What a recruitment video costs.
If you're hiring, you're competing with every other business in town for the same good people. A recruiting video shows them what the job is really like before they apply. Here's what one costs with me, and what you get for the money.
The short answer
A recruiting film with me starts at $5,000. That is a planned production: interviews with your people, footage of the actual work, a main film for your careers page, and shorter cuts for job posts and social.
If you are a smaller team that mostly needs hiring posts, the 3-Video Shoot is $999: one hour on site, three short videos about working at your company, ready to post within 7 days.
For comparison, published price guides put a professionally produced recruitment or culture video at about $5,000 to $15,000, and up to $25,000 for a full recruitment campaign.
From hiring posts to a full recruiting film.
Hiring posts (3-Video Shoot)
One hour at your workplace, three short videos: a day in the job, a coworker on why they stay, the owner on who you want to hire.
Recruiting film
Interviews, the work, the place. A main film for your careers page plus short cuts for job posts and social.
Training video for new hires
Onboarding and how-we-do-it videos, filmed the same day as the recruiting film to save a second setup.
Always hiring? Monthly plan
A video a week about your team and your work, posted for you. It recruits and sells at the same time.
What makes a recruiting video work
The best recruiting videos aren't commercials. They answer the questions a good candidate is already asking: What's the work really like? Who would I be working with? Do people actually stay here?
- Real employees, not actors. People can tell, and the candidates you want trust a future coworker more than a manager.
- The actual work. The job site, the kitchen, the shop floor, the truck. Show the hard parts too. It filters out people who would quit in a month.
- The honest pitch. Schedule, training, room to grow, what makes your place different. If pay is a strength, say it.
- One clear next step. Where to apply, and a promise that someone will actually call them back.
Where the money goes.
Roles and departments
One role is one story. Three roles, a front office and a field crew, is three stories, even if it ends up in one film.
Interviews
Each person on camera takes time to light, settle in and get the real answer. Most of the good lines come a few minutes into the conversation.
Locations
Your shop and one job site is one plan. Several sites across the county is another day.
Versions
A main film, a 30-second cut, and vertical cuts for each role all come from the same footage. Plan them up front and they cost far less.
Drone $499 per site
Aerials of a job site, a fleet or a campus are $499 per site, and they make a small company look like a serious employer.
Timeline
If you're hiring for a season, tell me the date you need applicants by. The schedule gets built backward from it.
Where a recruiting video earns its keep
- Your careers page, right next to the apply button.
- Job posts, wherever the platform lets you add video or a link.
- Social ads to people in your area, which is where most of the people you want are scrolling. Video ads can put a recruiting cut in front of them.
- Your follow-up text after someone applies, so they show up to the interview already sold.
- Orientation, so day one starts with your culture, not a stack of forms. Pair it with a training video.
The work speaks first.
“Nathan does an excellent job of creating a variety of promotional videos with little to no input from the client. He has excellent judgement on what will work with the target audience and one of his videos he created for us has had over 500K views on Facebook.”
Michelle Wyatt · Google review
“I got exactly what I needed. I needed a professional video made and I needed it turned around in 24 hours. Nathan scheduled me in immediately. I traveled up to Deltona to shoot at his studio and had the video in hand the next day. Amazing.”
Jon Cobb · Google review
Rated 5.0 on Google. Read every review
You'll work with me, start to finish.
I'm Nathan LaValley. I've spent ten years making videos for businesses, more than 1,000 of them for over 100 local owners. I'm on every shoot and every edit, so the person you talk to on the first call is the person behind the camera.
That matters more than it sounds. I already know which videos get a phone call and which ones just get a like, so we plan for the call.
Tell me who you need to hire.
Tell me the role, how many people, and where you're located. I'll call you back, ask a few questions, and send a written quote, usually within a day.
Tell me what you have in mind.
- Tell me what you need in a sentence or two
- I call you back and ask a few questions
- You get a written quote, usually within a day
Rather talk now? Call or text (321) 578-8477.
Questions people ask
How long should a recruitment video be?+
Long enough to answer the real questions, short enough that people finish it. For most companies that's a main film of around 90 seconds for the careers page, plus 15 to 30 second cuts for social and job posts. We decide on the planning call.
Our employees aren't comfortable on camera. Will this work?+
Almost nobody is at first. We have a conversation instead of reading a script, and the good answers usually come a few minutes in. Anyone who really doesn't want to be on camera doesn't have to be.
Can you film without stopping our work?+
Yes. Most of the best footage is the work happening normally. I'll ask for a few minutes with each person for interviews and stay out of the way the rest of the time.
Do you also make training videos for new hires?+
Yes. Training and onboarding videos start at $3,500, and filming them on the same day as a recruiting film saves you a second setup. See training video pricing.
Can you run the video as an ad to people in our area?+
Yes, for businesses whose website I build or manage. Ad management is $1,500 to set up and $1,000 a month plus ad spend. If you just want ad-ready videos, an ad creative set is $2,500. See video ads.
Got it. Talk soon.
I'll call you back to go over it. Heads up: the call will come from a 321 number. If you miss me, I'll text you. If you'd rather not wait, call or text (321) 578-8477.