How recruiting videos helped Move Beyond attract the right talent

Why did Move Beyond need recruiting videos?

Move Beyond faced a challenge that many growing consulting firms know well. It needed to attract strong people, but candidates had no clear picture of who the company was, what it felt like from the inside, or what kind of work they would actually be part of.

In consulting, that picture matters. The work isn’t sold through frameworks or services, it’s sold through people, the ones who lead projects, manage complexity and turn plans into real progress.

So candidates don’t just ask whether the role sounds interesting. They ask whether they can see themselves in the company. A job description can list responsibilities, benefits and requirements, but it can’t show the atmosphere in the office or the way a team actually works together.

As Move Beyond explained:

“For Move Beyond, it was really a struggle to find or attract new people. We also did not have much company awareness.”

So the first recruiting video set out to fix exactly that:

“It was really about showing what we do as project managers, but also giving more of a company image. How does our office look? How does it look inside? The main thing was creating awareness.”

That became the foundation for the project: make the company visible before the first interview.

Why was video the right format?

But recruiting isn’t only an information problem, it’s a question of trust and feeling. Candidates want to sense what kind of people work there, and how the company carries itself, before they invest time in applying.

“We already had a lot of things written down. But what video does is really take it to the next level. You can really look inside a company. You can see the people working there. You get so much more information.”

That mattered even more for the audience Move Beyond wanted to reach.

“The target audience we wanted to reach was younger, and they consume way more video than text. So we wanted to make it more accessible.”

The videos were not created to replace the career page. They were created to make the career page, the job posts and the entire candidate journey more convincing.

What did candidates need to understand before applying?

The goal wasn’t to make Move Beyond look polished. It was to help the right people feel: this could be a place for me.

Before applying, a candidate needed to understand the company, the role and the culture, and above all the working environment. What does the team feel like? What energy would they be joining? That’s hard to build with text alone.

“It should create a feeling like: I really want to work for this company. That was the whole goal of the video.”

This is also why the videos became part of a wider employer brand experience, not a standalone asset.

“People said indirectly that they saw the video and the website. It is more the whole package. Video can really support the employee journey and create demand from people who really want to work for the company.”

That is the real value of recruiting video. It does not only explain a role. It supports the moment before someone decides to apply.

What did HIVER produce for Move Beyond?

HIVER produced two recruiting videos, an event video and additional assets for social media, the website and internal brand use.

The first recruiting video focused on awareness. It showed what Move Beyond feels like from the inside: the office, the people, the atmosphere and the energy of the company.

The second focused on the role of the strategic project manager. That role needed explaining, it sits between consulting, project management and organisational change, and candidates needed a clearer picture of what the work actually looks like.

The event video captured a real company moment and turned it into a reusable asset for brand communication.

Every shoot was planned to create more than one final film. Short versions were created for LinkedIn and Instagram. Silent videos were prepared for the website, screensavers, presentations and internal use.

This turned the production from one video into a larger employer branding system.

How did the videos solve the role clarity problem?

One of the strongest outcomes came from the second video.

Move Beyond hires strategic project managers, but the title wasn’t clear to candidates. Before the video, the team had to explain what the role meant and how it differed from consulting or project management, which made recruiting conversations harder than they needed to be.

The video fixed this by giving the role a feeling. Instead of only describing it, it showed the work, the environment and the type of person who fits.

“The people we are hiring are strategic project managers. The first video was really about how the company looks and what the feel of the company is. The second video was more about what a day looks like for a strategic project manager.”

It also changed the conversations with candidates.

“Two years ago, before I had this video, nobody knew what it was. I had to explain every time what a strategic project manager was. And now I do not have this discussion.”

That’s a concrete recruiting result. The video didn’t just make the role look better, it made it easier to understand before the first conversation.

How was the content used?

The content was not placed on one page and forgotten.

The main recruiting videos created depth, the short cutdowns drove reach, and the silent versions kept the website and internal screens feeling alive.

“I use them for LinkedIn and Instagram. We use it as content for our own website, of course. And even as screensavers to create a feeling of branding on all the laptops.”

This is why the production was planned as a content system, not just a single deliverable.

A candidate might first see a short video on LinkedIn. Later, they visit the website. Then they watch a longer recruiting video. By the time they apply, the company already feels more familiar.

The same content kept working internally too. On laptops, screens and presentations, the videos reinforce the company feeling long after the shoot.

What changed after publishing?

Move Beyond ran the videos as the first touchpoint of a LinkedIn campaign, reaching a large audience in the Netherlands.

“The video has been watched around half a million times. I used it as a campaign to be the first touchpoint of the employee journey.”

That reach matters because employer branding works before someone is actively looking for a job. The first touchpoint creates awareness, the website adds depth, the role video explains the job, and the interview confirms the fit.

Move Beyond doesn’t claim the video alone caused every application, that wouldn’t be a serious way to look at recruiting. But it clearly became part of a larger system that supported awareness, role understanding and hiring.

In the same period, the company hired around 20 to 25 people.

The strongest result wasn’t reach, it was clarity. Before the videos, the company had to explain the strategic project manager role again and again. After them, candidates understood it faster and entered the process with a clearer picture.

Why does recruiting video work for younger talent?

The way people consume information has changed, especially younger candidates. They’re used to fast, visual content and expect to get a feeling quickly, so the format has to match how they already consume.

“As soon as you want to target millennials or Gen Z, it is video first. They do not take the time to read an article. They are used to consuming content fast.”

This does not make written content irrelevant. It simply changes the order.

Video creates the first spark.
The website gives more context.
The job page explains the details.
The interview confirms the fit.

For Move Beyond, video became the emotional entry point into the employer brand.

What can other companies learn from this?

Recruiting videos are not just about making a company look more polished. They are about reducing uncertainty.

Candidates want to know what they’re stepping into, the people, the role, the culture and the feeling of the company, before they apply. A good recruiting video makes that easier.

It shows what text can’t. It gives candidates a first impression before the first interview, and helps companies attract people who already understand the work and the environment.

“It is a missed opportunity if you do not use video. You can tell so much more in a video, and you can show so much more.”

That is what made the project valuable. The videos helped turn recruiting from a written explanation into something candidates could actually see.

What was the result?

Move Beyond turned recruiting video into a practical employer branding system.

The first video created awareness around the company. The second video made the strategic project manager role easier to understand. The event video and short form assets extended the value across social media, website content, screensavers and internal communication.

The result wasn’t just more video content. It was a clearer recruiting story, stronger company awareness and a more useful set of assets for the full candidate journey.

Want to see the recruiting video?

Explore the Move Beyond recruiting video below and see how the employer brand comes to life through real people, real locations and authentic moments.