/video#scripts) On this page - [What is an employer brand video?](https://recruitmentads.com/employer-branding/video#what-is) - [Employer brand video examples, in the placement each one ran in](https://recruitmentads.com/employer-branding/video#examples) - [Five types of employer brand video, from culture film to per-role](https://recruitmentads.com/employer-branding/video#types) - [How long an employer brand video should be, by platform](https://recruitmentads.com/employer-branding/video#length) - [Three employer brand video scripts you can film this week](https://recruitmentads.com/employer-branding/video#scripts) - [How to make an employer brand video from a job post](https://recruitmentads.com/employer-branding/video#workflow) - [Before you film: consent, sign-off and reuse](https://recruitmentads.com/employer-branding/video#governance) - [Four ways to produce employer brand video](https://recruitmentads.com/employer-branding/video#production) - [Questions about employer brand video](https://recruitmentads.com/employer-branding/video#questions) - [Start with the layer you can keep up](https://recruitmentads.com/employer-branding/video#make-one) ## What is an employer brand video? An employer brand video is a video that markets an employer to candidates rather than marketing one job. It shows the people, the work and the conditions, so a viewer can judge whether they would fit before any vacancy is mentioned. Culture films, employee stories and value proposition videos are all versions of it. The distinction that actually matters in a media plan is the one between an employer brand video and a video for a single opening. A video for one opening has a job number attached, a closing date and a defined audience, and it is judged on applications. An employer brand video has no closing date, gets reused for a year, and is judged on whether the right people recognise something true in it. Most teams need both, and most teams only budget for one. That difference decides the length, the format and the money. A brand video can afford forty-five seconds because a viewer who is interested in you has already chosen to be there. A video for a live role is competing with a thumb in a cold feed and rarely earns more than fifteen. Get these two the wrong way round, which is the single most common mistake on this subject, and you spend a culture film's budget on something that gets skipped in two seconds. The second confusion is with video interviewing, which is a screening tool candidates record for you. That is a different product category entirely and has nothing to do with anything on this page. If what you actually need is a video for one open role rather than for the brand, that is a recruitment video, and it has its own page. [See how recruitment video works](https://recruitmentads.com/recruitment-video) ## Employer brand video examples, in the placement each one ran in Twelve videos, all made with our product for real employers, all already public. Every one plays here inside the chrome of the placement it ran in: a LinkedIn ad reads as a LinkedIn ad, a TikTok ad reads as a TikTok ad, at the ratio it was cut for. That is deliberate. A video judged in a wide player and the same video judged in a feed are two different pieces of work, and only one of those judgements is the one that counts. Each entry follows the same three-part read: what happens in the first two seconds, why it works as employer brand rather than just as an ad, and what we would change. We built all twelve, so the third part is first-hand rather than polite. The caption and headline text in each frame is written to the character counts the platform documents, so the frame demonstrates the real limit instead of showing placeholder text. It is illustrative. It is not a transcript of the post each video actually ran with. Every entry says No result data. That is not modesty and it is not an oversight. We hold two first-party performance figures and neither has been through customer verification yet, so neither is on this page. Nearly every example gallery ranking for this query asserts that its picks worked, and almost none of them links to anything you could check. We would rather say nothing than join in. ### One employer, six roles, one template Dunhill Professional Search recruits for cleared federal IT roles in and around Washington, DC. All six went out on their own company page: same template, same fourteen seconds, same square frame, different role each time. Watch two of them back to back and the argument this page is making arrives without being stated. An employer brand is not a film you commission once, it is a format people start recognising. Per-role video, cleared federal ITLinkedIn feed, 1:1, 14.04 seconds ### Dunhill: Release Engineer SME, 1:1 square, LinkedIn Made with RecruitmentAds.com for Dunhill Professional Search & Government Solutions. LinkedIn feed, 1:1, 14.04 seconds. The hook A woman in an office with a city skyline behind her is mid-sentence at half a second, with "Release Engineer SME, TS/SCI Clearance" stacked beside her and the Dunhill mark in the corner. By two seconds three facts have stacked underneath: three days a week onsite in Arlington, VA, a band of $130k to $200k, and a note about the regulated government setting. Why it works Dunhill recruits for cleared federal IT roles where neither the staff nor the sites can be filmed, and their customer story says plainly that the professional on screen is a generated stand-in. Putting the clearance level in the headline disqualifies most of the feed on purpose, which is exactly what you want when the eligible pool is that small. A salary band arriving at two seconds is rare on LinkedIn. What we would change The fourth bullet, two lines on CI/CD pipelines, is the one we would trim. A shorter card there gives the Apply now button more room to land. Result: No result data. Per-role video, management gradeLinkedIn feed, 1:1, 14.04 seconds ### Dunhill: Service Desk Program Manager, 1:1 square, LinkedIn Made with RecruitmentAds.com for Dunhill Professional Search & Government Solutions. LinkedIn feed, 1:1, 14.04 seconds. The hook Same template, same fourteen seconds, a different person and a different set of four facts: Service Desk Program Manager, Secret clearance, onsite in Arlington, VA, and a band of $150,000 to $176,000. Why it works Read this one straight after the Release Engineer and the point of the whole section arrives on its