Video & Voicenote Recording Guide

Everything you need to record your outreach.

Once recorded, we handle the rest. Work through each segment at your own pace. The scripts are here, the guidance is here, and the whole thing should take roughly 1–2 hours including practice takes.

7videos to record
2voicenotes
~1–2 hrsincluding practice

Tools you need

ToolWhat it's for
Loom.com Recording and sharing your videos
Voice Memos iPhone  /  Voice Recorder Android Recording your voicenotes

Important, downloading and sharing: Once each video is recorded, you need to download it from Loom and drop it into your upload folder below. Downloading requires Loom's Business plan, so start the free Business trial first. It costs nothing and gives you everything you need.

Before you record

What the video is trying to do

The goal is never to pitch Manageable. The goal is to get them curious enough to reply. You're selling the conversation, the product sells itself on the call.

One thing that consistently works: acknowledge the oddness upfront. Something like "I know it's a bit weird getting a random video..." it signals human, it disarms, and it works.

The golden rules

Setup

  • Lighting: face a window or ring light. No backlighting.
  • Background: clean, plain, nothing distracting
  • Audio: quiet room, no background noise
  • No need to be polished, authentic beats produced every time

Length guide

  • Main videos: 60–90 seconds
  • Follow-up and voicenotes: 30–45 seconds
  • Screenshare on-screen time: max 30–45 seconds
Practice takes: Record a few runs before going live with each video. Watch them back. You'll naturally drop filler words, face-touching, and nervous energy within a few takes. Don't skip this.

The videos

Segments & scripts

Each segment targets a different audience and is colour-coded throughout. Tap to expand and see the talking points. Use them as a framework, then speak naturally.

Segment A Priority
People Leaders, New in Role
HR Directors and People Leaders, under 6 months in current role · 2 videos
Expand

The angle: Don't reference their new role directly. Something like "what we see with people leaders fairly new into roles, is xyz"

A1 Direct to Camera 60–90 sec
  • 01Open by acknowledging you're reaching out cold, keep it warm and disarming
  • 02"Something we find with People leaders fairly new to a role is, the manager layer is almost always where the gaps are. People have been promoted because they were great at their job, not because they know how to manage"
  • 03"And when you're new and mapping what's actually working, manager development is usually the gap that's been quietly deprioritised, either too expensive, too disruptive, or it just never made it to the top of anyone's list"
  • 04"What we've built at Manageable is designed exactly for that moment. A weekly 20-minute habit for managers, science-based, async, rolls out with zero hassle"
  • 05Single soft CTA: "would love to know if this resonates, just reply here if you're open to a quick chat"
A2 Screenshare 60–90 sec
  • 01Share your screen in Loom so they see your screen and your face the whole time. Hit record and follow the same flow as the A1 script
  • 02Have the Manageable+ platform open and ready to walk them through. Show ONE thing: the homepage, a weekly challenge example, or the "what good looks like" page
  • 03Keep the showcase to 30–45 seconds, talk over what you're showing, don't just point at it
  • 04Close on the same CTA as A1
Segment B Volume play
General HR / People Leaders
HR Directors, Heads of People, L&D, VPs of People · 50–500 employees · 2 videos
Expand

The angle: The manager training problem most companies your size haven't solved. Consultative, problem-led, no intent signalling.

B1 Direct to Camera 60–90 sec
  • 01Open by acknowledging you're reaching out cold
  • 02"One thing that comes up in almost every conversation I have with People leaders at companies your size, manager development is the thing that never quite gets solved. Either it's a one-off workshop that everyone forgets within a month, or it's just never been the priority"
  • 03"The problem is real though, managers either got promoted because they were brilliant individually, or they've been managing for years with no real development. Both end up costly"
  • 04"What we've built at Manageable is a different approach, a weekly 20-minute habit. Science-based, async, built for teams that can't all get in a room at the same time. Affordable and genuinely easy to roll out"
  • 05Single soft CTA
B2 Screenshare 60–90 sec
  • 01Share your screen in Loom so they see your screen and your face the whole time. Hit record and follow the same flow as the B1 script
  • 02Have the Manageable+ platform open and ready to walk them through. Show a weekly challenge example, or reference Ericsson or FIFA as a client ("we've been working with companies like...")
  • 03Keep the showcase to 30–45 seconds, then close on the same CTA as B1
Segment C Test
CEO / MD
Founders and MDs, under 200 employees · 1 video
Expand

The angle: At your stage, the manager layer is usually the thing that breaks first as you scale. No HR jargon, business performance language only.

C1 Direct to Camera 60–90 sec
  • 01Open by acknowledging you're reaching out cold
  • 02"Something that tends to come up with founders and MDs at your stage, as the company grows, the manager layer is usually where it starts to crack. People get promoted, suddenly they're managing people for the first time, and no one's really set them up to do it well"
  • 03"You end up getting pulled into things you shouldn't need to be involved in, and it slows everything down"
  • 04"What we've built at Manageable is a simple weekly habit for managers, not a big expensive training programme, nothing that disrupts the business. Just something that actually makes them better over time"
  • 05Keep the CTA especially light: "would love to know if this sounds familiar, just reply if you're open to a five minute chat"
Segment D Shared
Follow-up
Anyone who received the first video but hasn't replied, used across all segments · 2 videos
Expand

The angle: Soft. No pressure. Leave the door completely open. Record once, use everywhere.

