Corporate explainer videos help employees and external audiences understand a company’s purpose, expectations or plans. These examples cover company history, conduct, strategy, benefits and values.
By
Larry Mutenda
| What are the best corporate explainer video examples? Strong corporate explainer video examples include Canonical for a company story, AkzoNobel and Generali Group for conduct and compliance, Citizen for strategy communication, Ohio State Human Resources for employee benefits and Socomec Group for corporate values. The article also covers 18 more examples, from Providius and Fujitsu to Silva Homes and Guardicore. |
Corporate explainer videos are short videos that explain a company to the people who work with it. They cover purpose, conduct, strategy, benefits and values. The audience can be employees, partners, investors or the public, and each needs a different starting point.
This article looks at 24 explainer video examples for corporations. The first six, from Canonical, AkzoNobel, Generali Group, Citizen, Ohio State Human Resources and Socomec Group, get the most detail. For each one, I describe what the video covers, who it speaks to and what other companies can take from it. After the examples, I cover explaining change without corporate jargon and internal vs. external corporate videos. Then I explain how to plan your own corporate explainer video.
A code of conduct, a three-year strategy and an enrollment decision each reach employees at a different moment. The examples show how corporate communication becomes concrete when it addresses those moments directly.
Here is a quick overview of the 24 videos in this article, grouped by how each company uses the video. The table links to each example below.
We picked videos that each show a different job a corporate explainer can do: a company story, a code of conduct, compliance, strategy, employee benefits and values.
The lead example, Canonical, comes from the Creamy Animation video library. The other five videos are published on each company’s own YouTube channel and were publicly available when we checked them in October 2026. We describe each video from its own content and description, and we credit any figures to the company that published them.
Examples 7 to 24 widen the list. Some of them were published by the studios that made them rather than by the companies. The Providius, Fujitsu, Accelerate, Small Business BC and New Gold videos come from the Creamy Animation video library.
| # | Company | Use |
|---|---|---|
| 1 | Canonical | Lead example: company story |
| 2 | AkzoNobel | Code of conduct / compliance |
| 3 | Generali Group | Code of conduct / compliance |
| 4 | Citizen | Strategy communication |
| 5 | Ohio State Human Resources | Benefits |
| 6 | Socomec Group | Values |
| 7 | Providius | Corporate explainer for an IT services company |
| 8 | Fujitsu | Long-form enterprise explainer that earns its runtime |
| 9 | Accelerate | Motion graphics explainer for a clean transport organization |
| 10 | Small Business BC | Abstract motion graphics for a nonprofit series |
| 11 | New Gold | Internal corporate explainer for a mining company |
| 12 | Airbnb | Brand symbol explainer |
| 13 | HubSpot | Employer brand explainer |
| 14 | LEGO | Corporate commitment explainer |
| 15 | Ahlstrom-Munksjö | Corporate explainer for an industrial company |
| 16 | Geocent | Short corporate explainer with wordplay |
| 17 | Lyft | Origin story explainer |
| 18 | EDGE | Multimedia corporate explainer on sustainability |
| 19 | Imatech | Internal brand story for a mining technology company |
| 20 | Spicers | Company evolution explainer |
| 21 | BIC | Anniversary corporate explainer |
| 22 | Practicus | Brand explainer for a consultancy |
| 23 | Silva Homes | Illustrated company explainer |
| 24 | Guardicore | Corporate explainer for cloud security |
Canonical connects its founding purpose with the scope of its work. An employee benefits video has a different job: helping someone understand changes before making elections. A corporate label does not make those communication needs interchangeable.
This lead video for Canonical appears in the Creamy Animation video library.
Canonical’s video begins with the idea that open source is widespread but has traditionally been the domain of experts. It then presents the company’s purpose as making open source easier to use. That gives the corporate history a reason to appear in the story.
The video says Canonical began in 2004 and created Ubuntu. It describes Ubuntu as the most popular Linux distribution. The message then expands from the original purpose to a wider portfolio spanning small devices and large clouds.
The video names AI, telecommunications and financial infrastructure as areas the company serves. This connects the origin story with its broader role. The video is about who the organization is, why it exists and what it does.
