Guide
Recruitment video script templates: six scripts a hiring team can read today
The vacancy video everyone agrees to make dies at the same spot: nobody knows what to say to the lens. These six scripts are the words. Each is complete, timed paragraph by paragraph, with [bracketed] slots for the role, the team and the numbers. Hand one to a hiring manager, press record, and the vacancy has a face by lunchtime.
- Scripts, from the vacancy to the talent pool invite
- 6
- Voices on camera: the manager, an employee, the recruiter
- 3
- The longest read on this page. Attention is spent by minute two
- 60 sec
- Lite: 1,250 credits a month, cancel in one click
- $19.99
Six scripts, three voices, one honest rule
The speaking is split across three people on purpose: the hiring manager reads two scripts, an employee reads two, the recruiter reads two. Candidates apply to people, and the person they most want to see is the one they would report to.
Every script carries one honest line about the hard part of the job or the company, and it stays in. Recruitment video without a caveat reads as advertising, and candidates treat it accordingly.
Everything outside the [brackets] is written to be read as printed, at about two and a half words a second. The timing notes mark where the seconds go; if a paragraph runs long, shorten the middle, not the ask.
Who is on camera, across the six scripts
Spreading the reads keeps any one calendar from becoming the bottleneck.
- The hiring manager: vacancy, own intro2 scripts
- An employee: their story, the culture answer2 scripts
- The recruiter: process, talent pool2 scripts
Script one: the vacancy in 60 seconds
Read by the hiring manager, not the recruiter. About 150 words. Film it after the listing is written, because the script steals its three best facts.
- 0:00 to 0:08, the hook, manager to lens: We are hiring a [role] in [city, or: fully remote], and before you read the listing, here is the honest version in one minute.
- 0:08 to 0:25, the actual work: The real job: [the three tasks that fill an ordinary week, not the responsibilities list]. The thing the last person in this seat liked most: [slot].
- 0:25 to 0:40, the hard part and the number: The hard part, because every job has one: [the honest difficulty]. Salary is [range], said out loud because guessing games cost us both candidates and time.
- 0:40 to 0:52, the fit: You will do well here if [trait tied to the actual work]. You will hate it if [the honest opposite].
- 0:52 to 1:00, the ask: Apply through the link, or message [name] with your questions first. Real questions get real answers.
This is the whole editor
Highlight a phrase and a clip lands on those exact words. No timeline, no keyframes, no layers.
Script two: the hiring manager intro, 45 seconds
The script candidates rewatch before an interview. About 110 words, and the three management lines should be true enough that the team could confirm them in the lift.
- 0:00 to 0:07: If you apply for the [role] job, I am the person you would work for. [Name], [title], [number] years here.
- 0:07 to 0:22, how the team runs: How I run things, in three lines: [the line on meetings], [the line on autonomy], [the line on how mistakes are handled].
- 0:22 to 0:35, what gets read: What I am actually looking for in applications: [the one signal]. Titles matter less to me than [the thing that matters more].
- 0:35 to 0:45, the ask: If that sounds like a manager you would pick, apply. If you are not sure, message me on [platform] and ask me anything about the team.
Script three: the employee story, 60 seconds
A year in review from someone who joined recently, about 150 words. Let them bend the wording into their own speech; the structure and the honest caveat are the parts that must survive.
- 0:00 to 0:08, the before: A year ago I [the before: was doing the same job somewhere else, came from a different field]. This is what actually changed when I joined [company].
- 0:08 to 0:25, the first month: Honest version of the first weeks: [what was hard or surprising]. The thing nobody tells you in interviews: [slot].
- 0:25 to 0:45, the difference: The real difference from my last job is [one concrete thing: who makes decisions, what a Friday looks like, what happens when you say no]. That sounds small. It is not.
- 0:45 to 0:55, the caveat: What I would warn a friend about: [the honest caveat]. If that puts you off, believe it.
- 0:55 to 1:00, the ask: We are hiring for [team]. The link is wherever you found this video.
Scripts four and five: the culture answer and the process explainer
The culture answer replaces the values poster with one true story, and anyone who was in the room can read it. The process explainer is the one candidates quietly thank you for, because silence after applying is the most common complaint in hiring. About 75 and 110 words.
- Culture, 0:00 to 0:06: Candidates ask what the culture here is like. Here is an answer that is not a poster.
