Company culture videos show what it is like to work at a company through real people, work habits, and clear examples. A useful video connects stated values to something viewers can see. AKOOL can help create a scripted presenter clip and language versions, while your team supplies the real workplace evidence.
Start with one question: what should someone understand about working here after watching? Build the video around that answer. “We welcome feedback” becomes more convincing when an employee explains how feedback changed a real project.
- Choose one audience and one clear message.
- Show values through actual work.
- Use approved words from real employees.
- Review every claim before publishing.
What is a company culture video?
A company culture video explains how a team works, treats people, and makes decisions. It can help job candidates understand the workplace or help new employees learn how the company operates.
A strong video goes beyond listing perks. It shows a routine, an employee story, or a decision that supports a value. For example, a team might show how it shares project notes so colleagues in different time zones can follow the work.
Keep the message accurate. A video should reflect what employees can expect, including the parts of the job that require effort. Choose examples that people inside the company would recognize.
Which company culture video examples are worth studying?
Study company culture video examples for their format, employee voice, and use of specific details. Use the ideas to plan your own story without copying another company’s claims.
BambooHR’s collection of company culture videos includes the examples below. They illustrate different ways to present a workplace.
| Example | Format to study | Idea to apply |
|---|---|---|
| Fiverr | Humor around recruitment-video clichés | Use a tone that fits your team and support it with specifics |
| Netflix | Employees answering questions about the workplace | Ask focused questions and keep answers in the employee’s voice |
| SAP | Employee perspectives on roles and work | Show what people do and how they describe their experience |
Choose a format that matches your people. A quiet team does not need a high-energy comedy video. A distributed team can show remote work habits instead of an office it rarely uses.
For a broader range of business formats, see AKOOL’s corporate video examples. A culture video should stay focused on work experience and values.
Company culture video vs. employer branding video vs. recruitment video
A company culture video shows the experience of working at a company. An employer branding video presents the wider story of why someone might want to work there. A recruitment video asks people to consider a role or take a hiring action.
The formats can share footage, but their main questions differ.
| Video type | Main viewer question | Useful next step |
|---|---|---|
| Company culture video | “What is it like to work here?” | Explore the team or workplace |
| Employer branding video | “Why should I consider this employer?” | Learn about careers and opportunities |
| Recruitment video | “Is this role right for me?” | Read the role details or apply |
Set the goal before writing the script. A culture video can support hiring, but a long list of job requirements may distract from the workplace story.
For new hires, connect the culture story to specific routines. AKOOL’s guide to employee onboarding videos covers that related use.
What should a company values video show?
A company values video should show a value in action, with a real example that viewers can understand. Pick one or two values and explain what they change in daily work.
For each value, ask:
- What do employees do because of this value?
- Can we show that action or explain a real case?
- Is it common practice, or only an isolated example?
- Can the people involved confirm the description?
If the value is learning, show an actual learning routine or an employee’s approved account of it. If the value is customer care, explain how the team reviews customer feedback. Avoid claims that imply every employee has the same experience.
Choose details that are safe to share publicly. Remove private customer data, internal screens, and confidential project information from footage.
Which employee interview questions reveal real company culture?
Ask employee interview questions that invite a specific example. Questions about a real moment usually produce more useful answers than asking someone to praise the company.
Try these prompts:
- “What surprised you during your first month?”
- “When did a teammate help you solve a difficult problem?”
- “How does your team share feedback?”
- “What happens when someone makes a mistake?”
- “Which work habit makes your day easier?”
- “What should a new hire know before joining?”
Give people time to think. Let them describe both the benefit and the effort involved. Review the selected quote with the speaker before publication.
How do you use an employee testimonial video honestly?
Use an employee testimonial video to share a real employee’s approved words and experience. Preserve the meaning when you shorten a quote, and make sure the employee agrees to the planned use.
AI narration can introduce an interview or explain an approved fact. It should not turn a fictional employee into a source of first-hand experience. If a presenter is AI-generated, make its role clear and avoid suggesting it is an actual member of your team.
How do you write a company culture video script?
Write a company culture video script around one message, two or three pieces of evidence, and a clear next step. Plan the narration and the real footage together so viewers can see what supports the story.
