sizzledraft

Make a hiring video from your company page

Sizzledraft turns a public LinkedIn company page into a short video ad for recruiting. It captures the company banner, logo, about text and employee count, then builds scenes designed to support faster placement and better candidate fit.

Opening lines that work here

  • Still screening applicants who missed the role requirements?

    It connects wasted screening time to candidate quality in the opening three seconds.

  • Your next qualified candidate may need more than a job post.

    It frames video as a way to communicate the employer and opportunity before a recruiter begins outreach.

  • Fill the shortlist faster, without hiding what the job involves.

    It pairs placement speed with the detail needed to discourage unsuitable applications.

How can recruiters turn a LinkedIn company page into a video ad?

Paste the public LinkedIn company page URL. Sizzledraft drives a browser to the page and captures the visible banner, logo, about text and employee count, then uses those assets and brand cues to author the scenes. The first video is cut from the company page alone, so its claims stay tied to information available on that public profile. Later videos can accept a prompt with the role title, location, contract type or required experience. Use the resulting ad to introduce the employer before presenting the vacancy, helping candidates decide whether the company and role suit them before they apply or reply to outreach.

Can a recruitment video improve placement speed and candidate quality?

A focused recruitment video can make the employer and vacancy easier to assess before a candidate enters the funnel. Lead with the role, location and one firm requirement, then use the company banner, logo, about text and employee count to establish who is hiring. This structure gives qualified candidates a reason to continue while helping unsuitable viewers rule themselves out. It does not replace a complete job description, screening call or salary discussion. Its job is to make the first contact clearer, so recruiters spend less time repeating basic company context and reviewing applications from people who misunderstood the role.

What video formats work for recruiter campaigns?

Use vertical 1080x1920 video for mobile feeds and horizontal 1920x1080 video where a wider layout fits the placement. Sizzledraft renders at 30fps in H.264 and normalises audio to -14 LUFS. Keep the first scene readable without relying on sound: show the role title, hiring location and strongest qualifying detail before introducing the employer. If you plan to use a trending sound, Sizzledraft hands it over as a link so you can attach it natively on the publishing platform. It is not baked into the exported file, because baked-in audio would not count as using that platform sound.

What the browser actually gets

Our browser can capture the public banner, logo, about section and employee count from a LinkedIn company page. A login wall can restrict deeper content, so the first video uses only the public shell and should not imply access to private posts, employee profiles or recruiter data.

The common mistake

A common mistake is opening with a generic hiring message that gives qualified candidates no way to judge fit. Fix it by showing the role title, location and one non-negotiable requirement in the first three seconds, then introduce the company with its real banner, logo and public profile details.

  • Turning a company profile and open role into a clear video without losing time needed for sourcing and screening candidates
  • Showing enough about the employer and role to attract qualified applicants instead of generating a larger pool of poor-fit responses
  • Keeping the company banner, logo and employer description consistent while adapting recruitment creative for vertical and horizontal placements

Questions

What information can you capture from our LinkedIn company page?
We can use the public banner, logo, about text and employee count visible on the company page. These elements provide the employer identity and context for the video. We do not claim access to private recruiter data, candidate information, restricted posts or details hidden behind the LinkedIn login wall.
Can the first video include details from our open role?
The first video is cut from the company page alone, so it can only use role information if that information appears in the public shell we can capture. For later videos, provide a prompt with the job title, location, seniority, contract type and essential requirements to shape the recruitment message.
Will the video attract more qualified candidates?
The video can state the employer context and key role requirements early, helping candidates judge fit before applying. Candidate quality still depends on accurate job details, targeting and screening. Avoid broad promises. Name the location, required experience and working arrangement so unsuitable viewers can make an informed decision quickly.
How much does it cost to create recruitment videos?
You can pay $19 for two videos or $39 per month for eight. Use the first company-page video to establish the employer story, then use prompted versions for individual vacancies, locations or seniority levels while keeping the company banner, logo and public profile details consistent.

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