14 Mar The best companies don’t chase customers—they’re fighting a war for talent.
Most people assume Votary Films is being hired mostly for marketing. But something fascinating has happened in recent years: our most impactful work isn’t about building demand—it’s about securing supply.
More specifically, human supply.
In today’s competitive landscape, finding and keeping exceptional people has become difficult… often more difficult than finding customers. Our partners are increasingly using our storytelling expertise to strengthen their culture and attract top talent.
What types of videos?
We’re seeing remarkable results with:
- Internal mini-documentaries featuring employee success stories that celebrate growth and achievement
- Customer mini-documentaries where clients share how the partnership changed their business (nothing attracts talent like meaningful impact)
- “Why I Work Here” employee stories that showcase authentic journeys and connections to company values
- “Day in the Life” videos that give candidates real insight into company culture
- Reaction videos build authority
- And of course a million clips and shorts cut from these to keep the socials buzzing
The power of authentic visual storytelling works in two directions:
Externally, to attract customers
Internally, to attract and retain the people who make your business possible
The most sustainable growth happens when you invest in both. After all, rising to meet demand is a wonderful problem to have—but only if you have the right team ready to rise with you.
Authentic, thoughtful documentaries especially have a very strong effect on the workforce culture. After all, a good documentary is like a journal entry. It’s a powerful reminder of the objective problems solved, the value of the team, and the meaningful nature of the work.
It gives everyone a shared a view of a meaningful memento… and if the video is public facing, you can guarantee job applicants will see it and be strongly influenced.
Has your company discovered the power of story for recruiting and culture-building? I’d love to hear how you’re approaching the talent side of the equation.
