Employer branding strategy and activation to attract and retain people.

Activation is everything that happens after the words are agreed. Internally it covers your launch, your communications, training for hiring managers and your talent acquisition team, and the engagement work that keeps the promise alive. Externally it covers careers videos, employee stories, your careers page, social content, job ads, your application flow and recruitment marketing. Your employer branding strategy tells you what is true about working for you. Activation is what makes people believe it, and it is where most of the value of an EVP is either realised or lost.

It depends on what you already have and where the gaps are, which is why we don't publish a standard package. Some clients want the full range, from the internal launch through to careers content, video and recruitment marketing. Others need one piece done well, such as job ads that finally match the promise or a set of employee stories for the careers page. We look at what is already working before recommending anything, and we will tell you if a smaller piece of work would serve you better than a larger one.

No. We work with plenty of organisations whose EVP was defined elsewhere, or defined internally, or defined some years ago. We will read what you have, look at how it has been used so far, and tell you honestly whether it is strong enough to build on or whether a refresh would serve you better first. If it holds up, there is no sense in paying anyone to write it again. If parts of it have drifted, updating them is usually a smaller job than starting over.

We are clear about this from the start, because it affects what you are budgeting for. We take on the employer brand work: careers content, job ads, candidate communications, employee stories, video and recruitment marketing. Your HR team owns the employee experience side, things like onboarding, recognition, learning and how leaders manage, because those sit inside your organisation and cannot be outsourced to anyone. We support that side with messaging, training and materials, and we will tell you where we think the biggest gaps are.

Almost always internally, and usually with your job ads. Internal comes first because employees who do not recognise the promise will contradict it, and they talk to candidates. Job ads come next because they are the cheapest thing on the list to improve and often the weakest, and every role you advertise carries one. Careers content and video are worth more but cost more, so they tend to follow. We will give you a view on the order rather than quoting everything at once.

Yes. We are based in Sydney and deliver employer brand activation Australia wide, including for organisations whose people are spread across several states and many sites. Our work spans Australian technology companies, government departments, healthcare and NDIS providers, national construction firms, retirement living operators and global consumer brands. Most of the planning and writing works well remotely. Employee stories and video are different, because the people and places need to be seen, so when the work calls for interviews or filming on site, we build that into the plan from the start.

Through the numbers your executive already watches, rather than through engagement rates. Time to fill on the roles that matter most, cost per hire, offer acceptance, quality of applications and early retention are the ones worth tracking, and we set the baseline before we start so the comparison means something. Some of it moves quickly, particularly application quality once job ads and careers content change. Retention moves more slowly, because it depends on the experience your organisation delivers rather than on anything we publish.

That is worth asking early, because an employer brand needs new material to stay credible. Careers content ages, employee stories need adding to, campaigns need refreshing and review profiles need responses. Some clients take all of this in-house once the first wave is built, which is a good outcome, and it is what the handover is designed for. Others keep us involved on an ongoing basis, either running the recruitment marketing or producing content each month. We will be straight with you about which makes more sense given your team's capacity. You can read more on our recruitment marketing page.