sizzledraft

Make your recruitment profile work harder

Sizzledraft turns a recruitment agency’s Google Business Profile into a short video ad using real profile content. It highlights evidence such as ratings and review volume, then connects that trust to placement speed and candidate quality.

Opening lines that work here

  • Still waiting weeks for the right shortlist?

    It begins with the hiring delay that recruitment clients want an agency to solve.

  • Your next strong candidate may already be looking.

    It speaks to candidate availability while positioning the recruiter as the connection point.

  • See why local employers trust this recruitment team.

    It prepares viewers for profile evidence such as the rating, review count and review snippets.

How can a recruiter turn a Google Business Profile into a video ad?

Sizzledraft opens the recruitment agency’s profile in a headless browser and captures the real material available there, including the rating, review count, office hours, photos and selected review snippets. It then uses the profile’s colours and visual cues to author a short scene rather than placing generic recruitment graphics over a template. The first video is cut from the profile alone, so the evidence on the page drives the message. That works best when the opening frames connect visible trust signals to a hiring need, such as producing a qualified shortlist quickly. Later videos can accept a prompt, letting the recruiter focus on a role category, candidate market or employer pain point while retaining the profile’s recognisable identity.

What should a recruitment video say to hiring managers?

Lead with the hiring outcome, then support it with evidence from the agency’s profile. A useful sequence starts with an unfilled-role problem, moves to the recruiter’s focus on fast shortlists and suitable candidates, and then shows the rating, review count or a relevant review snippet. Avoid claiming a placement time unless the profile itself supports it. Photos can identify the local team, but they rarely prove that the agency understands a difficult brief. Review language about responsiveness, communication or candidate fit is usually more persuasive. End with one practical action, such as calling during the listed opening hours or visiting the profile to discuss a vacancy. This keeps the ad focused on employer intent instead of becoming a general agency introduction.

Which video format works for a recruitment agency campaign?

Use vertical 1080x1920 for placements where people browse on a phone and horizontal 1920x1080 for wider players or presentations. Sizzledraft renders both at 30fps in H.264, with audio normalised to -14 LUFS. The format should match the campaign destination, but the message still needs to work in the first three seconds. For a recruiter, that means showing a hiring problem, a role category or a clear trust signal before introducing office imagery. If a trending sound is relevant, Sizzledraft hands it over as a link so the recruiter can attach it natively when publishing. It is not baked into the file, because baked-in audio does not register as use of that platform sound.

What the browser actually gets

Our browser captures the recruitment agency’s photos, rating, opening hours and visible review snippets from its Google Business Profile. The strongest visual proof is often the review count and rating, because office photos may show the team or premises without demonstrating placement speed or candidate quality.

The common mistake

A common mistake is opening with an office photo and a broad claim about finding great people. Open with a specific hiring delay or candidate need, then show the profile’s rating, review count or relevant review language as evidence.

  • Review count and rating provide strong proof, but they are difficult to present clearly in the opening seconds of a recruitment video.
  • Office photos rarely show why an agency fills roles quickly or attracts candidates who fit the brief.
  • Recruiters must speak to hiring managers and candidates without making the video feel vague or splitting it into two unrelated messages.

Questions

Can the video show our Google rating and recruitment reviews?
Yes. The browser can capture the visible rating, review count and review snippets from the agency’s Google Business Profile. These elements can support claims about service, communication or candidate experience when the review text says so. The video should not turn a general positive review into an unsupported promise about placement speed.
What if our recruitment agency has weak office photos?
The video does not need to depend on office photography. For recruiters, the rating and review count are often stronger assets because they show accumulated trust. Review snippets, opening hours and clear role-focused copy can carry the scene, while available photos provide local identity and context rather than serving as the main proof.
Can we make separate videos for employers and candidates?
Yes. The first video is created from the profile alone, so it uses the clearest message supported by that page. Later videos accept a prompt, allowing one version to address employers who need faster shortlists and another to address candidates seeking relevant roles, while both retain the agency’s profile assets.
How much does it cost to create recruitment videos?
The available options are $19 for two videos or $39 per month for eight. A recruitment agency can use the videos across employer-led vacancy campaigns, candidate attraction posts or different role categories. Each version should keep one audience and one hiring action in focus rather than trying to cover every service.

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