own. Nothing about the brand moved. The frame, the type, the colour and the pace are identical, so the only variables a viewer processes are the role and the money. That is what a template buys you: after four or five posts, the format itself starts carrying recognition, and the recruiter never has to argue about design again. What we would change A management role can carry one line the individual-contributor posts cannot, which is the size of the team. We would spend a bullet on it. Result: No result data. Per-role video, early careerLinkedIn feed, 1:1, 14.04 seconds ### Dunhill: Jr. Software Developer, 1:1 square, LinkedIn Made with RecruitmentAds.com for Dunhill Professional Search & Government Solutions. LinkedIn feed, 1:1, 14.04 seconds. The hook The junior role in the same frame: Jr. Software Developer, Active Secret clearance, remote near San Antonio, TX or Washington, DC, and a band of $60,400 to $95,000. Why it works The band here is a third of the Release Engineer's and the video says so with the same confidence. Employers who only publish their senior roles teach the feed that they are a senior-only employer, which is a brand position nobody chooses on purpose. Publishing the junior role in the identical format says the opposite, and it says it to the audience that most needs to hear it. What we would change Early-career candidates decide on what happens after the offer as much as on the offer. We would trade one requirement bullet for what the first six months look like. Result: No result data. Per-role video, remoteLinkedIn feed, 1:1, 14.04 seconds ### Dunhill: Database Engineer, 1:1 square, LinkedIn Made with RecruitmentAds.com for Dunhill Professional Search & Government Solutions. LinkedIn feed, 1:1, 14.04 seconds. The hook Database Engineer, Secret clearance, remote from Washington, DC or San Antonio, TX, $97,300 to $130,452. Why it works The salary is precise to the dollar, $130,452 rather than a rounded ceiling, because it came off the vacancy rather than out of a copywriter's head. Precision of that kind is a trust signal candidates read instantly, and it is a side effect of building the video from the job post instead of from a brief. What we would change Remote is the strongest word in this ad and it is currently the third thing on screen. We would put it in the headline beside the role. Result: No result data. Per-role video, hybridLinkedIn feed, 1:1, 14.04 seconds ### Dunhill: Asset Manager, 1:1 square, LinkedIn Made with RecruitmentAds.com for Dunhill Professional Search & Government Solutions. LinkedIn feed, 1:1, 14.04 seconds. The hook Asset Manager, a federal environment, hybrid at three days a week in Washington, DC, $140,000 to $170,000. Why it works Three days a week is the fact most employers bury and most candidates screen on first. Naming it on the creative, in the same slot where the other five posts name their location arrangement, means nobody applies under a misunderstanding and nobody withdraws at offer stage over commuting. What we would change Asset Manager means different things in different sectors. We would add the two words that disambiguate it, in the headline, where a scanner cannot miss them. Result: No result data. Per-role video, no published salaryLinkedIn feed, 1:1, 14.04 seconds ### Dunhill: Service Desk Manager, 1:1 square, LinkedIn Made with RecruitmentAds.com for Dunhill Professional Search & Government Solutions. LinkedIn feed, 1:1, 14.04 seconds. The hook Service Desk Manager, on a federal identity and authentication programme. This is the one video in the set with no salary band on it. Why it works It is here precisely because the number is missing. Sitting sixth in a set of six, the gap is visible: five posts named the money and this one did not, and the eye goes straight to the hole. That is the honest version of what a template does to a hiring programme. It does not just standardise the good posts, it makes the incomplete ones obvious enough to fix. What we would change Publish the band. If a client genuinely will not release one, name the thing that moves it, the clearance level or the programme, so the space is doing work instead of sitting empty. Result: No result data. The six Dunhill videos above, and the five screens their recruiters run to make them, are documented in full in the Dunhill customer story. [Read the Dunhill story](https://recruitmentads.com/customers/dunhill) ### Six employers, five platforms, four ratios The same discipline, spread out. A staffing giant, a defence workshop, an accountancy firm, a Belgian fabricator, a Dutch technical group and a cross-border construction hire, on LinkedIn, Instagram feed, Facebook feed, Reels, TikTok and YouTube. Each is shown at the ratio it was actually cut for, inside the chrome of the placement it ran in. Event video, no vacancy attachedLinkedIn feed, 1:1, 13.08 seconds ### Kremer: open evening invitation, 1:1 square, LinkedIn Made with RecruitmentAds.com for Kremer. LinkedIn feed, 1:1, 13.08 seconds. The hook Two people talk across a workbench in a Kremer workshop, one holding a clipboard, with a red INLOOPAVOND tag already pinned top right at half a second. By two seconds "INLOOPAVOND BIJ KREMER" is set across the middle and the date and time, 21 mei, 16.30 to 18.30, has arrived in the first green pill. Why it works This is the employer-brand video almost nobody makes, and it is the one that converts a cold local audience fastest. There is no role to be rejected from, so the ask is to turn up on a Wednesday rather than to finish an application form. The two lower pills still filter, naming the disciplines Kremer wants, electrical engineering and industrial automation, then energy, security, ICT and technical management. The ad narrows its audience without naming a single job title. What we would change The date is the entire point, and it shares its styling with the two pills below it. We would give it its own visual weight and add the address. Result: No result data. Volume hiring, hourly pay on the creativeInstagram feed, 4:5, 7.72 seconds ### Randstad: scooter courier role, 4:5 feed, Instagram Made with RecruitmentAds.com for Randstad. Instagram feed, 4:5, 7.72 seconds. The hook A courier sits on a parked scooter with an Uber Eats box on the back, and the line "word bezorger op de scooter in Rotterdam" is already on screen at half a second. By two seconds the pay, 14,40 to 15,40 per hour, has landed underneath it. Why it works Employer brand at the