I consider a video like this for a company overview page or an introduction shared with new stakeholders. The format is 2D animation and the runtime is 1:41. The production lesson is to give company history a clear function. A founding date alone describes little. Connecting the original problem with the current scope helps a new viewer understand the organization. Other companies can follow that narrative order while choosing facts that are directly relevant to their own audience.
An employee encounters a conduct policy and wants to know how it relates to routine choices. A broad statement about integrity can leave daily responsibilities unclear. Video can connect organizational expectations with the people affected by those choices.
AkzoNobel centres its code on little choices involving customers, colleagues and communities. Generali uses a cartoon after a call-to-action video from its Chairman to help staff understand compliance responsibilities. The messages give the policy a place in working life.
A policy with no link to daily work can leave employees unsure why it concerns their own role. This differs from Canonical’s external company story. Conduct content needs the organization’s expectations, while a company introduction establishes its purpose and activity.
AkzoNobel frames its code around the little choices made each day for customers, colleagues and communities. It addresses employees through the people affected by their decisions. Other companies can learn from bringing a policy into everyday responsibility instead of leaving it as an abstract statement.
Generali’s cartoon helps staff understand compliance responsibilities after a call-to-action video from its Chairman. An Italian version is also available. The example shows how a corporate message can continue beyond a leadership announcement into staff-facing learning.
An organization announces a three-year strategy and employees need to understand the period it covers. A list of ambitions without a time frame can be difficult to connect with the planning cycle. A strategy video can give the plan a bounded account.
Citizen’s example outlines what the organization intended to achieve from 2020 to 2023. The dates make it a historical planning message, not current guidance. Without that context, an older video can look like the organization’s present direction simply because it remains available.
Canonical uses history to connect purpose with current scope. A strategy announcement instead looks forward from a particular planning point. Those different relationships to time affect how corporate material should be read and maintained.
Citizen outlines what the organization planned to achieve during its 2020 to 2023 strategy period. The video addresses people trying to understand that three-year direction. Its dated scope is a lesson in keeping strategy communication attached to the period it actually describes.
An employee reaches open enrollment and needs to understand what has changed before choosing benefits. A general account of the employer cannot answer that decision. The content needs enough depth for plan changes and election considerations.
Ohio State’s benefits analysts provide that context in an 18:46 overview for 2026. Its length reflects a more involved employee decision than a short company introduction. Without a coherent overview, staff may encounter isolated changes without understanding what to consider when making elections.
This is time-specific communication. The year and audience belong together. A benefits video from another period can remain an example of the format while no longer serving as the appropriate resource for a current employee decision.
Ohio State’s benefits analysts cover 2026 plan changes and what employees should consider when making elections. The overview runs 18:46. Give decision-heavy benefits content more room than a short awareness message. Keep its enrollment period explicit.
A company names its values and employees need to recognize the words it has chosen. A values statement can remain distant from the workforce if it appears only as corporate copy. Staff participation gives the message a different point of contact.
Socomec’s employees spell out responsible, open and committed letter by letter. That is a specific treatment of three named values. People can know that values exist and still not recall the organization’s actual terms.
Canonical’s lead follows a company-purpose story. Socomec concentrates on the language of values. Both concern corporate identity, but the material they need is different. The example does not establish how each value governs a particular workplace decision.
Socomec staff spell out three values: responsible, open and committed. The video addresses the company’s identity through employee participation and a small set of named terms. Other corporate teams can take the lesson of keeping a values message focused enough for its core words to remain recognizable.
Runtime: 1:50
Providius works on networks that carry media. The video explains that media workflows need real-time, low-latency delivery, and that packet loss and routing errors can disrupt it. It presents Providius tools for real-time observability and early detection of problems.
Runtime: 3:20
Fujitsu’s video explains surgical scheduling software for perioperative executives. It opens on why effective surgical schedules matter to surgeons and hospitals. It then explains why changing block allocations to use existing capacity is complex, and how the software supports those decisions.
Runtime: 1:18
Accelerate is Canada’s zero-emission vehicle industrial alliance. The video sets out Canada’s strengths in minerals, innovation and manufacturing. It then explains how the alliance connects industry, labour, Indigenous interests, government and researchers to grow the sector.
