Attract the Talent Your Organization Deserves
When finding and keeping great people feels harder than it should, how you present your organization matters more than ever.
Back to HomeA Compelling Story That Attracts the Right People
Employer Brand Development creates authentic narratives about what it's like to work at your organization. This approach helps talented people see themselves as part of your team while making current employees feel their experience is accurately represented.
Better Candidate Quality
When your employer brand accurately reflects organizational reality, you attract people who genuinely fit rather than those drawn by generic messaging.
Improved Retention
People who join with realistic expectations about culture and values tend to stay longer. Authentic employer branding reduces the costly cycle of mismatched hires.
Enhanced Employee Pride
When employees see their workplace accurately represented, they feel validated. This often translates to stronger advocacy and referrals from your current team.
When Talent Acquisition Feels Like an Uphill Battle
Many organizations struggle to communicate what makes them distinctive as employers. Generic messaging attracts generic candidates, while the people you actually want remain unaware of what you offer.
Your recruitment messaging feels indistinguishable. Descriptions of culture and values could apply to dozens of organizations. Nothing communicates what makes working here genuinely different or appealing to the right candidates.
New hires express surprise about actual culture. The gap between what recruitment materials promised and workplace reality creates early disappointment. Some leave quickly, others stay but remain disengaged.
Marketing and HR operate separately. Marketing knows how to craft compelling narratives but lacks deep understanding of employee experience. HR understands the culture but struggles to translate it into appealing messaging.
Top candidates choose competitors. Even with competitive compensation, talented people select other organizations. Something about how you present the opportunity fails to resonate with the people you most want to attract.
Building an Authentic Employer Narrative
Employer Brand Development bridges marketing expertise and HR knowledge to create compelling narratives grounded in actual employee experience. This approach examines internal culture, reviews competitive positioning, and develops messaging that resonates with the talent you want to attract.
What This Engagement Includes
Internal Culture Assessment
Understanding what employees actually experience through conversations and observation. This reveals authentic culture rather than aspirational statements.
Competitive Landscape Review
Examining how other organizations position themselves as employers. Identifying opportunities to communicate genuine differences rather than echoing generic claims.
Employee Value Proposition
Articulating what employees gain from working at your organization. Moving beyond compensation to communicate the full experience and opportunity.
Message Development
Creating narratives that authentically represent your culture while appealing to desired talent. Messaging that feels true to current employees and compelling to candidates.
What You Receive
- Comprehensive employer brand guidelines
- Employee value proposition framework
- Recruitment marketing frameworks
- Internal communications strategies
- Implementation roadmap and toolkit
The Development Process
This engagement brings together perspectives from across your organization. The process values input from both leadership and employees at various levels to ensure the resulting brand reflects actual experience.
Discovery & Listening
Conversations with employees across levels and departments. Understanding what people value about working here and what challenges they face.
Market Analysis
Reviewing how competitors position themselves as employers. Identifying authentic differentiators and opportunities for distinctive messaging.
Brand Development
Creating employer narratives, value propositions, and messaging frameworks. Developing materials that feel authentic to insiders and appealing to outsiders.
Implementation Planning
Developing strategies for rolling out the employer brand internally and externally. Creating frameworks for recruitment and employee communications.
Throughout Development
Collaborative sessions with HR and marketing teams
Employee feedback on developing narratives
Leadership alignment on messaging direction
Iterative refinement based on stakeholder input
Investment and What's Included
The investment reflects the collaborative nature of developing employer brand that bridges marketing and HR. This work creates foundations that continue benefiting recruitment and retention efforts over time.
Complete employer brand development
Development Components
- Internal culture assessment process
- Competitive employer landscape review
- Employee value proposition development
- Messaging framework creation
- Stakeholder collaboration sessions
Deliverables
- Employer brand guidelines document
- Recruitment marketing frameworks
- Internal communications strategies
- Implementation toolkit and templates
- Team training on brand application
Timeline and Engagement
Employer brand development typically unfolds over 8-12 weeks depending on organizational complexity and stakeholder availability. This timeframe includes discovery, development, refinement, and implementation planning.
Payment arrangements can be discussed during initial conversations to align with your organizational planning and budgeting cycles.
What Organizations Typically Experience
Employer brand development creates shifts in how organizations attract and retain talent. While outcomes vary, certain patterns emerge when authentic narratives replace generic messaging.
Common Changes
- Candidates arrive with more realistic expectations about culture
- Current employees feel more accurately represented externally
- HR and marketing teams collaborate more effectively
- Recruitment messaging stands out from competitor approaches
Longer-Term Benefits
- Improved quality of candidate applications
- Reduced early-stage turnover rates
- Increased employee referrals and advocacy
- Stronger competitive positioning for talent
Setting Realistic Expectations
Employer brand development creates foundations for better talent outcomes, but activating the brand across recruitment and retention efforts requires organizational commitment. The value emerges from both the brand itself and how consistently it's applied.
What the Brand Provides
- • Clear, authentic narrative about employee experience
- • Framework for recruitment communications
- • Alignment between HR and marketing approaches
What Implementation Requires
- • Consistent application across touchpoints
- • Internal advocacy from leadership
- • Ongoing evolution as culture develops
Our Commitment to Authenticity
Employer brands only prove valuable when they authentically represent organizational culture and resonate with desired talent. This principle shapes our approach to every engagement.
Employee-Informed
Brand development grounded in actual employee experience rather than aspirational statements. Narratives that feel true to people who work there.
Collaborative Development
Regular input from HR, marketing, leadership, and employees throughout development. The brand reflects collective understanding, not external imposition.
Implementation Support
Training and resources to help teams apply the brand consistently. Your organization should feel equipped to activate the brand independently.
Exploratory Conversations Welcome
Initial discussions focus on understanding whether employer brand development would benefit your organization. There's no obligation to proceed unless the fit feels appropriate for your current needs.
Many organizations find these conversations valuable even if they're not quite ready to undertake formal brand development.
Beginning the Conversation
Moving from interest to engagement involves straightforward steps designed to ensure appropriate fit and mutual understanding.
Initial Outreach
Share information about your talent challenges through the contact form. We'll respond within one business day to schedule an initial discussion.
Discovery Conversation
Discussion about your talent acquisition and retention challenges, current positioning, and whether employer brand development would address your needs.
Customized Approach
If the engagement seems appropriate, we develop a specific approach addressing your organizational culture and talent objectives.
What Comes Next
After you reach out, we'll schedule a conversation at your convenience. These discussions typically last 30-45 minutes and focus on understanding your talent situation and whether employer brand development would provide value.
No pressure to commit—these conversations aim to determine whether collaboration makes sense for both parties.
Ready to Develop Your Employer Brand?
Let's discuss your talent challenges and whether employer brand development could help your organization attract and retain the people you need.
Start the ConversationOr call us at +39 02 8749 3261 to discuss your needs
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