Employer Branding Services Built on What Your Employees Say

Start with an employer branding audit

Before we write anything, we look at what candidates already see. That includes your careers page, job ads, Glassdoor and Indeed reviews, your LinkedIn page and the application process itself. We also compare you with the employers you compete with for talent.

Then we listen. We survey employees and interview a mix of new hires, long-tenured staff and managers. Where you have exit interview data, we review that too.

The audit shows gaps between what you say and what employees say. Those gaps matter, because candidates read reviews before they apply.

Writing your employer value proposition

Your employer value proposition, or EVP, is the honest answer to one question. Why would a good person join you and stay?

Most EVPs rest on a few pillars, such as pay and benefits, growth, the work itself, culture and flexibility. Yours should lead with what employees actually value, not what leaders hope they value.

We test draft messages with employees before launch. If a claim makes your own staff roll their eyes, candidates will not believe it either.

What we produce

The EVP becomes material your recruiters and hiring managers use every day.

• Careers site pages – Pages on life at the company, benefits, teams and hiring steps, built with our web design company team.
• Job ad templates – A clear structure for every posting, with inclusive language and space for pay ranges.
• Employee stories – Written profiles and photos. For video, see our corporate video production team.
• Recruiting materials – Job fair booths, campus handouts and referral program graphics.
• Recruiter toolkit – Talking points, email templates and LinkedIn messages that match the EVP.

What we need from your team

Employer branding depends on access. We need one owner in HR or talent acquisition who can make decisions and open doors.

We also need time from employees. Surveys are short, and interviews can happen during work hours. Leaders should tell staff why the research is happening and that answers stay anonymous.

Finally, we need access to your careers page, applicant tracking system reports and review site accounts. Reports on where applicants come from and where they drop out show which fixes matter most.

Job ad rules we design around

Job ads must follow federal equal employment opportunity laws. Wording that suggests a preferred age, gender or other protected trait creates legal risk, so we avoid it.

A growing number of states and cities require pay ranges in job postings. These include Colorado, California, Washington and New York. Our templates leave room for ranges, and your HR team or employment counsel approves final ads.

We never write employee reviews or tie rewards to positive ones. If review sites are a problem, our employer reputation team can help you respond and improve.

Global employer branding services and fees

For companies hiring in several countries, we adapt the EVP by region. That means local review of translations, local job platforms and attention to employment rules in each market. Our global employer branding services keep one core message while letting each region speak to its own candidates.

You get a clear price in your free proposal, after we look at your goals.

Employer branding companies vary. Some are recruitment ad agencies. An employer branding consultant may advise without producing anything. We are a branding firm, so we connect your employer brand to your customer brand through our brand strategy work. Pick an employer branding expert with experience in roles like yours, such as hourly frontline staff or engineers. We will not promise applicant numbers or a faster time to hire. Many clients pair this with our other branding services, so the careers site and the customer site look related.

Last updated: 18 October 2026