volume end of the market is not a film about values, it is whether the pay is legible in the first two seconds. The role, the city and the money all land before anyone decides to keep scrolling. Randstad's navy and green carry the branding without a logo lockup eating the frame, and the delivery box in the shot tells you who you would actually be riding for. What we would change The closing frame swaps the footage for a flat navy end card. Next time we would test holding the rider on screen to the end, logos over the footage, so the ad keeps moving until the last frame. Result: No result data. Professional services, brand asset in the frameFacebook feed, 4:5, 12.05 seconds ### Grant Thornton: Economic Consulting Analyst, 4:5 feed, Facebook Made with RecruitmentAds.com for Grant Thornton. Facebook feed, 4:5, 12.05 seconds. The hook A purple panel wipes down over a yellow band and the line "Join Grant Thornton as Economic Consulting Analyst" is already set at half a second. By two seconds a consultant has appeared in the curved cutout below it, smiling at the lens, with the Grant Thornton mark parked bottom left. Why it works Naming the firm and the job in one sentence means the first frame still works for everyone who watches nothing else. The curved cutout is a real Grant Thornton asset rather than a stock motion template, so this reads as Grant Thornton before you find the logo, which is the whole job of an employer-brand system in a feed. Later frames swap the person and move the copy to the role plus two facts. Sell first, qualify second, in that order. What we would change Twelve seconds is generous for a feed placement. We would test an eight second cut with the London line earlier, because location filters candidates faster than a responsibility bullet does. Result: No result data. Workplace as the qualifierInstagram Reels, 9:16, 8.04 seconds ### Profield: defence vehicle mechanic, 9:16 vertical, Instagram Reels Made with RecruitmentAds.com for Profield. Instagram Reels, 9:16, 8.04 seconds. The hook A mechanic lifts an oversized open-ended spanner off a case in a workshop, and "VACATURE: Monteur Defensievoertuigen" is fading up over him inside the first half second. By two seconds the gross monthly band of €2.500 to €4.000, a line about a family firm in Amersfoort, and a purple Meer informatie button have all arrived. Why it works The workshop is the workplace, so the footage qualifies the viewer before a word of copy does. That is the cheapest employer-brand move there is and most employers skip it in favour of an office atrium nobody works in. Three bullets is the right ceiling for a reel, and these three answer money, location and team in that order. Ending on the subject turning to camera with the spanner still in his hand is a stronger closing frame than a logo card. What we would change The most interesting thing in the ad, building unique military vehicles, sits in the third bullet. We would test it in the headline, where a fast scroller cannot miss it. Result: No result data. The craft itself as the hookTikTok in-feed, 9:16, 7.38 seconds ### Vytech: welder and fabricator, 9:16 vertical, TikTok Made with RecruitmentAds.com for Vytech. TikTok in-feed, 9:16, 7.38 seconds. The hook A welder in a full mask works through a bright blue plume of arc light at half a second, with "Constructeur - lasser" already set over it and the Vytech Industrial Solutions logo boxed top left. The first bullet, on the salary package, is fading in underneath by two seconds. Why it works The arc is the hook and it needs no explanation, which is the right bet in a placement where the first frame is the whole audition. White type survives against both the bright plume and the darker frames that follow, because it stays in the left column where the footage keeps out of its way. The benefits named, meal vouchers, bike lease and a bonus system, are the specific Belgian package rather than generic perks, so a welder reading it can price the job. What we would change The arc footage is the strongest material in the ad and it ends around four seconds. We would bring it back for the closing frame, so the ad ends as strong as it opens. Result: No result data. Cross-border hiring, in the candidate's languageYouTube in-stream, 16:9, 14.04 seconds ### Haldu Groep: metal stud fitters, in Polish, 16:9 landscape, YouTube Made with RecruitmentAds.com for Haldu Groep. YouTube in-stream, 16:9, 14.04 seconds. The hook Three fitters install metal stud framing on an unfinished floor, under a blue bar carrying a phone number and [\[email protected\]](https://recruitmentads.com/cdn-cgi/l/email-protection), and nothing else for the first second. By two seconds the Polish headline "Oferta pracy: Monterzy Metal Stud w Rijswijk, Holandia" has landed with a Dutch flag beside it and the orange Haldu Groep badge in the corner. Why it works The video is written in Polish for Polish tradespeople and advertises work in the Netherlands, which is a cross-border employer-brand problem most template systems cannot handle at all. Landscape has room to breathe, so holding unedited site footage for a full second before any text is a fair trade here. All four bullets are logistics: weekly pay, free accommodation with a private room, an immediate start, and a category B licence. That is what this audience decides on, and pretending otherwise with a values montage would insult them. What we would change The top bar carries a phone number, which is a hard action to take from a video placement. We would test that space on the pay figure and keep the number for the landing page. Result: No result data. Fifteen recruitment ads, ours and other people's, are taken apart line by line on [our examples page](https://recruitmentads.com/examples). The LinkedIn cuts, and what a square costs you in feed height there, are on our LinkedIn examples page. [See the LinkedIn examples](https://recruitmentads.com/examples/linkedin) The vertical cuts and what Reels chrome covers are on our Instagram examples page. [See the Instagram examples](https://recruitmentads.com/examples/instagram) The same creative in Facebook Feed chrome, at three different ratios, is on our Facebook examples page. [See the Facebook examples](https://recruitmentads.com/examples/facebook) To see your own cut inside these frames, with the documented safe zones drawn on it, use the free ad mockup tool. [Open the free ad mockup tool](https://recruitmentads.com/free-tools/ad-mockup) ## Five