We set out to create a vibrant culture and recruitment film that captures the genuine, high-energy atmosphere of working at PPL PRS, the UK’s music licensing organisation. Based in the heart of Leicester, PPL PRS sits at the intersection of the creative and corporate worlds, representing the rights of performers and record labels.

Our goal was to move beyond the tired tropes of the “standard corporate day-in-the-life” and instead create a visual narrative that felt as rhythmic, diverse, and authentic as the music the organization protects every day.

PPL PRS wanted to break away from traditional, overly-polished recruitment messaging in favor of a more transparent, unfiltered view of everyday life at their HQ. The challenge was managing the scope of the project. We needed to distill twenty different interviews spanning departments as varied as HR, finance, sales, and marketing.

The brief required us to find a cohesive narrative thread that could bridge these different professional worlds, ensuring the final film felt structured and professional while maintaining the raw, unscripted energy of the people who work there.

Our strategy was rooted in open conversation rather than a set script. We prioritised a relaxed environment for our long-form interviews, encouraging contributors to speak candidly about their personal growth, their challenges, and their roles.

To ensure the project delivered long-term value, we didn’t just focus on the main brand film; we produced individual profile edits for every participant. This created a massive, searchable library of authentic testimonials, allowing the PPL PRS recruitment team to deploy specific, relatable content for targeted hiring across any department or seniority level.

The project resulted in a comprehensive and versatile recruitment asset library that has become a cornerstone of the PPL PRS employer brand. By shifting the focus from corporate selling to human telling, the final films offer a transparent window into the company culture that resonates deeply with potential candidates.

These assets continue to drive both internal representation and external talent acquisition, proving that the most powerful recruitment tool is simply providing a platform for employees to share their own stories in their own voices.