Notice what's not in this formula: no list of perks, no "we're a growing startup," no stock photo of a diverse team high-fiving around a laptop. Those don't sell roles in 2026. Specificity does.

Step 1 — The Role Hook (Bold Slogan Opener)

Open AutoAE. Find SaaS Launch Roadmap Pt.1 — Bold Slogan Opener. Big, fast typography on frame one — the format LinkedIn's feed rewards.

The hook line is one sentence. Make it the most specific true statement about the role.

Bad: "We're hiring engineers." Better: "We're hiring a Staff Engineer for our payments team." Best: "We're hiring a Staff Engineer to rewrite our ledger before Series B."

The third version names the role, the team, and the actual problem the person would own. A candidate who reads that knows in 1.5 seconds whether they want to keep watching. That's the entire point of a hook on LinkedIn — high-precision qualification, not vague enthusiasm.

Export at 1080p. AutoAE renders a 4-6 second branded clip. Drop your company brand color in (paid plans include the Brand Kit so this stays consistent across every hiring video you post).

Step 2 — The Honest Trade-off (Balance Scale Comparison)

This is the beat that separates videos that get DMs from videos that get scrolled. Most founders try to make every role sound dreamy. The candidates who would actually fit the role can smell that, and the ones who can't smell it tend to be the ones you don't want.

The fix: show the trade-off explicitly. What does this role demand? What does it give?

Minimalist Balance Scale Comparison (0X100x Style) animates a literal weighing-scale visualization. Drop two short labels on either side. Examples that work:

• Left pan: "On-call rotation. Hard problems. No PMs." Right pan: "Comp band $220k–$260k. 0.4–0.8% equity. Remote."

• Left pan: "Series A startup. 14 people. Founders still review every PR." Right pan: "You ship to prod day one. You name your team in year one."

• Left pan: "Hybrid — Tuesdays + Thursdays in our SoMa office." Right pan: "Senior comp + meaningful equity + the engineering team you actually want."

What you're doing here is qualifying out the wrong candidates so the inbox is clean. The right candidate watches this beat and thinks "yes, that's the deal I want." Everyone else self-deselects. That's a feature, not a bug.

One Reddit thread on recruiting content put it bluntly: "There are a million recruiters out there posting without any understanding of what they are trying to achieve." The trade-off beat is what they're missing.

Step 3 — The Team / Role Showcase (Professional Talent Showcase)

LinkedIn candidates want to know two things you can't fit in a job description: who would I work with, and what would I actually do day one.

Professional Talent Showcase (Mixed Use Cases Collection) is built for this exact frame. The template animates candidate-style profile cards with status indicators — originally designed for HR/recruiting use, this is its native habitat.

Use it one of two ways:

Option A — Team showcase: Show 2–3 of the team members the new hire would work with. Photos, roles, and one sentence each.

• "Maya — Eng lead. Joined from Stripe in 2023."
• "Devon — Staff PM, payments. 8 years in fintech."
• "Sam — Founding engineer. Knows where every bug is buried."

Option B — Role responsibilities: Three "you'd own" cards.

• "You'd own the ledger rewrite from RFC to ship."
• "You'd partner with Maya on team architecture decisions."
• "You'd mentor 1–2 mid-level engineers we'll hire after you."

Either approach works. Pick whichever feels truer to how your company actually evaluates senior hires. Some founders care more about team chemistry; others care more about scope. Both signal seriousness.

Important note on photos: if you use Option A, get explicit permission from teammates before posting. LinkedIn is searchable; their face on a "we're hiring" video shows up forever.

Step 4 — The Apply CTA (Social Media Follow Animation)

One link. One action. Resist the urge to list five.

Social Media Follow Animation ends the video on a clean branded CTA card. Replace the placeholder text with one of:

• "Apply at carbon.com/jobs/staff-eng"
• "DM me 'STAFF' and I'll send the role doc"
• "Comment 'INTRO' for a 20-min intro call this week"

The DM-keyword approach works well on LinkedIn for technical roles — candidates who comment are signaling real interest, you get to qualify in DMs without recruiter spam.

For senior roles, "comment INTRO for a 20-min intro call" converts the best in 2026. It's a low-friction first step that filters for serious candidates without forcing them through an ATS.

Assemble It in CapCut (5 minutes)

You have four 1080p MP4 clips from AutoAE. Open CapCut and stack them in order:

Track 1 (video):  [Hook 0-6s] [Trade-off 6-25s] [Team 25-60s] [CTA 60-80s]
Track 2 (audio):  one understated cinematic loop, ducked to -20dB
Track 3 (text):   optional small subtitle overlay if your voiceover is on Track 2

LinkedIn-specific CapCut notes:

• Aspect ratio: Render 1:1 (1080×1080) for the LinkedIn feed. 9:16 also works for LinkedIn mobile but the 1:1 takes up more pixels on desktop, which is where most senior hiring candidates browse.
• Length: 60–90 seconds is the sweet spot. LinkedIn's algo prefers ≥30s for full credit; under 30s gets weaker reach. Over 2 minutes loses retention.
• Captions: LinkedIn auto-generates captions but they're rough. Add CapCut Auto-Captions, then review for company names, role titles, and salary figures — those are the words people screenshot, so they need to be right.
• Sound: Subtle. LinkedIn is muted by default in feeds. The video has to land without audio. Audio is a bonus, not a load-bearing element.
• Cover frame: CapCut lets you pick a cover frame. Pick the Bold Slogan Opener's final frame — the static-text moment — so the LinkedIn thumbnail shows your hook even before play.