types of employer brand video, from culture film to per-role Almost everything published under this heading is one of five things. They are not interchangeable, they cost wildly different amounts, and the most expensive one is the one most teams reach for first and use least. ### Company culture video The flagship. Three to five minutes at most, usually much less, showing the people and the place and making one argument about what it is like to work there. It is the one people mean when they say employer brand video, and it is the one that ends up on the careers page rather than in a paid feed. Good for Anchoring a careers page, opening a hiring day, closing a candidate who is already interested, and giving every other piece of content its raw material. The trap Making it about the building. Offices, atriums, drone shots and logo animations appear in none of the culture videos anyone remembers and in most of the ones nobody watches. Company values videos fail the same way: the value on screen means nothing, the story that proves it means everything. You do not need one if you have fewer than about thirty people and no fixed workplace. Two employee stories will do more, cost a tenth as much, and stay true for longer. Humour is the one employer-brand register that travels furthest on its own, and the ads that pulled it off are collected on [our funny job ads page](https://recruitmentads.com/examples/funny-job-ads). ### Employee testimonial video One colleague, talking, about their own experience. Thirty seconds to two minutes. The cheapest genuinely persuasive thing a hiring team can make, and the one that scales without ever looking repetitive, because the people are different every time. Good for Answering the questions candidates will not ask you directly, filling a content calendar for a year off one afternoon of filming, and giving a specific function or location its own voice. The trap Asking what they love about the company. That question produces the word culture and nothing you can cut. The ten questions further down this page exist to solve exactly this. You do not need one from your longest-serving employee. You need one from somebody who joined in the last eighteen months, because they can still remember what they were worried about. ### Employee spotlight video A close cousin of the testimonial and often confused with it. The spotlight is about the person and their work, not about the employer. Fifteen to sixty seconds, usually vertical, usually part of a series. Good for Social feeds, function-specific hiring, and showing career paths that a job description cannot describe. A spotlight series is the closest thing there is to a day in the life video that a candidate will actually believe. The trap Turning it into a nomination. If the format reads as employee of the month, it stops being a recruitment asset and becomes an internal one. You do not need one for every team. Pick the three roles you hire for repeatedly and spotlight those, because the ones you hire for once do not repay the effort. ### Employee value proposition video The EVP video sits above all the others: it states the deal on offer, the thing you give people in exchange for what they give you, and it is usually the most expensive and least frequently made piece in the set. Good for Launching or relaunching an employer brand internally and externally in the same week, and giving every recruiter and hiring manager one agreed version of the story. The trap Writing it before the EVP is agreed. A video cannot settle an argument the leadership team has not had, and the ones made too early are the ones nobody links to a year later. You do not need one at all until the EVP exists on paper and survives contact with three employees who did not write it. ### Per-role videos, the volume layer One short video per open role, on the same brand template, published continuously. Ten to fifteen seconds. Individually unremarkable and collectively the thing that does the actual work. Good for Everything the four formats above cannot do, which is be there every week. The six Dunhill videos at the top of this page are this format, and read together they build recognition that no single film buys. The trap Treating it as a shrunken culture film. It is a card with a pulse. Every fact on it has to be checkable, and if you have nothing checkable to put on it, the job post is the problem. You do not need a camera for this one, which is why most employers never build the layer at all. It comes out of the job post. The difference between a job ad and a job posting decides which of these five formats you need, and that is unpicked in [what is a job ad](https://recruitmentads.com/resources/guides/what-is-a-job-ad). The order teams usually attempt these is EVP video, culture film, testimonials, spotlights, per-role. The order that works is almost exactly backwards. Start with the layer you can sustain, because an employer brand is a thing people recognise, and recognition is a function of frequency long before it is a function of budget. ## How long an employer brand video should be, by platform Every page ranking for this query tells you to keep it short, and not one of them states a number that any platform actually publishes. Here are the figures, each with the platform's own page and the date we read it. Where a platform publishes nothing, that absence is itself the finding. The type column is the platform's own classification, never our reading of it. A technical requirement is enforced. A design recommendation is advice you can ignore, and often should. | Placement | Ratio | Length | Type | Safe zone | Source | | --------------------------------------------------------------------------------------------------- | ---------------- | ---------------------------------------------------------------------------------- | --------------------- | ---------------------------------------------------------------------------------------------------------------------------- | -------------------------------------------------------------------------------------------------------------------------------------- | | LinkedIn feed[Full spec](https://recruitmentads.com/free-tools/ad-mockup/linkedin) | 1:1, 4:5 or 16:9 | 3 seconds to 30 minutes | Technical requirement | None published, for any LinkedIn ad format | [LinkedIn Help Centre, video ads ](https://www.linkedin.com/help/lms/answer/a424737)Read 16 August 2026 | | LinkedIn