The table below is an original 90-second planning template. The timing is a starting point, not a production limit. Replace every bracketed detail with an approved fact or quote.
| Scene | Time | Sample narration or dialogue | Visual evidence |
|---|---|---|---|
| Opening | 0 to 12 seconds | “At [company], we [specific work purpose]. Here is how our team puts [value] into practice.” | Real team or project footage |
| Work habit | 12 to 30 seconds | “Our team uses [real routine] so [clear benefit].” | A safe recording or view of that routine |
| Employee voice | 30 to 55 seconds | [Short approved employee quote about a real example] | The employee’s own interview clip |
| Second proof | 55 to 75 seconds | “You can also see this in [second real example].” | Real work, training, or team activity |
| Closing | 75 to 90 seconds | “Learn more about [team or careers page] and the work we do.” | A simple closing screen with the right destination |
A complete sample line might be: “Our project notes include the decision, the reason, and the next owner. That helps teammates follow the work when they were not in the meeting.” Use that line only if it describes your actual process.
Avoid empty claims such as “our culture is amazing.” A viewer learns more from a specific habit and a real employee’s account.
What should the script review check?
The script review should check accuracy, clarity, and employee approval before production. Assign a person who can verify each claim rather than relying on a general final review.
Use this checklist:
- Each value has a real example.
- Quotes keep the employee’s intended meaning.
- Benefits and work arrangements are described accurately.
- Screens and footage are cleared for use.
- The closing action matches the target audience.
Read the script aloud. Remove lines that repeat the same point or use words your team would never say.
How can AKOOL help create company culture videos?
AKOOL can help create scripted presenter clips and translate existing videos for company culture content. Your team still gathers real employee stories, work footage, and approved facts. The AI video generator page introduces the video tools, while Avatar Video supports the presenter workflow.
Create an AI presenter clip from approved narration
Use Avatar Video to choose a presenter and voice, add the approved narration, and plan the scenes. A presenter can introduce the culture story, explain a work routine, or close with a clear next step.
Generate a short sample first. Check company names, tone, pacing, and the exact facts being spoken. Reuse a suitable presenter and voice when that helps a series feel consistent.
AKOOL’s guide to script-to-video brand consistency explains related planning choices. The AI Avatars category offers more presenter-video guides.
Combine narration with real employee footage
Combine the reviewed presenter clip with approved employee interviews and real workplace footage in your video editor as needed. Keep evidence close to the claim it supports.
For example, let an AI presenter introduce a feedback routine, then show a real employee explaining what it changed. Keep the employee’s own words distinct from the narration.
This workflow does not assume that AKOOL automatically gathers interviews or creates a complete culture film from a company name.
Create reviewed language versions
Use Video Translation to create another language version of an existing video. Check the translated speech and subtitles with a fluent reviewer before publishing.
Start with clear audio and review speaker segments carefully. Product results can be affected by noise, overlapping voices, and unclear faces. A single-speaker narration clip may be easier to review than a busy group conversation.
Check that each translation keeps the meaning of company values and employee quotes. A fluent sentence can still change the meaning of a workplace claim.
How long should a corporate culture video be?
Start with a 60- to 120-second cut for a broad corporate culture video, then adjust to the audience and story. This is an editorial planning range, not a universal best length or an AKOOL limit.
A short social version may cover one employee story. A careers-page version can include more context. Keep useful evidence and remove repeated slogans before cutting an employee’s clear explanation.
Show a rough cut to someone who does not know the company. Ask what they learned and what still felt vague.
Where should you publish company culture videos?
Publish company culture videos where the intended audience is already looking for workplace information. A careers page is useful for candidates, while an onboarding resource is useful for new hires.
Possible placements include:
- Careers and team pages.
- Relevant job listings.
- LinkedIn posts aimed at your hiring audience.
- New-hire resources.
- Internal updates about a specific work habit.
Match the next step to the placement. A careers-page viewer may want role details. A new employee may need a team guide.
Use your existing website, social, and hiring analytics to assess response. Look at viewing, next-step clicks, and candidate questions. These are measures you gather through your own tools, not a promised AKOOL hiring-analytics feature.
How much does a company culture video cost?
The cost depends on planning, interviews, filming, editing, review, and the video tools you use. A small team can start with a focused script and simple footage, while a larger production may involve more people and locations.
Budget for the work around the video:
- Collecting evidence and employee permissions.
- Preparing and reviewing the script.
- Recording interviews and safe workplace footage.
- Creating presenter clips if needed.
- Editing, translation review, and updates.
Check current AKOOL plan and export options before choosing the production approach. This guide does not assume a fixed price or guaranteed saving.
