Scaling tech companies hit the same recurring wall: complex business model, fast growth, competition with Big Tech for talent, recruiters explaining the same thing on every call. We build recruitment film systems that compress the explanation and filter in better-fit candidates — the same approach that helped OpCity scale to a Realtor.com acquisition.
Every scaling tech company hits the same wall: the model takes ten minutes to explain. Recruiters burn that time on every call. Candidates show up under-informed. Hiring slows down right when the company needs to scale fastest.
We work with founders, talent leads, and operations teams at fast-growing tech companies — SaaS, marketplaces, fintech, dev tools, AI, consumer tech — to build recruitment film systems that handle the explanation upfront. One business-model explainer + one culture piece + one employer-brand reel = a recruiting funnel that filters in candidates who actually fit before they ever reach a recruiter.
Business-model explainers that handle the "wait, what do you actually do?" question before the recruiter call. Culture films that hold up against Apple, Tesla, and remote Bay Area packages. Employer-brand reels designed for the careers page, recruiting emails, and the LinkedIn drip. Founder-led narrative for senior hires where the founder is part of what the candidate is evaluating.
We've built a three-film recruitment series for a fast-scaling marketplace tech company that was later acquired by Realtor.com. We understand the intersection of complex technical systems, fast hiring velocity, and the challenge of standing out against Big Tech compensation packages. Most production companies will give you a generic culture video. We build the system that compresses your hiring cycle.
A recruitment toolkit that saves recruiter time, attracts better-fit candidates, and gives your existing team something to share that reflects who you actually are. Senior hires who arrive informed. Recruiting pipelines that grow even as competition with Big Tech intensifies. If you're scaling a tech team and want a direct read on whether a recruiting film system is the right next move, the next step is a 15-minute video strategy diagnostic.
A three-film recruiting series that cut explanation time on every recruiter call, strengthened employer branding, and supported OpCity through rapid scale prior to acquisition by Realtor.com.
Read case studyThe broader vertical — fundraising, founder narrative, recruiting, and product video for Austin Series A/B founders across SaaS, marketplaces, and hard tech.
ExploreA single hero recruitment film with 6-10 social cuts typically runs $5,000-$30,000 depending on shoot footprint and location count. A multi-film system covering employer brand, role-specific pitches, and social distribution assets runs $15,000-$60,000. Annualized recruiting-video programs (12+ assets across a year, tied to a hiring cadence) fall between $40,000 and $150,000.
Standard timeline from kickoff to first cut is 4-6 weeks. That includes a Storyfinding session (1 week), pre-production and casting (1-2 weeks), the shoot itself (1-2 days), and post-production (2-3 weeks). Rush to 2-3 weeks is possible with pre-scheduled capacity and simplified scope.
Yes. Video job postings receive 34% more applications than text-only postings per CareerBuilder research. More importantly, application quality improves. Candidates who watch a recruitment video before applying arrive to the recruiter call already informed about the business model, culture, and role — which compresses the recruiter's screening time per call and lifts interview-to-offer conversion.
For most scaling companies, the right answer is: one hero film that carries employer brand, plus 3-5 role-specific short-form pieces that address specific hiring priorities. The hero film handles inbound culture-fit signaling. The role-specific pieces move applications on individual reqs. Together they create a recruitment video system deployable per stage of the hiring funnel.
We measure four metrics in the 90-day post-launch review: application rate (applications per role compared to baseline), qualified-application ratio (candidates that reach interview stage), time-to-fill (calendar days from posting to accepted offer), and 90-day retention. These are the metrics that translate video output into actual hiring outcomes.
Founder interviews, team member testimonials, office and workspace tours, day-in-the-life shoots, product demonstration for candidate context, and event coverage (hackathons, offsites, launches). We're comfortable filming in modern tech environments (engineers on laptops, remote and hybrid teams, shared workspaces) and we handle NDA-sensitive product areas.