feed, recommended[Full spec](https://recruitmentads.com/free-tools/ad-mockup/linkedin) | 1:1, 4:5 or 16:9 | 15 to 30 seconds for all placements | Design recommendation | None published | [LinkedIn Help Centre, video ads ](https://www.linkedin.com/help/lms/answer/a424737)Read 16 August 2026 | | Instagram Reels[Full spec](https://recruitmentads.com/free-tools/ad-mockup/instagram) | 9:16 | 0 seconds to 15 minutes | Technical requirement | Top 14% (250 px), bottom 20% (340 px) | [Meta Ads Guide, Instagram Reels video ](https://www.facebook.com/business/ads-guide/update/video/instagram-reels)Read 5 August 2026 | | Instagram Stories[Full spec](https://recruitmentads.com/free-tools/ad-mockup/instagram) | 9:16 | 1 second to 60 minutes | Technical requirement | Top 14% (250 px), bottom 20% (340 px) | [Meta Ads Guide, Instagram Stories video ](https://www.facebook.com/business/ads-guide/update/video/instagram-story)Read 5 August 2026 | | Instagram feed[Full spec](https://recruitmentads.com/free-tools/ad-mockup/instagram) | 4:5 or 1:1 | Follows the Reels figure; Meta publishes no separate feed cap | Not published | None published for 4:5 or 1:1. Meta's safe-zone page covers only 9:16 feed video, which it points back at the Reels guidance | [Meta Ads Guide, Instagram Reels video ](https://www.facebook.com/business/ads-guide/update/video/instagram-reels)Read 5 August 2026 | | Facebook feed[Full spec](https://recruitmentads.com/free-tools/ad-mockup/facebook) | 4:5 | 1 second to 241 minutes | Technical requirement | None published for feed | [Meta Ads Guide, Facebook Feed video ](https://en-gb.facebook.com/business/ads-guide/update/video/facebook-feed)Read 16 August 2026 | | TikTok in-feed, auction[Full spec](https://recruitmentads.com/free-tools/ad-mockup/tiktok) | 9:16 | Up to 10 minutes | Technical requirement | Documented; the tool page carries the figures | [TikTok Ads Help, auction in-feed ads ](https://ads.tiktok.com/help/article/tiktok-auction-in-feed-ads)Read 5 August 2026 | | YouTube skippable in-stream[Full spec](https://recruitmentads.com/free-tools/ad-mockup/youtube) | 16:9 | No published maximum, under 3 minutes recommended. Viewer can skip after 5 seconds | Design recommendation | Player controls overlay the bottom of the frame | [Google Ads Help, skippable in-stream ](https://support.google.com/google-ads/answer/6055025?hl=en)Read 16 August 2026 | | YouTube non-skippable in-stream[Full spec](https://recruitmentads.com/free-tools/ad-mockup/youtube) | 16:9 | 30 seconds in auction, 60 seconds in reservation | Technical requirement | Player controls overlay the bottom of the frame | [Google Advertising Policies, video ad requirements ](https://support.google.com/adspolicy/answer/2679940?hl=en)Read 16 August 2026 | | YouTube bumper[Full spec](https://recruitmentads.com/free-tools/ad-mockup/youtube) | 16:9 | Up to 6 seconds | Technical requirement | Player controls overlay the bottom of the frame | [Google Ads Help, non-skippable in-stream ](https://support.google.com/google-ads/answer/11462260?hl=en)Read 16 August 2026 | Each row links to the tool page that carries the full specification, and the mockup tool draws the documented safe zones on your own file. [Open the free ad mockup tool](https://recruitmentads.com/free-tools/ad-mockup) ### What our own twelve actually run Received wisdom on this subject, including the AI answer Google currently shows for company culture video, puts an employer video at one to three minutes. The twelve on this page run a lot shorter than that. The eight product-made ads measure 7.38 to 14.04 seconds, taken with ffprobe, on the files at the URLs this page plays on 19 August 2026, not read off a format label. Dunhill's six are 14.04 seconds each at 1080 by 1080. Both things are true at once, and the resolution is the one the whole industry keeps skipping. A culture film on a careers page and a per-role ad in a cold feed are not the same object and cannot share a length. One is watched by people who chose to be there. The other has about two seconds to earn the third. ## Three employer brand video scripts you can film this week Not treatments and not storyboards. Three scripts with the beats timed, the shots named and the wording written, with the parts that change from one employer to the next marked in braces. One needs a person and an afternoon, one needs no camera at all, and one needs a morning following a new joiner around. ### One employee, one claim: the thirty-second employee story The workhorse. One colleague, one specific thing that is true about working with you, said in their own words. This is the format that survives being cut into six pieces and posted for a year. Target length. 25 to 35 seconds in the cut, from about 20 minutes of talking What it takes. One person, one room, one afternoon. A phone on a tripod is enough. The one thing that breaks it. Asking someone what they love about the company. You will get the word culture and nothing you can use. Ask about a specific week instead, and let the claim emerge from the answer. one-employee-one-claim 5 beats, timings and wording included Copy the script {like this} is yours to replace. Everything else is wording you can keep. ### 010 to 2 seconds Copy beat Open on the strongest sentence in the whole interview, not on the beginning of it. Set their name, role and time served in the corner and leave it there. On screen. Your colleague already talking, mid-sentence, in the place they actually work. No title card, no logo animation, no drone shot of the building. ### 022 to 8 seconds Copy beat The setup for the claim. One sentence about the situation: the project, the shift, the customer, the problem. Concrete nouns only. On screen. Stay on them. Resist cutting away this early. ### 038 to 20 seconds Copy beat The claim itself, in their words. Something a competitor could not honestly say about themselves. If every line so far would fit any employer in your sector, you have not got the take yet. On screen. Cut to what they are describing, if you have it. Their screen, the bench, the ward, the van, the shop floor. Ten seconds of the actual work. ### 0420 to 28 seconds Copy beat The consequence. What that meant for them: what they learned, what changed, what they can now do that they could not before. This is the part candidates replay. On screen. Back to them, looking at the interviewer rather than the lens. ### 0528 to 32 seconds Copy beat {We are hiring {role} in {location}.