- Culture, 0:06 to 0:22: Culture is what happens when something goes wrong, so here is a true story: [the anecdote: the deadline that slipped, the deploy that broke, and what was said in the room].
- Culture, 0:22 to 0:30: That is the culture. If you would want to be in that room, we are hiring: [role].
- Process, 0:00 to 0:07: You applied. Here is exactly what happens next, with the timelines we actually hit.
- Process, 0:07 to 0:25: Step one: [the screen, who runs it, how long]. Step two: [the interview, and what we ask]. Step three: [the task or final round, and the time it takes]. Total: [number] weeks from application to answer.
- Process, 0:25 to 0:38: Two promises. Every applicant gets an answer, including a no. And if we say [number] weeks and slip, [name] tells you why instead of going quiet.
- Process, 0:38 to 0:45: Questions before you apply? Message [name]. That is what the inbox is for.
Script six: the talent pool invite, 30 seconds
For the months you are not hiring, so the pipeline exists in the month you are. About 75 words, read by the recruiter.
- 0:00 to 0:06, the hook: Not hiring your role right now? This video is still for you.
- 0:06 to 0:20, the offer: We keep a short list of people we want to call first when a [discipline] seat opens. When something fits, [name] messages you before the job is even posted.
- 0:20 to 0:30, the ask: Want on that list? Send [name] your [profile or portfolio] with the word [word]. That is the whole process.
Six takes in. The production step is gone.
The reason recruitment video stalls is not the camera, it is the production step after it: cutting, captioning, resizing for every feed. Multiply that by six scripts and three busy people and the project dies in a shared drive.
Cutroom removes the step. Each person reads their script into a phone, one take, up to 3 minutes. It transcribes every word, writes the hook, lays office and team footage on the exact words that mention them and burns in captions. A finished 9:16 MP4 comes back in about a minute.
A batch is 100 credits and export adds 20 credits per finished minute: the 60 second vacancy video is about 120 credits, the 30 second culture answer about 110. The first 3 finished videos are free in your first 7 days, with 600 credits and no card, which is three of the six scripts before anything is paid for. All six filmed once come to about 690 credits, and Lite is $19.99 a month for 1,250 credits, so a single month covers the full set with credits left for the refilms. Cancel in one click under Settings.
From a printed script to a posted vacancy video
About 120 credits for the 60 second vacancy read, batch plus export.
Hand the script over
The manager, an employee or you
One take on a phone
Up to 3 minutes; every script here fits
Batch
100 credits: transcript, hook, director pass, b-roll
Export
20 credits per finished minute, 9:16 MP4
Questions people ask
- Who should read each script?
- The hiring manager reads the vacancy and their own intro, an employee reads the story and the culture answer, the recruiter reads the process and the talent pool invite. Candidates weigh the person they would report to more than any brand film, which is why the manager carries the two that matter most.
- Should the salary really be said out loud?
- Where law and policy allow, yes. Several jurisdictions now require ranges in listings anyway, and a video that hides what the listing shows reads as evasive. The script marks it as a slot: fill it, or cut the sentence entirely rather than replacing it with the word competitive.
- What if nobody wants to be on camera?
- Narrate over footage of the office and the work; the voice carries the trust and captions carry the mute viewers. On Basic, $39.99 a month, an avatar can present instead at 350 credits a minute of render on top of the batch and export. It works, and a real employee remains more convincing per credit.
- How do we keep the employee story from sounding scripted?
- Hand over the script the day before and let them re-say any line in their own words, as long as the honest caveat survives. Tell them to keep rolling through stumbles: the failed runs get deleted on the transcript afterwards and the cut rebuilds around what is left.
- What does one finished video cost?
- About 110 credits for 30 seconds and about 120 for a full minute: a 100 credit batch plus export at 20 credits per finished minute. The first 3 are free in your first 7 days, with 600 credits and no card. The whole six-script set filmed once is about 690 credits, inside one Lite month at $19.99 for 1,250 credits.
- Where should these videos be posted?
- The vacancy video goes everywhere the listing goes: the job boards that allow video, the company LinkedIn, and the message you send promising candidates. The rest live on the careers page and the feeds. One 9:16 MP4 posts to LinkedIn, Reels, TikTok and Shorts unchanged.
Hand the vacancy script to the hiring manager today. One read, one take, and the role has a face before the listing has a day-old view count.