Employer Branding

The EVP Is Not What You Wish You Could Say to Candidates. It Is What You Can Honestly Say - and Consistently Deliver.

• EVP discovery workshops: Structured workshops with leadership, people managers, and employee cohorts at different stages of their tenure - to surface what the organisation genuinely offers, what employees value most about working there, and where the gaps are between the current experience and what is needed to attract the next generation of talent
• Employee research and insight: Structured surveys and interviews with current employees to understand what they would tell a friend considering joining, what keeps them engaged, and what they would change - providing the authentic employee voice that credible employer branding requires
• Candidate and leaver research: Research with recent joiners and recent leavers to understand the gap between the employer brand promise at the point of hiring and the experience once inside the organisation - identifying where the EVP needs to be strengthened and where it needs to be more honestly communicated
• Competitor employer brand analysis: Analysing how your competitors position themselves as employers - their EVP claims, their careers page messaging, their culture content, and their employee review presence - to identify differentiated EVP territory and the expectations your target talent is forming based on the alternatives they are considering
• EVP framework development: Crafting the EVP framework - the core proposition, the supporting pillars, and the evidence statements that substantiate each pillar - in language that is honest, specific, and compelling to your target talent profiles, not in the generic employer branding language that candidates have learned to discount
• EVP validation and iteration: Testing the EVP framework with representative current employees and target talent profiles - validating that the proposition resonates, that the language lands, and that the evidence statements are specific enough to be credible before the EVP is embedded in communications

Your Careers Page Is Not a Job Listings Board. It Is the First Proof Point That Your Organisation Is Worth a Candidate's Application.

• Careers page strategy and architecture: Designing the information architecture and content strategy for the careers page - the sections, the navigation, the content hierarchy, and the candidate journey that moves a curious visitor through understanding the EVP to finding and applying for the right role
• Careers page copywriting: Writing the careers page content - employer brand headline, EVP narrative, team and culture descriptions, benefits and perks articulation, development and progression narrative, and the specific language that communicates the working experience credibly without the generic employer branding vocabulary that candidates distrust
• Careers page design and development: Designing and building the careers page to a standard that reflects the quality of the employer brand - with visual identity alignment, mobile optimisation, job vacancy integration, and the candidate experience quality that signals organisational investment in talent
• LinkedIn employer brand optimization: Optimising the LinkedIn company page for talent attraction - Company Page content, Life tab content, employee advocacy guidance, and the content strategy that builds employer brand visibility in the professional network where most of your target talent is active
• Glassdoor and review platform management: Developing the strategy for managing the organisation's presence on candidate review platforms - responding to reviews, encouraging employee reviews that reflect the genuine working experience, and addressing the specific concerns that negative reviews surface
• Digital recruitment marketing: Designing and running targeted employer brand campaigns on LinkedIn, Instagram, and other channels relevant to target talent profiles - with content that communicates the EVP authentically and drives qualified candidates into the recruitment pipeline

• Employee story content: Producing the employee spotlight content - written profiles, video interviews, day-in-the-life features, and career journey stories - that communicates the working experience through authentic employee voices rather than corporate descriptions
• Culture video production: Producing the culture video content that communicates the working environment, the team dynamic, and the organisational culture in the specific visual format that candidates engage with most - from short-form social content to the longer culture documentary that lives on the careers page
• Employee advocacy programme: Developing the employee advocacy programme that makes it easy for employees to share employer brand content - with content frameworks, sharing guidelines, and the internal communications that build the habit of external advocacy in the employee base
• Internal communications strategy: Developing the internal communications programme that makes the employer brand real inside the organisation - because the employer brand promise is only credible externally when it is lived internally, and the best employer brand content is produced by employees who genuinely experience what the brand claims
• Onboarding experience design: Designing the onboarding communications and experience that delivers on the EVP promise in the critical first weeks and months of employment - when new joiners are making their long-term commitment decisions and when first impressions either validate or undermine the employer brand they were sold
• Recruitment process brand alignment: Reviewing and redesigning the candidate experience at every stage of the recruitment process - job description language, application process experience, interview process design, offer communication, and rejection communication - to ensure the process reflects the employer brand rather than contradicting it