} One line, one link. Never end a story with a slogan. On screen. Hold the last frame of them rather than cutting to a flat brand card. Set the wordmark over the footage. Cut a 9:16 version for Reels, Stories and TikTok in the same session, and keep the interview audio: the strongest twelve seconds usually make a better vertical than the thirty-second edit does. Copy the script ### The per-role video: fourteen seconds, no camera The volume layer. One of these per open role, on the same template, every week. This is the script behind the six Dunhill videos above, and it is the format that turns an employer brand from a project into a habit. Target length. 12 to 15 seconds What it takes. Nothing. It is built from the job post. The one thing that breaks it. Treating it as a shrunken version of the culture film. It is not a story, it is a card with a pulse. Everything on it has to be checkable. per-role-fourteen-seconds 5 beats, timings and wording included Copy the script {like this} is yours to replace. Everything else is wording you can keep. ### 010 to 2 seconds Copy beat {Role title}. {The one qualifier that disqualifies most of the feed.} On screen. Brand frame up, a person in it, the role title set beside them. The viewer knows who is hiring and for what before deciding anything. ### 022 to 5 seconds Copy beat {Pay or pay range.} Put a number on screen. If you cannot publish one, name the thing that moves it: the shift, the clearance, the licence, the experience band. On screen. First fact card slides in under the title. ### 035 to 9 seconds Copy beat {Location and working pattern.} {The one thing about this job that is true here and nowhere else.} Two facts, not five. On screen. Second and third fact cards. ### 049 to 12 seconds Copy beat {One requirement you would genuinely turn someone down for not having.} Not the wish list. The gate. On screen. Fourth card, or hold on the person. ### 0512 to 14 seconds Copy beat {Apply, and where.} One route, not three. On screen. Wordmark over the footage, action button inside the safe zone. Export square for LinkedIn, 4:5 for Meta feeds and 9:16 for Reels and TikTok from the same build. Do not crop a square down to vertical after the fact: the text was laid out for the frame it was written in. Copy the script ### The first week: what actually happens after the offer The question every serious candidate is asking privately and almost no employer answers. It is the highest-converting culture video most teams will ever make, and it needs no budget. Target length. 45 to 60 seconds What it takes. One morning, following one recent joiner around. The one thing that breaks it. Filming the induction slide deck. Film the coffee, the desk, the person who shows them where things are, the first real task. The mundane detail is the reassurance. first-week 5 beats, timings and wording included Copy the script {like this} is yours to replace. Everything else is wording you can keep. ### 010 to 3 seconds Copy beat {Name} started {three weeks} ago. This is what the first week looked like. On screen. Someone arriving. Front door, car park, gate, loading bay, whatever is real. ### 023 to 15 seconds Copy beat Name the person who met them and what that person's job is. Candidates want to know there is a human assigned to them, not a portal. On screen. Day one. The desk or the locker, the kit handover, who they met first. ### 0315 to 30 seconds Copy beat {What they did on day two or three.} Be specific enough that it could not be about a different company. This is where the video earns its keep. On screen. The first real piece of work, in progress. ### 0430 to 45 seconds Copy beat One line on what surprised them. Positive or negative, and if it is negative and you can live with it, keep it. That single admission does more for trust than the previous forty seconds. On screen. The joiner talking, briefly, unprompted. ### 0545 to 55 seconds Copy beat {We are hiring. {Role}, {location}.} Link in one place. On screen. The team, working, not posed. Wordmark over the footage. This one belongs on the careers page as much as in a feed, because it answers a question people ask after they have already found you. Copy the script ### Ten employee testimonial video questions that produce usable answers Interviews fail on the question, not on the person. These ten are ordered: the first three warm someone up, the middle four are where the usable material is, and the last three are the ones that produce the line you build the cut around. Ask them out of order and you will get adjectives. 1. What did you do before this, and what made you look? Establishes the audience. Every candidate watching is somewhere in the same story. 2. Walk me through last Tuesday. The single most productive question on the list. A named day forces a real answer, where what is a typical day gets you a shrug. 3. Who did you talk to most this week, and what about? Reveals how the work actually flows, which no org chart shows. 4. What is something you can do now that you could not do a year ago? Development, said as an outcome instead of as a training budget. 5. What is the hardest part of this job that people would not guess? The trust question. An answer here is worth more than any culture line, and it filters candidates who would not have lasted. 6. When something goes wrong, what happens next? Candidates are screening for blame culture and they will not ask you directly. Answer it before they have to. 7. Tell me about something you built or fixed that you are still pleased about. Produces the specific, checkable, sector-specific detail that no competitor could claim. 8. What surprised you in your first month? The line most likely to end up as the hook. Surprise is a story with the boring part already removed. 9. Who would love this job, and who would hate it? The best self-selection question there is. It gives a candidate permission to rule themselves out, which saves everyone a screening call. 10. What would you tell someone who had the offer in their hand and had not signed it? Ask it last. It is the closing line of the video and people answer it as one. Two rules for the room. Never ask a question that can be answered with a single word, and never accept the first version of an answer. The second time someone tells you something, they tell you the specific version. Copy the ten questions Employer branding video ideas are not the bottleneck. Every team has more ideas than they film. What stops the video getting made is that nobody wrote down which room, which person and which sentence, which is the only thing these three actually supply. The per-role script starts from the job ad, so if the ad is thin, fix that first with our free job ad template. [Get the free job ad template](https://recruitmentads.com/job-ad-template) ## How to make an employer brand video from a job post This is the per-role layer, the one you can sustain, and it is the workflow behind the six Dunhill videos at the top of this page. Their recruiters run it across about fifty open roles. There is no shoot to book and no agency brief to write. 