Built for retention, not just completion. One vetted production team. 40+ markets. Transparent pricing. A connected solution that gets sharper every module.
A selection of training video work for enterprise clients across financial services, healthcare, government, manufacturing, retail, and professional services. Onboarding, compliance, skills, and learning programmes.
Training video production is the planning, scripting, design, filming or animating, editing, and delivery of video content built to teach a learner something they did not know, could not do, or did not understand before. The output answers a single question for the learner watching: I get it, can I do it now? Pass the test, complete the task, retain it next week.
Training video sits inside the operational layer of the enterprise, not the marketing layer. It is the work that drives onboarding completion, compliance pass rates, skills transfer, and the difference between a workforce that knows policy and a workforce that applies it. Five years ago, most enterprises commissioned one annual compliance video and called it learning. Today, the same organisations run training video programmes covering onboarding sequences, role-specific skills training, compliance refreshers, microlearning bursts, leader-led module sets, and learning paths localised across markets.
That gap, between the volume of training video required and the cost of building the internal capacity to produce it consistently, is the gap yourfilm. closes. We operate as a connected video production solution. One brief in, one production team, one set of learning design standards, and a learning library that grows more useful with every module.
A new policy needs rolling out. The L&D team books a production company, scripts a presenter walking through the policy on camera, and the deliverable lands. Compliance ticks the box that everyone "completed" the module. Six months later, an audit shows half the workforce cannot describe what the policy actually requires.
The training was not the problem. The problem was that the brief started with what the trainer wanted to say, not what the learner needed to do. Training that fails almost always fails at the learning design stage, not the production stage. Completion rate is a vanity metric. Retention, application, and behaviour change are what matter. The strongest training videos are scoped around the action the learner needs to take after watching, not the information the policy team needs to communicate.
Whether you need one onboarding module or a multi-year training programme, yourfilm. scopes every training brief against the specific behaviour the module is trying to produce. Learning design sits at the top of the process, not script direction in isolation.
If this is the only module you commission, you get training that actually changes what people do. If you commission more work later, the next module starts from the documented learning framework, script structure, and visual system, not a blank brief. The training library compounds: every module is sharper than the last because the design framework is already tested against real retention data.
Most training programmes combine multiple formats from a single learning design framework. One framework can yield onboarding modules, compliance refreshers, manager-led short-form content, and a tagged library of reusable explainer segments. We plan for that at the design stage, not in post.
The first 90 days. New starter introductions, role inductions, system walkthroughs, culture content. Used by every enterprise to standardise the first impression and accelerate time-to-productivity. Lives inside the LMS and onboarding portal.
Regulated and audit-trail content. WHS, anti-bribery, modern slavery, privacy, financial services compliance, healthcare protocols. Built to pass audit and to actually change behaviour, not just to be ticked off as completed.
Role-specific capability building. Software training, sales methodology, customer service, technical skills, leadership development. Long-form modular content with assessment touchpoints, designed for active learning rather than passive completion.
60 to 180 second focused bursts. Single learning outcome per piece. Used for just-in-time learning, refresher content, and behaviour reinforcement. The format that fits into a coffee break and gets watched on a phone between meetings.
Executive and people-leader presenters on camera. Used to lend authority and personal connection to training content. Strongest for change management, strategy roll-outs, values rollouts, and culture-defining modules where the message needs a face.
Sequenced learning paths covering 10 to 50 modules with consistent visual identity, learning outcomes, and assessment design. Used for large-scale training initiatives like sales academy roll-outs, leadership programmes, or enterprise-wide platform training.
Most L&D teams know they need video. Fewer know exactly which format will land. The right format follows the learning outcome, the audience, and the moment in the learning journey. Here is the decision tree we use during brief.
5 to 15 minute structured content. Lives inside the LMS or onboarding portal. Sequenced to deliver the right information at the right point in the first 90 days.
Audit-trail content. Built to pass regulator review and actually change behaviour. Includes assessment touchpoints, completion tracking, and refresher cadence design.
Long-form modular content. Software training, sales methodology, customer service, leadership development. Active learning design, not passive completion.
60 to 180 second focused bursts. Single learning outcome per piece. Watched on a phone between meetings, in a coffee break, or as a refresher.
Executive or people-leader presenters on camera. Used when authority and personal connection matter more than abstract instruction. Strongest for values, strategy, and major change moments.
10 to 50 modules with consistent visual identity, sequenced learning outcomes, and assessment design. Used for sales academies, leadership programmes, or enterprise platform training.
The strongest training video is decided at the design stage, not in the studio. Training work that fails almost always fails at the learning outcome stage, not the production stage. Here is what every training brief runs through before any script or shoot work begins.
The brief starts with the specific behaviour the module is trying to produce. Not "understand the policy". Not "be aware of the change". The exact action, decision, or capability the learner needs to demonstrate afterwards.
Training aimed at everyone teaches no one. The brief identifies the specific learner cohort, their role, their existing knowledge, and the gap the module needs to close. Training a new graduate is not the same as refreshing a 10-year veteran.
Order matters in training. Hook the learner with relevance, build the concept, demonstrate the application, reinforce the key behaviour. The strongest training videos follow proven instructional structure rather than presenter-led monologue.
The module is one piece. The training system needs to extend to every future module. The brief scopes the visual identity, presenter style, learning design framework, and reusable graphic system documented during production.
Most training shoots deliver one module. Ours deliver an entire learning programme's worth. When we plan a training shoot, we plan it backwards from the full module map. One presenter, one location, one day. Multiple finished modules, plus a tagged content library ready for compliance refreshers, microlearning bursts, and future module updates.