Runtime: 3:18
Small Business BC’s video asks viewers what accessibility means. It explains barriers through everyday examples, such as a cafe that cannot be entered or a document with type that is too small. It then defines workplace accessibility.
Runtime: 1:03
New Gold’s video explains what the company means when it calls health and safety its number one priority. It means never compromising on safety, whatever the job, and looking out for one another.
Runtime: 1:45
Airbnb introduced the Bélo, its symbol of belonging, with this video. It ties the company’s message of belonging anywhere to the new logo.
Performance data: none published.
Why it works:
Takeaway:
A rebrand needs a story, not just a reveal.
Runtime: 3:31
HubSpot explains its approach to workplace culture, built on transparency and employee autonomy. It covers policies like flexible hours.
Performance data: none published.
Why it works:
Takeaway:
Employer brand videos work when they name real policies.
Runtime: 1:06
LEGO explains its commitment to a family-friendly workplace. It names specific pledges, like 26 weeks of paid childcare leave for primary caregivers.
Performance data: none published.
Why it works:
Takeaway:
Corporate commitments are more credible with numbers attached.
Runtime: 1:49
Ahlstrom-Munksjö makes sustainable fiber solutions. The video takes the viewer from a simple piece of paper to the company’s broader sustainable products.
Performance data: none published.
Why it works:
Takeaway:
Start from an everyday object your viewer recognizes.
Runtime: 0:35
Geocent is an American company that brings agile solutions to help customers complete their missions. Its projects combine science, technology and strategy. The script uses a play on words.
Performance data: none published.
Why it works:
Takeaway:
A clever line can do more for recall than a long list of services.
Runtime: 3:10
Lyft tells its origin story: two founders with a mission to improve lives by creating a peer-to-peer ridesharing community.
Performance data: none published.
Why it works:
Takeaway:
An origin story makes a large company feel human.
Runtime: 1:28
Almost 40% of global emissions come from buildings and construction. EDGE, a real estate developer, uses this video to announce its net zero commitment for every building.
Performance data: none published.
Why it works:
Takeaway:
Lead with the number that makes your commitment matter.
Runtime: 1:17
Imatech provides technology solutions to the mining and minerals industry. This brand story was part of an internal branding project to engage employees and start a conversation about the brand.
Performance data: none published.
Why it works:
Takeaway:
Your employees need the brand story before your customers do.
Runtime: 1:16
Spicers’ brand story traces its journey from a paper company to new growth markets such as digital media and labels and packaging.
Performance data: none published.
Why it works:
Takeaway:
Use your history to explain your next move.
Runtime: 1:37
BIC marks 75 years in business, from lighting birthday candles to writing notes and lesson plans. Its pen and lighter appear throughout.
Performance data: none published.
Why it works:
Takeaway:
Show your company through the moments your products are part of.
Runtime: 1:13
Practicus wanted to explain what makes it different in business consulting. In keeping with its straightforward approach, the brand video is clean, honest and informative.
Performance data: none published.
Why it works:
Takeaway:
Make the video’s tone prove the claim your company makes.
Runtime: 1:19
Silva is an independent housing association. The company explainer uses a detailed illustration style with touches of frame-by-frame animation.
Performance data: none published.
Why it works:
Takeaway:
Detailed illustration can make an organization feel caring and local.
Runtime: 1:51
Guardicore is security software for cloud environments. The video covers how the IT world has evolved and how Guardicore helps businesses secure critical assets. A limited color palette, 3D icons and simple on-screen text keep it professional.
Performance data: none published.
Why it works:
Takeaway:
For security brands, restraint in design builds trust.
Explain what changes for the person watching. Give the reason in language someone can repeat without borrowing an internal slogan. Name responsibilities and the next available action when they are relevant.
I test a change script with someone outside the project team. Ask them what will be different after the announcement. If they can repeat the headline but cannot answer that question, the video needs more concrete information before production begins.
Give each department a defined review question. Ask subject owners to check facts and ask the message owner to check purpose. Collecting unrestricted wording preferences from everyone can pull the video away from the employee’s question. A clear review brief helps protect the sequence.
