Latest / The Marketing Career Podcast with Fexingo: Marketing Jobs, Skills, and Career Growth / How Marketing Generalists Use Video Resumes in 2026
Transcript
- Lucas: Luna, I want to talk about something that's been popping up in hiring conversations a lot lately — video resumes. Not as a replacement for the traditional PDF, but as a supplement. Luna: You mean like recording a Loom and sending it with your application? I've seen a few people do that, but it still feels rare. Is it actually working? Lucas: It depends on the role. For marketing generalists, especially in DTC or startups, it can be a differentiator. I came across a case recently — a mid-career marketer who was applying for a senior brand manager position at a consumer goods company. She sent a 90-second Loom alongside her resume. Luna: Did she get the job? Lucas: She did. And the hiring manager told her the video was what pushed her to the top of the pile. Not because it was flashy — it was shot in her living room, no edits — but because she demonstrated exactly how she'd approach the brand's messaging challenge in under two minutes. Luna: That makes sense for a marketer. Your job is literally to communicate persuasively. A video resume is a live demo of that skill. Lucas: Right. And that's the thesis: if you're in marketing, you should be able to sell yourself on camera. If you can't, that's a signal. A lot of hiring managers I've talked to say it's actually more revealing than a cover letter. Luna: But there's a risk, right? If you're awkward or poorly lit, it could backfire. Not everyone is comfortable on camera. Lucas: Absolutely. And that's why I want to dig into the do's and don'ts. First, the data: LinkedIn did a survey in 2025 — 34 percent of marketing hiring managers said they'd watched a video resume from a candidate in the past year. That's up from about 18 percent two years before. Luna: So it's growing. But still a minority. So the question is: when is it worth the effort? Lucas: I'd say it's worth it when the role requires presentation skills, client-facing work, or creative storytelling. So for brand managers, content marketers, social media leads — yes. For a data-heavy analytics role, maybe less so. Luna: What about the format? Should it be a polished production or more raw? Lucas: The consensus I've heard is: don't overproduce. A clean background, decent lighting, clear audio — that's enough. The woman I mentioned earlier filmed hers on an iPhone in front of a plain wall. What mattered was the content. Luna: What did she actually say in those 90 seconds? Lucas: She structured it like a mini case study. She named the company she was applying to, acknowledged their recent product launch, and then said, 'Here's how I would approach the next six months for this brand.' She gave two specific tactical ideas. That's it. Luna: So she showed she'd done her homework and could think on her feet. That's impressive for 90 seconds. Lucas: Exactly. And that's the template I'd recommend: open with a hook, show you understand the company, offer one or two concrete ideas, and then close with a call to action — 'I'd love to discuss this further in an interview.' Keep it under two minutes. Luna: What about the logistics? Do you attach the video file or send a link? Lucas: Always a link. Most people use Loom, but YouTube unlisted or Vimeo works too. Make sure the thumbnail is professional — Loom captures the first frame, so smile and look at the camera before you hit record. Luna: Okay, but let's talk about the downsides. Could a video resume introduce bias? Like, if someone has a strong accent or doesn't fit a certain look? Lucas: That's a real concern. And honestly, it's one reason I don't think video resumes will ever become mandatory. Hiring managers I've spoken to say they're aware of that risk. Some companies have policies against requiring video submissions because of bias. But when it's optional, it's a chance for candidates to showcase something extra. Luna: So it's a tool for candidates who are comfortable with it, not a requirement. That feels right. Lucas: Yeah. And I'd say for marketing generalists, it's worth experimenting with. Even if you don't send it, the practice of distilling your value proposition into a 90-second video is valuable for interview prep. Luna: That's a good point. Speaking of value, if today's conversation sparked something you've actually used or thought about, honestly, if it was worth a coffee to you, that's the link — buy me a coffee dot com slash fexingo. I know it helps keep this show ad-free. Lucas: Yeah, second that. Appreciate anyone who chips in. Now, back to video resumes — one thing I haven't touched on is the timing. When in the application process do you send it? Luna: I assume not with the initial application? That might be too much. Lucas: Some people do send it upfront. But I've heard more success stories where the candidate sends it after the first phone screen, as a follow-up. That way they've already established rapport, and the video reinforces their candidacy. Luna: Smart. It becomes a thank-you note plus a demo. Lucas: Exactly. And you can tailor it to something discussed in the screening call. For example, 'You mentioned the challenge with customer retention — here's a quick thought on how I'd tackle it.' Luna: Now I'm wondering: are there any industries or company sizes where this is more common? Like, would a Fortune 500 company even watch a video resume? Lucas: From what I've seen, it's most common at startups and mid-size companies — especially in DTC, tech, and creative agencies. Larger enterprises often have ATS systems that don't handle video links well. But even then, if you send it directly to the hiring manager's email, it can bypass the system. Luna: So it's a strategy for roles where you can find the hiring manager's contact info. Lucas: Right. And for marketing generalists, that's often feasible because you're applying to smaller teams. One more tip: include a transcript in the email body. Some hiring managers prefer to scan text quickly, and it also helps with accessibility. Luna: Good call. What about the future? Do you see video resumes becoming standard for marketing roles in, say, five years? Lucas: I think it'll settle as a niche tool. Not standard, but expected for certain roles. Kind of like portfolios — not every marketer has one, but for creative roles, it's almost required. I could see a similar norm emerging for video. Luna: That feels right. And for listeners who want to try it, what's one thing they should absolutely not do? Lucas: Don't read from a script. It's obvious and kills the authenticity. Instead, bullet-point your key points and speak naturally. Also, don't make it longer than two minutes. Respect the hiring manager's time. Luna: Solid advice. So to recap: keep it short, specific to the company, and send it after an initial conversation. Any final thoughts? Lucas: Just that it's a low-risk experiment. Worst case, the hiring manager doesn't watch it. But if they do, you've given them a memorable impression. For marketing generalists in 2026, that's worth the 20 minutes of prep.