The path from an internal expert's knowledge to a finished training module runs through four stages. Each stage produces a specific output the next stage needs. Skipping a stage tends to surface as a problem in retention, not as a problem at the stage that was skipped.
Structured session with the subject matter expert to pull the knowledge out. Distil the topic to the specific learning outcome. What does the learner actually need to do differently?
Script written for the learner's existing knowledge level. Structure built around proven instructional design: hook, build, demonstrate, reinforce. Reviewed by SME for accuracy before any production starts.
Presenter casting and direction, location, set, autocue. Multi-module planning so a single shoot day yields the full programme. Animation and motion graphics scoped where the topic needs visualisation.
Edit, captions, motion graphics, knowledge check overlays where required. Delivery formats matched to the LMS spec. Learning design framework documented for every future module.
Each capability earns its place on its own. Connected, they remove the friction that makes always-on training video impossible at most enterprise organisations. Project clients use the production capability. Subscription clients access all three.
Training production across 40+ markets. Crews trained on presenter direction, autocue management, and learning-content pacing. Producers fluent in instructional design, not just camera direction.
A learning content library that grows with every module. Tagged by learning outcome, role, regulator, and competency. Updates flow once and apply everywhere a clip is reused.
AI accelerates the work. Captions, transcripts, knowledge-check question drafts, localised voiceover versions, microlearning cut-downs all designed in from the brief. Faster turnarounds, sharper retention.
Same budget. Same calendar. Different output curve. Without a connected solution, every module starts from a blank script and the learning library never grows. With one, output grows even when spend stays flat.
Illustrative figures based on typical subscription engagement output. Real numbers depend on shoot frequency, content brief, and reuse strategy.
Every training engagement runs through the same six-stage process, whether it is one module or a year of always-on learning content. Stage six is the difference between a project and a learning system.
Structured brief session with the L&D lead and subject matter expert. Learning outcome locked. Learner profile defined. Pre-existing knowledge mapped. Approved before any script work begins.
Script written for the learner's existing knowledge level. Structure built around proven instructional design. Subject matter expert reviews for accuracy before any production begins.
Presenter casting and direction, location, set, autocue. Multi-module planning so a single shoot day yields a full programme. Animation scoped where the topic needs visualisation.
Edit, captions, motion graphics, knowledge check overlays where required. Microlearning bursts cut from longer modules. Delivery formats matched to the client's LMS spec.
Structured review built into every project. Subject matter expert, L&D lead, and compliance team approval gates. One producer manages feedback across stakeholders.
Every module ingested, tagged by learning outcome, role, and competency. Reusable segments documented. Ready to brief the next module faster, with the SME work already captured. Subscription only.
Vetted training-production crews across 40+ markets globally, briefed and managed centrally from Sydney HQ. Most training briefs go from approval to shoot in under two weeks.
Crews already vetted on presenter direction and learning-content production. Specialist directors who know how to work with a non-actor SME on camera. Producers fluent in instructional design. One producer running point, one set of standards, regardless of where the shoot lands.
There are no fixed rate cards in training video production. Costs scale with number of modules, presenter requirements, animation complexity, assessment integration, localisation scope, and LMS integration work. The ranges below are honest starting points to help frame the conversation, not finalised quotes.
Single module, defined scope. Single presenter, simple set, basic motion graphics. Suited to one compliance module, a single onboarding piece, or a short microlearning series.
Most training work sits here. Multi-module shoots, presenter-led skills training, microlearning series with animation, full onboarding sequences, learning-design integration.
Multi-month learning programmes, sales academy builds, multi-market localisation, complex compliance suites, full LMS integration with assessment design. Always-on learning content production with tagged library output.
Most yourfilm. training engagements begin with a single project. A compliance refresh, a new onboarding module, a single skills series. The work proves the model. Some clients stay project-by-project, and that is a first-class engagement. Others move to subscription because their learning content volume justifies it. There is no requirement to commit, no penalty for staying project-by-project.
Defined brief, fixed scope, fixed deliverables. One training project at a time, priced individually.
Ongoing learning programme. Monthly retainer plus module credit. Access to all three capabilities including the learning content library.
Enterprise brand teams have requirements that consumer agencies struggle to meet. Master service agreements. IP ownership clauses. Indemnity provisions. Brand asset management. Multi-stakeholder approval workflows. Compliance documentation. yourfilm. operates with these as standard, not as exceptions.
Standard terms drafted for enterprise procurement. Custom terms negotiated where required. No surprises mid-engagement, no chasing approvals on a per-project basis.
All finished training modules are owned by the commissioning client on delivery, in every format scoped at the brief stage. Live action presenter content delivered as masters. Where modules include animation or motion graphics, the source files (After Effects, illustration sets, motion templates) remain with yourfilm. as standard so future updates run faster. Full source ownership available, scoped separately if required.
Modules delivered in formats matched to your LMS spec. SCORM, xAPI, MP4 with locked metadata, captions, audio descriptions where required. Knowledge check integration points planned at the script stage, not bolted on after.
One producer manages approvals across L&D, subject matter experts, compliance, and legal teams. SME review built into the script stage, before any production starts. Compliance review built into final delivery. Approval gates structured to catch issues early.
Captioning, audio descriptions, transcripts, font and colour contrast standards built into delivery as standard for accessibility compliance. Presenter releases, music licensing, stock illustration rights handled in-house. Documentation provided for audit teams.
Even across 40+ markets, one billing entity, one tax treatment, one paper trail. Procurement does not have to onboard a new supplier for every region.
A single module to start, or an always-on learning programme to build. Same team, same standards, transparent pricing on both paths.