D1 First follow-up, Direct to Camera 30–45 sec
  • 01Keep it short and light, "Just checking to see if you viewed the last video I sent?"
  • 02"No worries at all if not, just wanted to make sure it landed"
  • 03One light nudge: "if it's of any interest, I'd love to have a quick chat, just reply here"
D2 Second follow-up, Direct to Camera 30–45 sec
  • 01"Just wanted to follow up on the message I sent over"
  • 02"Completely understand if the timing isn't right, these things are rarely urgent until they are"
  • 03Optional proof point: "we've been working with a couple of companies recently in similar positions, one being Ericsson, and it's made a real difference to how their managers are developing"
  • 04"No pressure at all. If you want to pick this up at any point, just drop me a message, happy to chat whenever it makes sense for you"

Voicenotes

Short audio, sent via LinkedIn DM

Voicenotes play directly in LinkedIn, no link, no click-through. Think WhatsApp voice note energy, not a pitch. Authentic and human, which is exactly why they work.

VN1 30–45 sec
Post-View Follow-up
After someone has watched your video but hasn't replied. Acknowledge the view directly.
  • 01Acknowledge the view, "I noticed you watched the video I sent over. I'm keen to hear your thoughts?"
  • 02"Thought I'd try this format, a bit more personal than another text"
  • 03One line on the pain: "manager development is one of those things that tends to get pushed to the back until it becomes a real problem"
  • 04"Would love to have a quick chat if you're open to it, just reply here"
Conversational, slightly informal. Like you're leaving a WhatsApp for a colleague, not presenting to a board.
VN2 30–45 sec
Generic Follow-up
Later in the sequence, softer. A light nudge, not a goodbye.
  • 01"Hey, just a quick one"
  • 02"Wanted to check this was still on your radar, totally get it if now isn't the right time"
  • 03"If it's worth a quick chat, just reply here, happy to work around whatever suits you"
Even more relaxed than VN1. Warm and casual, keeps the conversation open without closing anything off.

Before your first take

Watch Callum's example first

Callum has recorded a quick reference video covering one of the segments above. It's not a perfect take, that's the point. It shows tone, pacing, and structure in practice so you know what you're aiming for before you press record.

Callum's reference recording
Watch before your first take
Loom link to be added by Callum

Behind the scenes

How we're building your audience
The targeting layer behind your outreach: 12 prospect lists across the UK and US, each defined by a specific signal and prioritised by how strong it is. Your videos get matched to the right list. Expand to see the map so far.
In progress, rolling out in priority order
HR Leader L&D Leader CEO / MD Other
List Region What puts someone on it Priority
Warm NetworkWarm contacts UK Manageable's own LinkedIn connections and people Farley has engaged before. Worked first. Highest
New in Role · Always-OnHR Leader UK A new HR leader lands in seat, 0–6 months into the role. Live trigger, fires continuously. Highest
Intent Signal · Always-OnHR Leader UK A company starts showing buying signals around L&D and management development. Live trigger. Highest
CPO / Head of PeopleHR Leader UK Senior people-strategy owners at 50–500 person companies, qualified on seniority. Highest
L&D LeadersL&D Leader UK People whose remit is manager and employee development. The role itself is the signal. Highest
Broad HR LeadersHR Leader UK HR Directors and Heads of HR at 50–500 person companies. The core volume audience. High
CEO / MD, Small CompaniesCEO / MD UK Founders and MDs at sub-200 companies who feel the manager problem personally. High
HR Leaders, IntentHR Leader US US HR leaders at companies actively researching management development. High
L&D Leaders, IntentL&D Leader US US L&D leaders at companies showing buying signals around development. High
Org Stress / ChangeHR Leader UK A recent merger, acquisition, or cost-cutting event in the last 6 months. Backup
High-Growth CompaniesHR Leader UK Fast-growing companies promoting people into management for the first time. Backup
Chief of Staff / Head of OpsOps UK New into an operations leadership role, 0–6 months in seat. Backup

Once you've recorded

Recording checklist

Each of you records the full set, 7 videos and 2 voicenotes. Work down your list, tick them off, and drop each file at the upload link. Once they're all in, we handle the rest.

F Farley 7 videos + 2 voicenotes Upload to Farley's folder
DoneWhat to recordToolUpload
A1New in Role, Direct to CameraLoomUpload
A2New in Role, ScreenshareLoomUpload
B1General HR, Direct to CameraLoomUpload
B2General HR, ScreenshareLoomUpload
C1CEO / MD, Direct to CameraLoomUpload
D1First follow-up, Direct to CameraLoomUpload
D2Second follow-up, Direct to CameraLoomUpload
VN1Post-View Follow-up voicenoteVoice Memos / RecorderUpload
VN2Generic Follow-up voicenoteVoice Memos / RecorderUpload
I Inken 7 videos + 2 voicenotes Upload to Inken's folder
DoneWhat to recordToolUpload
A1New in Role, Direct to CameraLoomUpload
A2New in Role, ScreenshareLoomUpload
B1General HR, Direct to CameraLoomUpload
B2General HR, ScreenshareLoomUpload
C1CEO / MD, Direct to CameraLoomUpload
D1First follow-up, Direct to CameraLoomUpload
D2Second follow-up, Direct to CameraLoomUpload
VN1Post-View Follow-up voicenoteVoice Memos / RecorderUpload
VN2Generic Follow-up voicenoteVoice Memos / RecorderUpload

Work through it at your own pace. Any questions before you start recording, just drop Ivo a message directly.

Ivo & Callum · Trigger AI