A useful recruitment video helps someone picture doing the job. Give an AI editing agent footage of the actual work, a few specific employee answers and the approved job details. Ask it to build a short film that answers the questions a candidate would ask before applying.
At Tellers, you can do this by prompting: upload your recordings, describe the role and audience, and let our agent assemble an editable first cut. You can revise it in chat or make changes manually on the timeline.
Build around one role, not the whole company
A general company film and a video for a particular vacancy have different jobs. For a bicycle mechanic opening, candidates need to see the workshop, the repairs they will handle and how the team works together. An office tour and a statement about “passion” leave those questions unanswered.
Start with three things the viewer should understand: what they would do, who would help them, and what experience the role requires. Use the approved job description as the source for location, schedule and application details. Keep any promise about training, flexibility or progression tied to something the hiring team has confirmed.
A roughly one-minute edit is a manageable starting point for a job post. A careers-page film can take longer when the work needs explaining. Choose the length around the information, rather than trying to fit every company message into the same video.
Record answers with something visible behind them
Ask employees about a recent task rather than asking them to recite the company’s values. Three useful questions are:
- What did you work on today?
- What was difficult when you started, and who helped?
- What should someone understand about this job before applying?
Record the answers somewhere quiet, then film the work they describe. For our workshop example, that could mean inspecting a wheel, explaining a repair to a colleague and checking the finished bicycle. Hold each view long enough to give the edit a clean beginning and ending.
Include the less glamorous parts that matter to the role. Showing how a team handles a busy period tells candidates more than another shot of everyone smiling at the camera. Agree which people, customers and work areas can appear before filming.
Name files by person or activity, such as mechanic_training_answer.mp4 and wheel_inspection_closeup.mp4. Add approved names and job titles to the brief. You do not need to choose every cut yourself: the agent can find useful passages and arrange them.
Prompt the first cut around evidence
Use a brief like this after uploading the footage:
Create an approximately 60-second recruitment video for our bicycle
mechanic vacancy, using the supplied employee recordings and workshop
footage. The audience is mechanics considering applying.
Open with an employee explaining a concrete part of the work.
Show that activity while the original voice continues. Include one
specific example of how colleagues help each other.
Use only job facts from the approved brief. Introduce each speaker
with their approved name and role. Add readable captions.
Keep the original voices and meaning. Do not generate employees,
invent quotes or use stock footage as if it shows our workshop.
End with the approved role title, location and application URL.
Return an editable timeline that we can preview and revise in chat.The first review should be about what a candidate learns. If the film says “supportive team,” does it show or explain how that support works? If an answer is vague, ask the agent to use a more concrete passage. For longer interviews, our AI rough-cut guide explains how to review source selections before polishing.
Make revisions that improve the candidate’s view
“Make it exciting” can produce faster cuts without making the job clearer. Give the agent an editorial reason for the change:
Replace the opening exterior shot with the wheel inspection.
Keep the mechanic's explanation over that footage. Shorten the
company introduction and give the training example more room.
The application card needs to remain readable at the end.This is vibe editing with a clear purpose: you describe the outcome, and the agent handles the timeline changes. Review the captions, speaker labels and job facts before export, then watch once on a phone with the sound off.
If you hire for several roles, save the approved brief and review rules as a reusable agentic editing format. Replace the employee material and vacancy details each time; do not let last month’s location or application link survive into the next version.
Start your recruitment video in Tellers.
Frequently asked questions
Can I make a recruitment video from existing employee interviews?
Yes. Upload the interviews, relevant workplace footage and an approved job brief to Tellers. Ask our agent to select answers that explain the role, show the work being discussed and assemble an editable first cut. Check that older recordings still reflect the job you are advertising.
What footage should a recruitment video include?
Include an employee explaining a specific task, footage of that task and a concrete example of how the team works together. Add the approved role title, location and application details. Real material from the workplace helps candidates understand what doing the job would be like.
Can I make different hiring videos from the same footage?
Yes. Ask Tellers to create a separate edit for each vacancy, using the employee answers and activities relevant to that role. Reuse the approved visual style, but supply the correct job requirements, location and application link for every version.