Six years inside a Fortune 500

Williams moves a third of America’s natural gas. From 2018 through 2024, when their teams needed safety training that stuck, employee stories that recruited, or a VP video shot on a day’s notice, they called Intent.

• Client Williams
• Industry Energy infrastructure
• Relationship 2018 to 2024
• Videos produced 40+

The challenge

Big companies have two video problems at once. The work is high-stakes: safety content where the message has to land, operations training across a national footprint, executive communications with no room for amateur hour. And the logistics are unforgiving: vendor systems, brand standards, security requirements, and schedules that change when a VP’s travel does. Most production companies can handle one side of that. Williams needed both.

What we did for them

Over six years the library grew past forty videos: Life Criticals safety films, Gemba Walk and lean operations training, employee ambassador stories, IT and internal communications, and facility films across their footprint. When a Northwest Pipeline VP’s visit created a next-day shoot on short notice, we staffed it, shot it, and quoted it without breaking their stride. We did the vendor paperwork, we knew the brand standards, and their team never had to explain their company to us twice.

The results

The proof is the tenure. Corporate teams re-bid vendors constantly; Williams kept coming back for six years, across departments, from safety to HR to IT. One production partner across dozens of internal clients meant every new video started at speed, with a team that had badge-level familiarity with how Williams worked.

“Functions more as an extension of my work family, rather than as an outside vendor.”
Williams team member, from the Intent Productions client testimonials

What this means for you

If you’re at a large company evaluating vendors, the question isn’t whether a production team has nice reels. It’s whether they can operate inside your world: procurement, brand review, compressed executive schedules, and stakes that don’t forgive a redo. Six years inside a Fortune 500 is our answer. Your onboarding paperwork doesn’t scare us, and your deadline doesn’t either.