Candidates and employees read the same signals
Employer branding is not a campaign for HR to run alone. The same content that makes a candidate apply is what makes an existing employee stay proud of where they work.
A careers page with no company in it
Job descriptions and a stock photo. Nothing about the work, the stack, the people or how decisions get made.
Nobody talks about the work
Engineers publish nothing, so the strongest proof you could offer — your own team explaining what they build — does not exist.
Internal news arrives last
Staff learn about launches, wins and changes from an external post. Trust erodes faster than any campaign can rebuild it.
Start inside, then let the team speak
Employer branding starts with the material employees use every day. External content only works once the internal picture is consistent.
The first 90 days
Listen and define
Interview recent joiners and long-timers. Write the employer story from what they actually say.
Build the assets
Careers page, team content and the internal update format live and running.
Amplify and hire
Employee posting supported, targeted reach behind open roles, and time-to-hire reviewed against the baseline.
Employer branding fails when marketing writes it alone. The material has to come from the team, or the first interview will contradict it.
The elements we would use
Careers content, recruitment reach and internal comms use the elements below.
Website as a Service
A careers section that explains the work, not just the vacancies.
Blogs & news
Engineering and team stories that candidates read before applying.
Company page management
Where candidates check you first, kept current and human.
Executive account management
Leaders and senior engineers posting about the work in their own voice.
LinkedIn Ads
Targeted reach for roles that will not fill through job boards.
Corporate video
The team and the workplace on film, for careers and onboarding alike.
Presentation kit
Templates for internal all-hands and onboarding decks.
Brand kit
One identity across recruitment, internal and commercial material.
Let us make you worth joining
A 30-minute call is enough to see what a candidate currently finds. You leave with the first three things to publish.