Export: 1080p / 30fps / High bitrate. LinkedIn re-encodes anyway; high bitrate gives you better post-encode quality.

What This Workflow Doesn't Replace

Honest boundaries, because founders kill goodwill fast when the artifact does the wrong job:

• It doesn't replace your ATS. AutoAE makes the video. Greenhouse, Ashby, Lever still run the pipeline. The video drives traffic to your application form.
• It doesn't replace a recruiter for senior leadership. If you're hiring a Head of Engineering at $400k+, you still need a real recruiter network. The video supplements; doesn't substitute.
• It doesn't replace a face-to-camera founder video for culture-critical hires. For your first 10 hires, you (the founder) on camera saying "here's why we're building this" still beats motion graphics. Use motion graphics for hire 11 through 100, where founder-on-camera doesn't scale.
• It doesn't fix a bad job. If the role pays under market, requires unreasonable hours, or has no real ownership, no video will save you. A polished trade-off slide that shows underwhelming comp just makes the underwhelming comp more obvious — which, to be fair, is also useful.

Cost: What This Actually Costs You

For a founder hiring across 3–5 roles a year, an agency package runs $5,000–$25,000. AutoAE Starter is $119/year. The math isn't close.

All AutoAE paid plans include commercial use, which matters here — hiring videos are commercial use by default since they're recruiting for a for-profit company.

If/Then: Which Plan Should You Pick?

• If you hire 1–2 roles a year: AutoAE One-Off ($2.90/video). No subscription friction.
• If you're an early-stage startup hiring 3–8 people in 12 months: AutoAE Starter ($9.90/mo). 50 videos covers role announcements + intro videos + portfolio variants.
• If you're a Series A+ team hiring continuously: AutoAE Creator ($24.90/mo). Brand Kit keeps every hiring video on the same visual system, which matters once you have a recruiting brand.
• If you're a multi-team scale-up (20+ hires/year) or an agency placing roles for clients: AutoAE Agency ($59.90/mo). Priority lane keeps render times fast when multiple hires are in flight.
• If you specifically need a recruitment brand film for your careers page hero: Hire a video production company. That's a different artifact — once-a-year investment.

FAQ

Q: Does LinkedIn really prefer native video over text-with-link? A: Yes, since the Q1 2025 algo refresh. LinkedIn now treats native video the way YouTube treats Shorts — higher engagement-per-impression, higher tail reach, and better surface in the "videos for you" feed. A text post with a link to your careers page gets a fraction of the impressions of the same role posted as a 60-second video.

Q: What about LinkedIn's job-post product? Doesn't that work? A: It works for passive candidates — people who set job alerts. Native video reaches latent candidates — people who weren't actively job-hunting but are open to the right thing. The two channels stack; they don't compete. Post the role on LinkedIn Jobs and the video on the feed.

Q: How long should a hiring video be? A: 60–90 seconds for LinkedIn. Under 30s gets weaker reach. Over 2 minutes loses retention. The 4-beat formula in this guide lands at 70–80 seconds, which is the algorithmic sweet spot.

Q: Should I be on camera in the video? A: For your first 10 hires, yes — founder-on-camera builds trust at the stage when trust is your only recruiting moat. For hires 11+, motion graphics scale better. If you want both, put a 4-second handheld founder clip behind Beat 3 (Team Showcase) and let the AutoAE animation handle the rest.

Q: Can I reuse the same hook template for different roles? A: Yes — that's the whole point. Build the visual template once (with your brand colors via the Brand Kit). Swap the hook copy for each new role. Five hires = five videos with consistent visual identity, ~75 minutes of total work.

Q: How do I track if the video is actually driving applications? A: Two options. (1) Use a UTM-tagged careers page link in the CTA card: carbon.com/jobs/staff-eng?utm_source=linkedin&utm_medium=video. Track clicks in your analytics. (2) Use a comment-keyword CTA ("Comment INTRO") so applications come through DMs and you can count them manually.

Q: What's the commercial license situation? A: Every paid AutoAE plan ($9.90+ or the $2.90 one-off) includes a commercial license. Hiring videos are commercial use — you're recruiting for a for-profit company — so paid plan is required. The Free plan is non-commercial only.

Templates Used in This Tutorial

Four templates. Fifteen minutes of work, including the CapCut assembly. $2.90 per video if you're a one-shot user. $9.90/month if you're hiring continuously.

The thread that prompted this article — "we do have some jobs posted on video and people respond to them" — undersells it. A 60-second hiring video on LinkedIn in 2026 is the single highest-impact thing a founder can do to fill a role faster. The agencies charging $5,000 for the same artifact aren't doing magic; they're doing what this guide just walked you through, slower.

Open AutoAE, grab the four templates, and post the first one this week. Your job has been open four months. Don't let it be five.

Start with AutoAE — 5 free credits to test the templates before you commit.