Separate candidate-facing video from internal HR content. A public role explainer needs realism, brand polish, disclosure and clean exports; an onboarding handoff may need quizzes, analytics, SCORM or LMS publishing.
Do the credit maths before recording a whole campaign. Usage multiplies quickly across role, location, language, hiring manager and channel variants, and credit-based plans can turn a small hiring push into a larger bill.
Do not use free plans for public recruitment unless you have checked the watermark, export rights and usage limits. Free tiers are useful for testing mouth movement and voice quality, but candidate-facing clips should look production-ready.
Test localisation with real hiring language, not a generic demo script. Job titles, company names, acronyms, locations and manager names are where pronunciation problems usually show up first.
Get written approval before using a recruiter, founder, employee or hiring-manager likeness. A realistic avatar is useful for consistency, but it creates consent, disclosure and brand-risk questions that should be settled before publishing.
Keep recruitment marketing separate from selection tools. Avatar videos can explain a role or welcome candidates, but screening, ranking, testing or evaluating applicants needs legal review and a different compliance standard.
