Week 1
Brief and audience
Which job the video does and who has to act differently afterwards. If we cannot name that person, the brief is not finished.
Videography · Corporate video · Sydney
Corporate video in Sydney
Most corporate video is made because someone asked for a video. The ones that work start from a job: a role to fill, a process to teach, a change to explain. Get the job right and one filming day covers several of them.
Grab the snowball. Give it a spin, and watch it grow as you scroll. Just like your team.
1day covers several videos
4separate jobs from one shoot
One briefper video, agreed before we film
Sydneycrew, studio and edit suite
The short answer
What is corporate video, and what is it for?
Corporate video is video made to do a specific internal or commercial job rather than to describe the business as a whole: a culture film for hiring, a recruitment film for a role, training and onboarding video, an announcement or a town hall. In Sydney it is usually filmed in one or two days and delivered as several finished pieces.
That job-shaped brief is what separates it from a brand film, which answers who you are and stays true for years. A corporate video answers a question that has a date on it, and gets remade when the thing it describes changes. Most businesses need both, and they are often filmed on the same days.
We work as a corporate videographer in Sydney with our own crew, kit and edit suite, and we plan the brief from what your people and candidates actually ask rather than from a wish list. Because our Snowball SEO platform automates the search heavy lifting other agencies bill by the hour, more of your budget goes into the filming. It sits inside our wider Sydney video production service.
The difference
Which corporate video do you actually need?
Four briefs come up again and again, and they are not interchangeable. The commonest mistake is making one video and asking it to serve every audience, which usually means it serves none of them well.
The four that keep coming up
- A culture film, for candidates and for the company itself
- A recruitment film, for one role or one team you keep hiring into
- Training and onboarding video, so the same explanation is not given fifty times
- An announcement or town hall, when a change needs a face rather than an email
Where it goes wrong
- One video asked to serve candidates, staff and customers at once
- A script written by committee, so the film says nothing anyone disagrees with
- Filming with no plan for where it will live, so it lands in a folder
- Making it once and never revisiting it, so it ages visibly with the team
If what you actually want is the film that says who the company is, that is a brand film, and it is a different brief with a different shelf life.
The cost
What drives the price of a corporate video?
Filming days and the number of people in front of the camera, mostly. Interviews are slow, and every extra person is a setup, a microphone and twenty minutes of settling in. These are the three shapes most briefs land in.
One video, one day
One filming day
A single location, a handful of interviews and the supporting shots. One finished video plus short cuts. The commonest brief and the quickest to a fixed price.
A set from one day
One to two days
Several videos filmed together because the crew and lighting are already up. A culture film and a recruitment cut, or a training series filmed in one run.
Ongoing
Retainer
A recurring day each quarter for the training library, the new starters and whatever the year turns up, so the set stays current instead of ageing all at once.
We quote a fixed price for the whole production after a free consult, so the number you approve is the number you pay. For indicative Australian ranges across every kind of video, see our guide to what video production costs.
What moves the number, in order
Nothing on this list is a surprise, which is the point. You can decide where you want to spend before anyone shows you a figure.
- Filming days, which is the single biggest lever by a distance
- How many people speak on camera, because each one is a setup
- Locations, since every move costs an hour of setup rather than an hour of filming
- How many finished videos come out of the day, not how many minutes
- Motion graphics, subtitles in other languages, and any animation
- Whether we film once or return each quarter
Where the savings actually are
The cheapest corporate video is not the one with the smallest crew. It is the one that gets several jobs out of a day the crew is already on site for.
A culture film and a recruitment cut share almost every setup. A training series shares one room, one lighting plan and one afternoon. Filmed separately, each of those is a whole day with its own travel, setup and minimum charge.
So the question worth asking before you brief anything is not what video do we need. It is what will we wish we had filmed while everyone was in the building.
The scope
What you receive from a corporate video day
Agreed in writing before we film, so there is no argument at delivery about what was in scope.
The finished videos
Every piece the day was briefed for, cut, graded and mixed, delivered in the formats your intranet, careers page and player actually accept.
Short cuts for social and ads
Sixty, thirty and fifteen second versions plus a vertical cut, because a recruitment film that never leaves the careers page reaches nobody.
The question set and run sheet
The interview questions and the order we film them in, agreed with you first. Good answers come from good questions, not from good luck on the day.
Subtitles and captions
Burned-in captions and separate subtitle files, which matters more here than anywhere else because internal video is usually watched at a desk with the sound off.
Stills from the day
Frames pulled and graded from the same footage for the careers page, the intranet and the deck, so everything matches because it came from one day.
