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How to Actually Get Hired
Who reads applications, which channel gets a reply, and what they screen for.
Why applying the normal way doesn't work
With only <50 employees, VideoGen doesn't have dedicated recruiters. Founders review applications between running the company. The challenge isn't competition — it's visibility. Direct outreach wins.
Who to contact at VideoGen
We haven't verified a contact route at VideoGen yet. At <50 people in B2B, the decision-maker is almost always a founder or department head, but that's a model, not something we've confirmed. We're working on it, and members get verified contacts first.
What VideoGen screens for
At in B2B, hiring bars concentrate on relevant experience and ability to operate autonomously — shipped work over credentials, and evidence you can operate without process.
Don't send a generic CV to VideoGen. Mirror the job posting's language to get past automated screening.
Mistakes that kill applications
At <50 people, a copy-paste CV is immediately obvious. It's an instant no.
Nobody cares what you want. Start with is growing fast after their null round and how you'd help.
Don't apply and wait. The median B2B application gets no response ever. One follow-up at day five roughly doubles reply rates.
Frequently asked questions
How do I apply to VideoGen?
Through the roles on our VideoGen jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does VideoGen respond to cold emails?
We're still collecting cold email data for VideoGen.
Who is the hiring manager at VideoGen?
At this size, hiring is usually run by a founder or department head.
How competitive is it to get hired at VideoGen?
<50-person B2B companies see ~50-100 applicants per role in two weeks. The 72-hour window is your advantage.
Have your application sent for you
Get in early at companies like VideoGen. We find roles fast, tailor your CV, and apply while the pool is small.
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