For a change message, distinguish what is decided from what is still being worked out. Employees may need both pieces of information. A video does not become clearer by presenting uncertainty as certainty. State the next point at which more information will be available when that detail is known and approved.
The conduct examples show another way to keep the wording concrete. AkzoNobel names the people affected by daily choices. Generali continues a leadership message with staff-facing compliance content. A change announcement can make the same distinction between the leadership decision and the employee responsibility that follows. Those are related messages with different information needs. Repeating the announcement alone does not answer what an employee is expected to do after hearing it.
An external viewer may need context about the company and its role. An employee may already know that context and want to understand a specific decision. Reusing the same opening can waste attention for one group.
Canonical’s story is practical for introducing an organization. A benefits or conduct video has a narrower job. Choose the audience first and give each version an ending that leads to the appropriate resource or action.
Internal language can be practical shorthand among colleagues and a barrier for everyone else. Read an external script as though none of the abbreviations or program names are familiar. Read an internal script as though the employee wants to know what the announcement changes for their work.
The distribution plan should respect that difference. Public material needs enough context to travel independently. Internal material may need controlled access and a route to a responsible team. Choose the ending after deciding where the employee will go next. A generic corporate website invitation is not always the practical action.
Name the employee decision or corporate question. A conduct message concerns responsibilities, while an enrollment overview supports elections. Canonical’s company history has another purpose. Keep their approval criteria separate.
Decide whether staff already know the corporate context. Benefits analysts may need to begin with plan changes. An external company introduction may need the founding problem before the present portfolio makes sense.
Connect policy words with their subject. AkzoNobel names customers, colleagues and communities. Socomec names three values. Avoid expanding a focused corporate message into an inventory of every department’s preferred phrase.
Related reading: explainer videos guide.
Check the visual tone against the internal task. A values piece and a benefits briefing have different information loads. Make dates, plan names and policy references readable where employees need to recognize them.
Related reading: explainer video cost.
Attach period-specific videos to the relevant strategy or enrollment page. Citizen’s dated strategy and Ohio State’s 2026 overview should remain identifiable by period so older material does not look like current employee guidance.
A recognizable question and a concrete video make the message easier to follow. Explain why the information matters to the employee. Remove statements that sound positive but do not change their understanding of the company or the action expected of them.
Choose a small review group with clear responsibilities. The message owner should confirm the purpose. Subject experts should check their facts. The person accountable for final approval should be named before production so conflicting feedback can be resolved.
Use the channels employees already rely on and make the relevant resource easy to find afterward. Consider access restrictions and people who cannot attend a live announcement. Captions and a text summary help the message remain usable in different settings.
Assign an owner and identify the events that trigger review. Date time-specific material clearly. Replace or retire content that gives obsolete instructions. An older example can remain practical as history if it is clearly presented that way.
Keep it to the length the message needs. A values video can be short. A benefits overview may need several minutes because employees use it to make choices.
Animation suits abstract topics such as strategy or compliance. Filmed employees suit culture and values, where real people make the message credible. Many companies use both.
Sometimes, but the emphasis changes. Employees need to know what changes for them. The public needs to know what the company does and why. Decide which audience comes first before scripting.
Cover the main expectations, a few situations employees will recognize and where to raise a concern. Keep the full policy in the written code and link to it from the video.
A corporate video works best when people understand why the message concerns them. Choose one question and make the video concrete enough to guide the next conversation or action.
Larry is the founder and Chief Storyteller at Creamy Animation, founded in 2009. He leads a team that creates story-driven videos for businesses and nonprofits. 15+ years in video strategy and production, specializing in SaaS, B2B, and nonprofit storytelling. A marketer, designer, and animator, Larry has overseen the production of more than 1,500 videos for Fujitsu, Logitech, Warner Brothers, NFL, Blockdaemon, Astronomer, Canonical, and 370+ others.
For Larry, God is first, and everything else is a blessing that comes from serving Him. When he’s not working, he’s hanging out with his wife and three kids, playing the piano, or pursuing his filmmaking side hustle.
