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Recruitment video company, agency or software: what you are actually choosing between
Employers looking for someone to make hiring videos land on three different kinds of supplier, and the price difference between them is an order of magnitude.
| Supplier | What you get | What it takes | Best when |
|---|---|---|---|
| Video production company | A crew on site, scripted shoot, professional edit, usually one or two hero films | Weeks, a shoot day and your people on camera | You need footage of your actual workplace and will use it for years |
| Recruitment video agency | The film plus the strategy around it — where it runs, what it says, sometimes the media buying | A project fee, or a retainer | You want the video and the distribution handled together |
| Video generation software | A video built from your job description and brand, in minutes, per role | Minutes, and no crew | You need a different video for every open role, this week |
The choice is not really about quality. It is about how many videos you need and how often the roles change. One beautifully produced film about your company is the right purchase if your employer brand is the thing you are selling and it will still be true in two years. A video per open role — the CNA night shift in one town, the Class A regional run in another — is a different job, and no production company can make forty of those economically.
A video that nobody sees is the most expensive asset in recruitment marketing. The common failure is spending the whole budget on production and nothing on distribution, then posting the finished film to a company page that a few hundred people follow. Whatever you spend making it, plan to spend at least as much putting it in front of people who do not already know you.
What to ask any recruitment video supplier
- Do we own the raw footage, or only the edit? Raw files let you cut new versions for new roles without going back.
- Is it cut for a phone? Vertical, legible without sound, and making its point in the first three seconds — a widescreen film with a slow open does not work in a feed.
- How many variants come out of it? One asset that cannot be recut is tired within a month of running.
- Can we use it in paid advertising indefinitely? Check the licence, especially where employees appear on camera.
- Who is running the media? If the answer is “you are”, budget for it before signing the production quote.
Where Boostpoint fits
We are not a production company and we do not send a crew. Boostpoint generates a hiring video per role from your job description and brand, and — the part that usually decides the outcome — runs it as an advertisement to people in your hiring area who are employed and not looking. Across 891 managed campaigns in our 2026 benchmark, the median campaign delivered an applicant for $13.88, with the management fee inside the number. If what you need is a crew and a hero film, hire a production company; if what you need is a video for every open role and an audience for it, that is what this page is for.
Frequently asked questions
What does a recruitment video company do?
A production company films and edits — a crew on site, a scripted shoot, a professional edit, usually one or two hero films about the employer. A recruitment video agency adds the strategy and often the media around it. Video generation software is a third thing entirely: a video built automatically per role, in minutes, without a crew.
How much does a recruitment video cost?
Production is quoted per project and varies with crew, locations and shoot days, so it has to be priced against your own brief. The figure worth setting beside it is distribution: whatever the film costs, it does nothing until someone sees it, and reaching people who do not already follow you is a separate line in the budget.
Do recruitment videos actually get more applicants?
Video earns attention in a feed, which is the first of three things a campaign needs. It does not decide the other two. In our benchmark, what happened after the click — the application itself — explained 70% of the variation in cost per applicant between campaigns. A strong video in front of a long application form is an expensive way to be ignored.
Should the video be about the company or the job?
For frontline hiring, the job. Pay, shift, location and one true thing a competitor cannot say will out-perform a culture film almost every time, because the viewer is deciding in about two seconds whether this is relevant to them. Company-level films do useful work at the employer-brand level; they are not a substitute for a role-level advertisement.
What makes a hiring video work in a social feed?
Vertical framing, the point made in the first three seconds, captions because most people watch without sound, real footage or real-looking footage rather than stock, and a clear next step. And enough variants to rotate, because frequency is the fastest way to exhaust a creative — campaigns above 4.0 monthly frequency in our benchmark cost $26.78 per applicant against $7.85 below 1.5.
Can we use AI to make hiring videos?
Yes, and the practical case for it is volume rather than cost: a different video for every open role, refreshed when the role changes, without booking a crew each time. Where a production company is still the better answer is when you need genuine footage of your own workplace and people, which is an asset AI cannot invent for you.