1. Start from the live vacancy, not from a brief. Paste the URL. The vacancy already holds everything the video needs: the role, the location, the working pattern, the salary band, the qualifying requirement. Nothing gets rewritten, which is also why the numbers on the finished video are precise rather than rounded. 2. Pick who appears in it. You get several options for the same role and choose one. Every option sits inside your own brand template, so nothing off-brand can ship even when the person running it has never opened a design tool. 3. Add the voice-over. Pick an accent, then a voice. Feeds are watched with the sound off, so the voice-over is the layer that earns its keep on the careers page and in the placements where sound is on by default, not in a silent scroll. 4. Add the music. From a searchable library. Type a mood, audition tracks, lock one in. Keep the same track across a series and it becomes part of the recognition the template is building. 5. Export the ratios the placements need, then post. Square for LinkedIn, 4:5 for Meta feeds, 9:16 for Reels and TikTok, 16:9 for YouTube, from the same build. Do not crop one down to another afterwards: the text was laid out for the frame it was written in, and a crop puts your call to action under the platform's own buttons. The cadence is what makes it an employer brand exercise rather than an advertising one. One video per open role, published as the role opens, on the same template every time. Nobody remembers any individual post. After six weeks people recognise the format, and recognition is what you were buying all along. The step-by-step version of this workflow, screen by screen, is on how to make a recruitment video. [See the step-by-step version](https://recruitmentads.com/recruitment-video/how-to) Every video on this page was rendered inside a locked brand template, and the template library is here. [See the templates](https://recruitmentads.com/recruitment-video/templates) Where each of these videos gets posted, organically and paid, is covered on our social media recruiting page. [Read the social media recruiting guide](https://recruitmentads.com/social-media-recruiting) ## Before you film: consent, sign-off and reuse This is the part of the subject nobody writes about and every employer eventually runs into. A video with a colleague in it is a piece of media about a person, and the questions it raises do not go away because the mood on the day was friendly. 1. Get the release signed before you film, not after. Afterwards you are asking someone to approve something that already exists, which is a worse conversation and a weaker consent. Before, it is a normal part of arranging the shoot. It should name what you are filming, where it can appear, in which territories, and for how long. 2. Decide who signs the video off, and make it two people at most. In practice: whoever owns the brand and whoever owns the hire. Adding a third approver does not improve the video, it just moves it from this quarter to next. Agree the list once and put it in the template, not in an email thread per video. 3. Write down where it can be reused, in advance. Careers page only, or paid social too? Your channels only, or a job board's as well? One country or all of them? These are the questions that surface eighteen months later when somebody wants to boost a clip, and the answer is much cheaper to obtain on the day of the shoot. 4. Agree what happens when the person leaves. Someone in your best video will resign. Decide now whether the video comes down immediately, at the end of a notice period, or stays, and put the answer in the release rather than in a policy nobody reads. Most people are relaxed about it if asked in advance and much less so if asked afterwards. 5. Keep a record of which video used which consent. A filename convention is enough. What you cannot do is find out two years later which of forty clips is covered by which of twelve forms, and that is the state most employer brand libraries are in. Before a colleague appears in anything you will boost, get the release signed, and our free employee image and likeness release generator writes one for your jurisdiction. [Generate a release form](https://recruitmentads.com/resources/employee-photo-release-form) It produces a document to take to a lawyer, not a substitute for one. ## Four ways to produce employer brand video The production question is usually asked as a budget question and it is really a frequency question. What decides whether an employer brand video programme works is not the quality of any one film, it is whether a second one ever gets made. Here are the four routes and what each one is honest about. ### Commission an agency or production company Best for The EVP video and the flagship culture film. When the thing being made has to be right rather than fast, and will be looked at for three years. What it costs you Money, and more calendar than anyone expects. A brief, a treatment, a scheduling round, a shoot day, an edit round or three, and sign-off. Two to three months from first call to published file is normal and nobody warns you. What it cannot do Frequency. You will not commission a video per role, so this route builds a moment rather than a habit. It also produces assets that go stale together: when the office moves or the leadership changes, the whole set ages at once. ### Build an in-house crew Best for Employers hiring at enough volume, in enough locations, to keep one or two people busy. Once you cross that line it is the best quality-per-pound of any route here. What it costs you Headcount, kit and the management overhead of a small studio inside a talent function. Also the risk that the whole capability sits with one person, and follows them out of the door. What it cannot do Justify itself below a certain hiring volume. Under that line