Introducing Recut: Your candidates' answers are probably already in your footage
Most employers we speak to have the same thing hiding somewhere on a shared drive. It's a careers video that cost a decent amount to make, looked great at the launch event, went on the careers page, and hasn't been touched since.
There's nothing wrong with the video itself. It just wasn't made for the places your next hires actually spend their time, or for the questions they have when they get there.
Gen Z don't find jobs by browsing careers pages. They find them while scrolling. Our research into how talent looks for jobs on social media showed it clearly: TikTok, Instagram and YouTube are now part of how young people discover employers, work out what a job actually involves, and decide whether they can see themselves there. A three-minute landscape film that opens on a drone shot of head office doesn't stand a chance in that feed.
So we built Recut.
What Recut is
Recut takes the recruitment and employer brand footage you already have and rebuilds it into content made for social.
We start with the questions your candidates have: about your industry, your company and the roles themselves. Then we go through your footage to find where those questions are already answered, and turn each answer into its own vertical, captioned, hook-first video for TikTok, Reels and Shorts.
You don't need a new shoot, a new budget line or a six-month project. You just need the footage you've already paid for.
Where it started: Babcock
The clearest example of Recut is our work with Babcock.
Babcock had two problems that made each other worse. First, it works in an industry that's hard to picture from the outside. Most young people have no idea what defence engineering involves day to day, what the roles are called, or whether someone like them could do one.
Second, a lot of candidates simply hadn't heard of Babcock. When people don't understand the industry and don't know the company, they're left with a long list of questions and no one to ask. Most of them don't go looking for answers. They just scroll on.
Babcock didn't need more footage. It already had plenty. What it needed was for that footage to answer the questions candidates actually had.
So we started from the candidate's side and listed the questions someone would have on first seeing a Babcock role. Once we had them in front of us, nearly all of them fell into three themes.
Work-life balance. What are the hours like? Will I have a life outside work? What does a normal week look like?
Impact. What does this company actually do, and does my work matter? What would I be contributing to?
Development. Do I need a degree? Will I be trained? Where could this take me in five years?
Then we went through Babcock's existing content theme by theme, looking for the moments where those questions were already answered. Often it was a few seconds from an interview or a line from an engineer that had been buried in a longer film. We turned each answer into its own short, vertical, captioned video that opens with the question.
The footage was the same, but it did a different job. Each video explained one thing clearly, so candidates could piece together the company and the career without needing the full story up front.
Why we're doing this
To be open about it, we built Recut because we kept seeing the same problem on calls.
Teams know social matters. Plenty have been burned by content that looked polished and did nothing. Others have a hiring problem right now and no appetite for a big employer brand programme to fix it. And some simply can't justify agency fees for a full campaign when they're only hiring a handful of people a year.
We didn't want those teams stuck choosing between doing nothing and doing everything. Recut is the middle option. It's quick, it's low risk, and it shows you very fast whether social can move your numbers.
How it works
You send us what you've got: careers films, event footage, interviews, day-in-the-life clips, even old campaign rushes. We map out the questions your candidates are likely to have and group them into themes, then review your footage and tell you honestly what's usable. From there we pull out the moments that answer those questions, edit and caption each one, and format everything for each platform, ready to post or to put paid spend behind.
Pricing
We want Recut to work for every employer, not just the ones with the biggest budgets. So rather than fixed packages, we shape the outputs around your needs, your hiring goals and the budget you have. Whether you're a national employer with a full footage library or a smaller team with one careers video and one role you can't fill, we'll find a version of Recut that works for you.
There are three ways to start.
Taster, from £750. A small first batch so you can test the approach on your own channels with very little commitment. It's the easiest way to see whether this works for you.
Batch. A larger set of edits from a bigger footage library, built around the specific roles or audiences you're hiring for right now. Priced to the size of your library and what you need from it.
Always-on. A monthly retainer for teams that want a steady flow of social content without briefing a new project every time. Scoped around your hiring calendar and budget, and it grows as you add new footage.
Tell us what you're working with and what you need, and we'll come back with options that fit.
Who it's for
Recut works best if you're an in-house talent, resourcing or employer brand team with footage you're not getting value from. It's especially useful if your industry is hard to picture from the outside, your company isn't a household name, or you're hiring early careers talent who live on short-form video.
It also works well as a first step. If the recut content performs, you'll have real data to take into a conversation about a bigger campaign. If it doesn't, you've learned that cheaply.
Get your first Recut
If you have a video that deserves a second life, send it over. We'll tell you which questions it can answer and what we'd do with it.
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