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Onboarding video is the first thing a new hire sees of how your organization actually works, and most of it is wasted. A talking head from the CEO, a slide deck read aloud, an hour of policy nobody retains in week one. It gets played once and never again.
We build onboarding as a set of short animated modules instead: what we do, how we behave, who to ask, what happens in your first thirty days. Each runs a couple of minutes and can be watched before day one, on a phone, without an LMS login. New Gold, the Yukon Employees Union and LeanBC all use videos we produced this way.
Because onboarding content dates faster than any other training, we design it to be updated. You own the source assets, and swapping a scene costs a fraction of a rebuild. Production starts at $2,500 and a single module usually takes two to four weeks.
Six projects covering the ground onboarding has to cover: culture and values, how the organization works, the processes new starters meet first, and the workplace obligations they need to understand.
We map the first ninety days before scripting anything: what a new hire is told, by whom, and in what order. Most onboarding programs turn out to be front-loaded, with everything critical delivered in week one and nothing afterwards. The video plan follows from fixing that sequence, not from the existing induction deck.
Each module gets its own script and storyboard, written to be watched cold by someone who knows nothing about you. We hold a single character set and visual system across the whole program so the modules feel like one induction rather than a folder of unrelated files. You approve script and storyboard per module.
You receive LMS-ready masters, captions, transcripts and mobile-friendly cuts, plus the layered source files. Onboarding changes whenever the org chart, the benefits or the tools change, so we hand over everything needed to update a scene rather than commission a replacement.
The most useful onboarding video is the one a new starter watches on their phone the weekend before they arrive. Short runtimes, no login walls and captions by default are what make that possible.
Values videos fail when they describe an organization nobody recognizes. We interview people who actually do the job and build the script from what they say, which produces something a new hire can check against their first week.
Onboarding content ages faster than anything else in your library. We design it modular, so a benefits change or a new tool means re-cutting one scene rather than rebuilding the whole induction.
Usually four things, and best as four separate videos: what the organization does and why, how people are expected to behave, the practical mechanics of the first week, and where to go when stuck. Splitting them means a new starter can rewatch the one they need instead of scrubbing an hour-long file.
Two to three minutes per module. A new hire will happily watch several short videos in a row and will not watch one long one. It also means each module can be updated, reordered or reused for existing staff without touching the rest.
Animation for anything that will date: org structure, process, benefits, policy. Filming for the parts where real people and real places matter, such as a site tour or a welcome from a leader who is likely to stay. Most clients end up with a mix, weighted toward animation.
Yes, and it is one of the better arguments for making them. A clear module on how a process works is just as useful to someone in year four who never quite learned it. Keep the framing general rather than addressed to new starters and the same file serves both.
A single module takes two to four weeks. A four to six module program typically runs eight to fourteen weeks, because scripts and storyboards go through approval in batches. If there is a hiring deadline, we sequence the modules so the most urgent one lands first.
From $2,500 for a single module. A multi-module program is quoted as a project and costs less per video, because the character design, templates and motion system are built once and reused across the series.
It is a useful input, never the script. Slides are written to be presented and talked over, so read aloud they run long and flat. We take the content, cut it to what matters on screen, and rewrite it to be watched rather than delivered.
Yes. Animation makes localization straightforward, since only the voiceover and on-screen text change. Additional language versions are quoted per module and cost considerably less than the first version, because the animation is already built.
