Employee value proposition consulting to attract and retain great people.

An EVP consultant helps you work out what genuinely makes your organisation worth joining and staying with, then helps you say it clearly and use it well. In practice that means listening to your people, making sense of what they tell you, writing the promise and the pillars that come out of it, and planning how it reaches employees and candidates. A good one also helps you carry the internal argument, because an EVP has to be understood by your CEO and your line managers before it does any work at all.

It depends on where you are starting, which is why we don't publish a standard package. Some clients want the whole journey, from employee consultation through to a careers site and recruitment campaigns. Others have already done their listening and want help turning it into an employer brand architecture. Others again have the words and need help bringing them to life internally. We scope the work after we understand your goals, and we'll tell you if we think a smaller piece of work would serve you better than a larger one.

Yes, and often that is the sensible place to begin. Plenty of organisations are sitting on engagement surveys, exit interviews, focus group notes and review site feedback that nobody has read as a whole. We will go through what you hold, tell you honestly what it can support and where the gaps are, and only recommend more research if something important is missing. Repeating work your people have already given you their time for is a fast way to lose their goodwill.

This is usually the part that decides whether an EVP project happens, so we treat it as part of the job rather than something you handle alone. We interview your executives early, which gets them invested and makes sure the promise reflects where the business is heading. We give you the language to connect the work to the things your leadership already measures, like the roles you struggle to fill and the people you lose. And we will present to your executive team or board whenever it helps to have an outside voice in the room.

Yes. We are based in Sydney and run EVP consulting Australia wide, including organisations with sites spread across several states. Our work spans Australian technology companies, government departments, healthcare and NDIS providers, national construction firms, retirement living operators and global consumer brands, which tend to have one thing in common: their people are the competitive advantage. Interviews and workshops work well over video, so it is straightforward to include people wherever they are. That said, some workplaces need to be seen to be understood, so when the work happens on a site, we will build visits into the plan.

Less than most people fear, but not nothing, and we would rather be straight with you about it. You will spend time with us early, working through your goals and your internal politics, because that determines everything after it. Someone on your side needs to own scheduling, since booking your own people is far easier from inside. Beyond that, your involvement is mostly in reviewing and steering the work as it develops. Employees who take part typically give an hour. We handle the analysis, the writing and the production.

It depends almost entirely on your size and how much listening the work calls for. A focused piece of work for a single site organisation looks nothing like a national employer with thousands of people across five divisions, so any number we published here would be wrong for most of the people reading it. What we can promise is a clear timeline before you commit, built around your own dates. If you have a board meeting, a launch or a hiring surge to work back from, tell us early and we will plan to it.

Activation, which is where the value actually shows up. The work divides into things your HR team is best placed to own, like onboarding, recognition and how leaders manage, and things we can take off your hands, like careers content, job ads, employee stories and recruitment marketing. Most organisations start internally, then move to the external work once their own people recognise the promise. You can read more on our employer brand activation page, or we can plan it together as part of the current engagement.