Recruiting Films
IT, Tech & Developer
Recruitment film for IT, Tech & Developer
We shoot the recruitment film that convinces senior engineers — no gloss, just code, stack and team in 90 seconds. That is how devs apply who you would never otherwise reach.
- Real engineers in front of the camera instead of actors
- Stack, code reviews, and remote everyday life made visible
- German and English versions plus cuts for careers page and LinkedIn
Companies that trust us
Brief overview
Already filmed for Ada Health, GLX, INIT AG, Medneo and Pega Systems.
A recruitment film for tech talent shows how you really work: stack, architecture, pull-request culture and the team behind it. Devs spot marketing clichés in three seconds — your film must deliver substance. This way you pre-qualify and win the applications that truly fit.
Tech recruiting
Tech recruiting is different — so is your film
Devs see advertising every day. They know when a recruiting video is staged. Clichés like "great team" or "flat hierarchies" disqualify you in three seconds.
A recruitment film for nursing or trades shows vocation and purpose. In tech, other things count: stack, code review culture, deploy frequency, remote reality and who I will be pair-programming with tomorrow.
We shoot the way your engineers would speak themselves: concrete, honest, without HR-speak. Code on the screen, real stand-ups, real voices — and a clear promise that still holds after onboarding.
What makes a good Tech recruitment film
Good tech recruitment films pass the bullshit test of your own devs. They show reality instead of gloss and make clear what your engineering stands for. Four things decide the impact.
- Real engineers on camera — no actors, no HR voice from off-screen.
- Stack and architecture visible: IDE, whiteboard, pull request, without breaching NDA.
- Remote and office reality in the same film — no forced office theatre.
- German and English planned in from the shooting day, for DACH and international applicants.
- No clichés like "great team" — concrete examples, tools, rituals instead.
When a recruitment film pays off for you
Not every tech team needs a recruitment film straight away. Four situations where the effort clearly pays off.
Senior engineer hiring
Senior devs compare teams, not benefits. Show them architecture, reviews and colleagues — before the first call even happens.
Bootcamp and junior pipeline
If you attract junior talent from bootcamps or universities, the film builds trust: mentoring, learning path, first six months explained realistically.
Re-brand after pivot
After a product change or funding round your career image is outdated. The film tells the new story more clearly than any LinkedIn update.
Diversity & inclusion in tech
Whoever wants to attract underrepresented groups to the tech team needs visible role models in the film — honestly, without tokenism.
How we shoot
How we shoot your recruitment film
- 01Step
Kick-off call
We listen first: open positions, funnel problems, stack and team culture. Then we say honestly whether a film is the right tool.
- 02Step
Concept and cast
We select with you engineers who work in front of the camera — and coach the introverted ones. The screenplay stays lean, statements stay real.
- 03Step
Shoot
Small crew, two days in office and remote setup. We film stand-ups, pair programming and one-on-ones — no staged office scenes.
- 04Step
Postproduction
Editing, sound, grading, optionally motion for architecture diagrams. You get 16:9, 9:16 and 1:1 plus German and English language version.
What does a tech recruiting film cost?
An effective Tech recruitment film starts in the mid five-figure range. Shooting days, locations, language versions and short cuts influence the price. We show you transparently what each item costs — and where you can save without losing impact.
Where your recruitment film works
A recruitment film pays off when it runs everywhere devs are already scrolling. Six channels where it works for you.
Career page
The film above the fold replaces three paragraphs of copy — applicants understand your team in 20 seconds and self-pre-qualify.
Native cuts in 9:16 and 1:1 reach engineers in the feed who do not respond to classic job ads.
Tech job boards (honeypot, Dev.to, Hashnode)
In the job listing the first impression decides. A 30-second cut turns your ad into an invitation.
GitHub sponsors and stargazers
Whoever already knows your repos is a warm lead. The film in the org profile turns followers into applicants.
Conferences (re:publica, code.talks, meetups)
On stage, at the stand or in the sponsor loop: a strong opener replaces half the recruiting stand staff.
Employee referrals
Your engineers share films they appear in themselves. That is the most honest reach you can get.
Why tech teams shoot with us
- We understand tech recruiting — filmed for Ada Health, GLX, INIT AG (multiple recruiting projects) and Medneo.
- Experience with engineering interviews, code capture and NDA-safe image composition.
- Berlin crew that knows open-space acoustics, screen reflections and remote setups.
- Bilingual productions German and English planned in from the shooting day.
References
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Questions & answers
Frequently Asked Questions
With preparation, not pressure. We conduct preliminary conversations, give questions in advance and film in a familiar environment. Those who still do not want to appear on camera stay off-camera — hands, code and voice are often enough.
Both, if your hiring is international. We plan interviews so that both language versions are produced without a second shooting day. We deliver subtitles in DE and EN as standard.
We capture repos that you approve — or build a neutral demo setup. Architecture diagrams are abstracted together with your engineering lead before they appear on screen.
For careers page and LinkedIn 60 to 90 seconds. For job ads 30 seconds. We usually deliver a main version plus short cuts so you can cover all channels.
We film remote colleagues at their own setup on location or via a calibrated webcam setup. In the edit we combine both worlds so that no hierarchy arises — remote is equal, not secondary.
The recruiting film works toward specific open positions, the employer branding film toward your reputation as an employer overall. In a tech context that means: the recruiting film shows the team, stack and everyday work of one role or squad, the employer branding film provides the overarching umbrella for all areas. Both can be built from a single shoot — one main film plus role-specific short cuts. What makes sense for you, we clarify in the initial consultation.
A modularly built film survives that, because it doesn't hinge on a single person. That's why we rely on multiple voices and interchangeable segments: if someone drops out, we cut the relevant soundbites rather than reshoot. Also clarify in writing before the shoot where and for how long you're allowed to use the footage — that saves you disputes later.
By applications and their quality, not by views. What matters are qualified applications per channel, time spent on the careers page, the pass rate in the first screening, and time to hire. Run the film with your own UTM links on the careers page, LinkedIn and job ads, and you'll see which channel brings the right developers. It's best to record your baseline numbers before the film goes live.
The Tech recruitment film rarely stands alone. These formats complement it — from the brand frame to the product explainer for your applicants.