Creative work that makes an accounting firm look like itself.

Most firms need a sharper message and better assets rather than a new name and logo. A rebrand is warranted when the name no longer fits the practice — after a merger, a change of ownership, or a move from compliance into advisory — or when the identity genuinely cannot be reproduced legibly. Otherwise the money goes further on positioning, photography, video and templates. We will tell you which one you are in after the interviews, and we are happy for the answer to be the cheaper one.

It is the highest-value asset available to a professional services company, and the reluctance is almost always about the format rather than the camera. We do not ask anyone to perform or read a script. We ask a partner a question they answer every week, film the answer in ninety seconds in their own office, and cut the useful part. Most people find the second take comfortable and the fourth enjoyable. If somebody truly will not, we build the programme around the ones who do, and use photography and written content for the rest.

It is scoped as a project after the interviews, and the drivers are straightforward: whether a rebrand is included, how many shoot days, how many video cutdowns, and how many templates you need. We deliberately quote in stages so a practice can start with positioning and a shoot, see the material working, then decide about identity later. Where the budget is tight, one planned shoot day plus templates is usually the highest-return place to begin.

By what it feeds, not by applause. The measurable outcomes are enquiries and booked consultations attributed to the pages, ads and posts the material appears in, and the cost of those against the alternatives you are already buying — for reference, a $84.40 LinkedIn cost per lead in accounting. There are softer effects that matter too, like proposals closing faster and recruitment getting easier, and we ask about those in the monthly review rather than pretending they are the numbers.

Like your firm, because it comes out of your partners' mouths. Our writers work from interview transcripts and keep the phrasing your people actually use, including the plain explanations they give clients rather than the formal version that appears in a letter. Nothing publishes without somebody inside the business signing it off, and where a topic needs a licensed opinion we flag it for review before it goes anywhere near a channel.

Everything: editable source files for the identity, the full-resolution photography, the raw and edited footage, the templates, and unlimited usage rights. It all lands in a folder structure you own, organised so somebody who joins next year can find the right logo file without asking. We keep copies for our own archive, but nothing you paid us to make is held hostage to a retainer.

That is how we plan the shoot in the first place. Every placement has different requirements — vertical for social, quiet-friendly captions, a first three seconds that earns attention — and building for those on the day costs nothing extra, while retrofitting later costs a second shoot. The benchmark for the sector is modest, at a 0.64% Meta click-through rate and a 2.84% rate on search ads, and specific human creative is the main lever a company has to beat it. Our paid social team runs the material once it exists.

As reach and reassurance, yes; as a direct lead source, expect little. CUFinder's traffic mix puts social at 5% for CPA firms against 48% from organic search, so the sensible role for social is to keep you visible to referrers, recruits and existing clients while search and email do the converting. That also sets the right budget: a sustainable cadence built from material you filmed anyway, rather than a separate content team.

Six to eight weeks from the first interview to a banked quarter of material for most practices. Positioning takes two weeks including partner reviews, identity two to three weeks if it is included, the shoot is a single planned day, and editing and delivery take a fortnight. The only thing that reliably slows it down is internal sign-off, so we book the review sessions in the calendar at the start rather than chasing partners between engagements.

Because we do not rely on anyone in your business finding time in February. The programme is designed around banking material in the off-season: one shoot day produces a quarter of posts, videos and stills, which are scheduled before busy season starts. Your only recurring commitment is a short monthly review. That is the structural difference between a content plan that survives and one that dies in January, and it is why we insist on filming in the quiet months.

Yes, and it is often the fastest payback in this profession, because the shortage of good staff costs a growing practice more than a shortage of leads. The same shoot produces material about how the company works, what progression looks like and who people would be working with — which is what candidates actually want to see and what almost no competitor publishes. We plan for it in the brief rather than treating it as an afterthought.

Yes, and the material performs better when the same team places it. Our SEO, paid search, web design and analytics specialists work from one plan with the creative team, so a video is cut for the pages and campaigns it will actually run in. Hiring us for the creative alone is completely fine — you leave with the files and the rights.