The raw footage
Yours if you want it, labelled and handed over, so a future edit does not depend on anyone else's project file still existing.
The return
Where does a culture film actually earn its money?
Not in views. In the people who watch it and decide, before they ever speak to you, that they would or would not fit. That decision is free when the film does it and expensive when an interview panel does it.
Measure the offer, not the views
A culture film that halves your withdrawal rate at offer stage has paid for itself several times over, and its view count may be modest. A recruitment film with thousands of views and no change in applicant quality has done nothing.
The numbers worth watching are time to hire, the ratio of applications to interviews worth having, and how many accepted offers fall over. Those are all in systems you already have.
The same logic runs through our analytics work: decide what the thing is supposed to change before deciding how to count it.
The process
How a corporate video gets made
Five to seven weeks, and one point in the middle where you approve the questions before anyone is booked to answer them.
Week 2
Questions and run sheet
You approve the interview questions, the speakers and the order. This is the step that decides whether people say anything worth using.
Week 3
Pre-production
Rooms, scheduling around people who have day jobs, kit, consent forms and a run sheet with realistic gaps in it.
Week 4
The filming day
One or two days with our Sydney crew. Interviews first while people are fresh, then the supporting shots that make the edit possible.
Weeks 5 to 6
Post and delivery
Edit, colour, sound, captions and graphics. One first cut, one consolidated round of notes, then every version delivered sorted by where it is going.
After
Placement and review
We help you put each cut where it belongs, then look at what changed in hiring or training rather than at the view counter.
The brief
What to ask before you brief a corporate video
Corporate video is the easiest kind to spend money on and the easiest to waste it on, because everyone can agree a video would be good. These four questions sort one from the other.
Who has to act differently after watching it?
If the answer is everyone, the brief is not finished. A video with one named audience and one intended change is the only kind that can be judged afterwards.
Can we see the questions before the filming day?
Interviews live or die on the questions. If nobody will show you the question set in advance, you are trusting that good answers turn up on their own.
What else could we film while the crew is here?
The setup is most of the cost. A producer who asks what else is coming up this year is saving you a second day, and one who does not is leaving it on the table.
Who is cleared to appear, and what happens when they leave?
Get consent in writing and ask how the edit is structured if a key face resigns. A culture film built around one person has a shelf life you did not agree to.
We are happy to answer all four before you commit. For the wider picture on formats, crew and costs, see our guide to corporate video in Sydney.
Start here
Ready to brief it properly?
Tell us which job the video has to do and who has to act differently afterwards. The free consult is a working session, not a sales call, and you leave with three things whether or not you book us.
- The list of videos worth filming on one day, and the ones that are not worth making
- The question set we would ask, so you can see the film before it exists
- A fixed price for the whole production, with travel and any licensing visible
Good questions
Corporate video FAQs
What is corporate video?
Corporate video is video made to do a specific internal or commercial job: a culture film for hiring, a recruitment film for a role, training and onboarding video, or an announcement and town hall. It is normally filmed in one or two days in Sydney and delivered as several finished pieces plus short cuts.
How much does a corporate video cost in Sydney?
We do not publish a single figure, because the honest range is wide and a number without a brief is a guess. What moves it is the number of filming days, how many people speak on camera, how many locations you need, how many finished videos come out of the day, and whether there are graphics or animation. We scope it after a free consult and quote a fixed price. For indicative Australian ranges, see our guide to what video production costs.
How is a corporate video different from a brand film?
The film that answers who the company is stays true for years. A corporate video answers a question with a date on it, such as how a process works or why this is a good place to work, and gets remade when the thing it describes changes. Many businesses need both and film them on the same days.
Can we film several videos in one day?
Usually yes, and it is where most of the saving is. A culture film and a recruitment cut share nearly every setup, and a training series shares one room and one lighting plan. The limit is how many people can be pulled away from their work in a day, not the camera.
Do our staff need to be comfortable on camera?
No. Most people are not, and it does not matter. We interview rather than ask anyone to perform to a script, we film one person at a time in a quiet room, and we cut around the false starts. The question set does most of the work.
What about consent, and people who leave?
Everyone who appears signs a simple release before filming, and we tell you plainly if someone declines. We also build the edit so it does not hang entirely on one face, because people move on and a film that cannot survive that has a short life.
How long should a corporate video be?
A culture or recruitment film works best at 90 seconds to three minutes. Training video should be as short as the task allows and split into separate clips per task rather than one long piece, because people come back to the bit they need.
Where do these videos actually live?
Careers page, intranet, learning system, the offer email, and the short cuts on social and paid channels. We deliver in the formats each of those accepts, because a file the learning system rejects is not a delivered video.