the crew spends most of its time on internal comms, which is a fine outcome but not the one that was budgeted. ### Film it on a phone Best for Employee testimonials, spotlights and the first-week video. Genuinely the right answer far more often than the industry admits, and the format candidates trust most. What it costs you Almost nothing in cash and a real amount in nerve. Somebody has to be willing to publish a video that is not perfect, and somebody senior has to defend that decision the first time it is questioned. What it cannot do Stay on brand without help. A phone video is only as consistent as the person holding the phone, which is fine for two videos and becomes visible at twenty. Get the brand frame from a template even when the footage is homemade. ### Template it and build from the job post Best for The volume layer, which is the layer that makes the other three worth having. One video per open role, on the same locked template, published as the role opens. What it costs you A subscription and about the time it takes to read the job post. The real cost is upstream: the template has to be agreed once, properly, by the people who care about the brand. What it cannot do Replace the culture film or the employee story. Nothing built from a job post will ever be a story about a person, and it should not pretend to be. It is the layer underneath, and it is the reason the layer above gets seen. There is no list price for any of the first three, which is why nobody publishes one. A shoot is a day rate plus an edit, in-house is salary, a phone is free and expensive in a different currency. The only number worth comparing across routes is cost per published video over a year, because that is the number that tells you whether you built a programme or bought a film. What it costs to run the templated route is on our pricing page. [See pricing](https://recruitmentads.com/pricing) ## Questions about employer brand video ### What is an employer brand? Your employer brand is what people who do not work for you believe it is like to work for you. You do not own it, you only influence it, and it exists whether or not anyone has ever written it down. Video moves it faster than anything else available to a hiring team because it shows conditions rather than asserting values, and conditions are the thing candidates are actually trying to find out. ### Can you provide some examples of employer brand videos? Twelve of them are playing on this page, all made with our product for real employers and all already public. Six are from one employer, Dunhill Professional Search, publishing per-role videos on the same fourteen-second template. Six more are from Randstad, Grant Thornton, Kremer, Profield, Vytech and Haldu Groep, across LinkedIn, Instagram feed and Reels, Facebook feed, TikTok and YouTube. Each is shown inside the chrome of the placement it ran in. ### What are the four P's of employer branding? An adaptation of marketing's four Ps that circulates in several different versions. The set you meet most often is people, purpose, perks and progression. No standards body defines it, which is why different sources list different Ps and why you should treat it as a checklist for what a video ought to cover rather than as a framework anyone owns. ### What are the 5 pillars of EVP? EVP is usually split into five areas, most commonly compensation, benefits, career development, work environment and culture. As with the four Ps, the exact list moves between sources and no authority fixes it. What matters for video is that an EVP video has to state a deal, not describe a mood, and a five-way split is useful only if it stops you making a film about a building. ### What is the difference between an employer branding video and a recruitment video? Scope and shelf life. An employer brand video markets the employer, has no closing date and gets reused for a year. A recruitment video markets one opening, has a live job attached and is judged on applications to that job. The first can afford forty-five seconds because its viewer chose to be there. The second is competing with a thumb in a cold feed and rarely earns more than fifteen. Most teams need both. ### How long should an employer brand video be? It depends on where it plays, and the platforms publish the limits. LinkedIn accepts 3 seconds to 30 minutes and recommends 15 to 30 seconds for all placements (LinkedIn Help Centre, video ads, read 16 August 2026). YouTube caps non-skippable in-stream at 30 seconds in auction and 60 in reservation (Google Advertising Policies, video ad requirements, read 16 August 2026). The twelve on this page run 7.38 to 14.04 seconds, measured with ffprobe on 19 August 2026. A careers-page culture film can go far longer, because its viewer already chose to watch. ### What is a company culture video? The flagship format: a short film showing the people and the place, making one argument about what it is like to work there. It belongs on the careers page and in candidate conversations more than in a paid feed, because it asks for more attention than a cold feed will give it. The failure mode is making it about the building. Offices, atriums and drone shots appear in none of the ones people remember. ### How much does an employer brand video cost? There is no list price, which is why almost nobody publishes one. A commissioned film is a day rate plus an edit and two to three months of calendar. An in-house crew is headcount. A phone costs nothing in cash and a great deal in nerve. A templated per-role video costs a subscription and the time it takes to read the job post. The only figure worth comparing across the four is cost per published video over a year, because that is what tells you whether you built a programme or bought a film. ## Start with the layer you can keep up Six of the twelve videos above came from one employer pasting vacancy links into RecruitmentAds.com, one role at a time, on their own locked template. No shoot, no brief, no agency. Paste a job post and see what comes back, or put your existing creative into the free mockup tool first and find out whether it survives the placement chrome. Create ads from a job post[Try the free mockup tool](https://recruitmentads.com/free-tools/ad-mockup) Video is one channel inside a wider employer branding programme, and the strategy that sits above it is on our employer branding hub. [Go to the employer branding hub](https://recruitmentads.com/employer-branding)