Can the first video focus on faster placements?

The first video is cut from the recruitment website alone, so placement speed needs to appear clearly in the page copy or visible process. Later videos accept a prompt that can prioritise fast shortlisting, urgent contract cover or another recruitment angle, while still using the site's real screenshots and brand tokens.

How does the video show candidate quality without inventing proof?

It can show the agency's published screening process, sector expertise, role specialisms and shortlist approach from the website. It should not turn those details into unsupported performance claims. If candidate quality is central to the pitch, place the strongest factual evidence on an employer-facing page before creating the first cut.

What video formats work for recruitment ads?

Vertical videos render at 1080x1920 for mobile feeds, while horizontal videos render at 1920x1080 for wider placements. Both use 30fps and H.264. Audio is normalised to -14 LUFS, giving agencies a consistent file for employer campaigns across social posts, landing pages and sales outreach.

Can a recruitment ad use a trending sound?

A trending sound is handed over as a link so the recruiter can attach it natively when posting. It is not baked into the delivered file because baked-in audio does not count as using that platform sound. This preserves the correct posting workflow while keeping the rendered recruitment video ready for upload.

Turn your recruitment site into a sharper hiring pitch

Sizzledraft turns a recruitment agency website into a short video ad using real screenshots, site branding and synthesised audio. The first cut comes from the site alone, while later versions can follow a prompt focused on faster placements, stronger shortlists or a specific hiring sector.

Opening lines that work here

Still reviewing weak shortlists weeks after opening the role?
It starts with the delay and candidate-quality problem that pushes hiring managers to seek a recruiter.
Your next shortlist should save interviews, not create more.
It frames candidate quality in terms of wasted interview time, a concrete concern for recruiting clients.
Fill the role faster without lowering the hiring bar.
It connects placement speed with the employer's fear that a quicker search could mean weaker candidates.

How can a recruitment website become a video ad?

Sizzledraft opens the recruitment website in a headless browser, scrolls the full page and captures real sections such as the employer promise, specialist sectors, search process and pricing. It then uses the site's colours, type and other brand tokens to author a scene around those screenshots. The first video is cut from the website alone, so the page should make its employer offer clear. Later versions can accept a prompt, such as focusing on fast warehouse placements, carefully screened finance candidates or retained executive search. The final video is rendered frame by frame at 30fps in H.264, with vertical output at 1080x1920 or horizontal output at 1920x1080.

What should a recruiter show in a short video ad?

Lead with the hiring problem your agency solves, then show the website sections that support the claim. For placement speed, that might be a clear search process, responsive consultant model or ready candidate network described on the page. For candidate quality, use visible screening steps, sector specialism, role coverage and the way shortlists are built. Keep the employer path coherent: hard-to-fill vacancy, relevant recruitment method, stronger shortlist and a clear enquiry action. Avoid spending half the cut on a broad company introduction. A hiring manager needs to know which roles you recruit, why your candidates fit and what happens after contact. If the page serves both candidates and employers, select employer-facing sections so jobseeker copy does not interrupt the pitch.

How do you keep a long recruitment page from dragging?

Treat the website as source material, not a checklist. A long recruitment page may contain an opening statement, multiple sector grids, candidate guidance, employer services, process diagrams, team profiles, pricing and several calls to action. Showing each block gives every message too little time and delays the reason a hiring manager should care. Pick the hero plus the sections that best establish role coverage, placement process and candidate screening. Include pricing only when it helps qualify the enquiry and the page states it clearly. Candidate resources can usually stay out of an employer-focused cut. The video should move from vacancy pressure to credible recruitment support and then to contact, with enough screen time for each captured claim to be read.

What the browser actually gets

The browser scrolls the full recruitment page and captures the hero, service features, pricing and other visible sections as real screenshots. Long agency pages need careful section picking because showing every sector, testimonial block and process step can make the cut drag before it reaches placement speed or candidate quality.

The common mistake

A common mistake is opening with a generic agency history while the hiring manager is waiting to hear about fill speed and shortlist quality. Fix it by leading with the vacancy problem, showing the relevant screening or search process, and ending with one employer enquiry action.

Explaining placement speed without making vague claims that hiring managers will dismiss.
Showing candidate quality when the strongest proof is scattered across sector pages, process details and service descriptions.
Condensing a long recruitment marketing page into a short ad without letting generic sections delay the employer-facing message.

Questions

Can the first video focus on faster placements?: The first video is cut from the recruitment website alone, so placement speed needs to appear clearly in the page copy or visible process. Later videos accept a prompt that can prioritise fast shortlisting, urgent contract cover or another recruitment angle, while still using the site's real screenshots and brand tokens.
How does the video show candidate quality without inventing proof?: It can show the agency's published screening process, sector expertise, role specialisms and shortlist approach from the website. It should not turn those details into unsupported performance claims. If candidate quality is central to the pitch, place the strongest factual evidence on an employer-facing page before creating the first cut.
What video formats work for recruitment ads?: Vertical videos render at 1080x1920 for mobile feeds, while horizontal videos render at 1920x1080 for wider placements. Both use 30fps and H.264. Audio is normalised to -14 LUFS, giving agencies a consistent file for employer campaigns across social posts, landing pages and sales outreach.
Can a recruitment ad use a trending sound?: A trending sound is handed over as a link so the recruiter can attach it natively when posting. It is not baked into the delivered file because baked-in audio does not count as using that platform sound. This preserves the correct posting workflow while keeping the rendered recruitment video ready for upload.

Paste your link and watch one free