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An employer brand that shortens time to hire.

EVP development, careers content, recruitment campaigns, campus marketing and employee advocacy, built to shorten time to hire and hold onto people once hired.

Someone working at a desk on a page layout, wearing headphones.
Typical length
Eight to twelve weeks
Then runs
As a programme
Measured on
Time and cost to hire
Build an EVP

What an employer brand is worth

Every candidate who matters checks you before they apply. They read Glassdoor and AmbitionBox, look at who works there on LinkedIn, find the careers page and form a view within a few minutes. That view decides whether they apply, whether they negotiate hard, and whether they take a counter-offer from their current employer.

Where nothing credible exists, they fill the gap with whatever is loudest, which is usually a review left by somebody who was let go. Silence is not neutral in this market.

The work starts with what is actually true here. We interview people who joined recently, people who have stayed, and people who left, then write an employee value proposition that survives contact with the people it describes. An EVP invented in a marketing meeting is discovered as false in week one and it costs you the hire and the reputation.

Then the material a candidate finds: careers content, role descriptions written to be read, employee stories in their own words, and campaigns aimed at the people you want rather than at everybody. We measure it on time to hire, cost per hire and offer acceptance, because those are the numbers this work exists to move.

Scope

What is included

  • EVP development

    Built from interviews with people who joined, stayed and left. What is true about working here, including the parts that suit some people and deter others.

  • Careers site and content

    A careers section that answers what candidates actually want to know: the work, the team, the progression, the pay approach and what the first ninety days look like.

  • Role descriptions

    Rewritten to be read by a person deciding whether to apply. Most job posts are internal documents published by accident, and they are the largest single leak in most funnels.

  • Employee stories and advocacy

    Content with your own people in it, in their words, plus a simple programme that makes it easy for them to share. A post from an employee outperforms one from the company page every time.

  • Recruitment campaigns

    Paid and organic campaigns for specific roles, targeted at people who are good and not looking, which is a different job from advertising to people who are.

  • Campus programmes

    Presence, material and a follow-up process for college hiring, so the relationship survives past the placement week and into the next intake.

How it runs

  1. Weeks one to four

    Interviews with recent joiners, long-stayers and leavers, plus an audit of what candidates currently find. The EVP is drafted from what people actually said and tested with them.

  2. Weeks five to eight

    Careers content, role descriptions, employee stories and the advocacy programme built. The baseline for time to hire, cost per hire and offer acceptance is recorded here.

  3. Weeks nine to twelve, then ongoing

    Campaigns run for live roles, campus programmes where relevant, and monthly reporting against the baseline. The programme continues as long as you are hiring.

What you get

  • A written EVP, evidenced by what employees actually said
  • Careers site content and a structure candidates can navigate
  • Rewritten role descriptions for the positions you hire repeatedly
  • Employee stories, filmed or written, and an advocacy programme
  • Campaign assets for live roles, and a monthly report against the baseline

How it is judged

  • Time to hire, against the baseline set before we start
  • Cost per hire, including agency fees displaced
  • Offer acceptance rate, and the reasons given for declines
  • Applications from people you would actually interview
  • Movement in review scores over the following year

Questions we get asked

Is employer branding just a careers page?

The careers page is where it becomes visible. The work is the EVP underneath it, the role descriptions, the employee content and the campaigns. A well-designed careers page describing a job nobody wants changes nothing.

What if our reviews are bad?

Then we start there, honestly. We will not suppress reviews and it is not possible anyway. What works is fixing what is repeatedly said, responding properly, and giving current employees a reason and a route to add their own view.

How is this measured?

Time to hire, cost per hire, offer acceptance rate and the quality of applications, all against a baseline recorded before we start. Those are the numbers this work exists to move, and they are visible within two quarters.

Do we need this if we use recruitment agencies?

Agencies get more expensive the harder you are to sell. A strong employer brand reduces how many roles need an agency and improves the candidates they can attract on your behalf. The saving usually shows up in the agency line first.

Who do you interview to build the EVP?

Recent joiners, people who have stayed several years, and people who left. The leavers are the most useful and the least often asked. An EVP that only reflects the happiest people is discovered as false in the first month.

Can you run campus hiring?

Yes: presence, material, the session itself and the follow-up process that usually goes missing. Most campus programmes collapse in the fortnight after placement week, when nobody stays in touch with the people who were not hired yet.

Next

Tell us what candidates find today

Send us the careers page, a recent job post and your review pages. We come back with what a good candidate concludes in the first two minutes, and which part of it is costing you hires.

Build an EVPBack to reputation and employer brand

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