An employer branding agency that helps you attract and keep great people.

An employer branding agency helps you become an organisation people want to join and stay with, then makes sure the right people know it. That covers two things. The first is working out what is genuinely true and distinctive about working for you, which comes from your own employees rather than from a leadership workshop. The second is putting it to work everywhere it matters, from your internal launch through to your job ads, careers page, employee stories and recruitment campaigns. The first half without the second is where most employer brand budgets are lost.

Usually it becomes obvious within a conversation, so the honest answer is to have one. As a rough guide, if you cannot state clearly what you promise people, start with EVP development. If you have the words but nothing has changed since they were written, start with activation. If your promise is sound and the problem is that the right people have never heard of you, start with recruitment marketing. If you need proof candidates will believe, start with video. We will tell you where we think you are, including when the answer is a smaller piece of work than you expected.

Yes, and most clients do. Employer brand work compounds, so starting somewhere sensible and building is usually better than committing to everything at once. Plenty of organisations begin with a defined EVP and come back for activation months later, once the internal case is made and the budget exists. Others start with a careers video or a campaign for one hard role, then widen it when it works. Each piece is designed to stand on its own, and we would rather do one thing properly than four things thinly.

A recruitment agency supplies you with candidates and charges per placement. A creative agency makes the assets and usually stops there. We sit between the two. We work out what is true about working for you, then build and run the things that get it in front of people, and we stay involved in whether it produces hires. That means we care about your cost per hire and your retention rather than about the quality of the film alone. The other difference is that we are employer brand specialists, not a consumer brand agency taking on a talent project.

Yes. We are based in Sydney and work nationally, including regional and remote locations. Our clients include Australian technology companies, government departments, healthcare and NDIS providers, national construction firms, professional services firms, retirement living operators and global consumer brands. Multi-site organisations are common for us, particularly where the experience is created locally by managers across many locations, and that is one of the more interesting problems in this work: holding one promise together when a village, a mine site and a head office all feel like different organisations.

Yes, and it usually goes better when we do. Your marketing team owns the consumer brand and will rightly want the employer brand to sit within it rather than beside it. We work to your existing brand guidelines where they apply, and we develop the creative alongside your brand people so they can see how the decisions were made rather than being shown finished work. Where the employer brand needs to stretch beyond the consumer brand, which it sometimes does, we make that case together rather than going around anyone.

We talk about what you are trying to achieve, not about us. You can expect questions about the roles you are struggling with, what you have already tried, who you need to convince internally and what is going on in your organisation right now. By the end you will have a view on what we think would help and what we think you can skip. If a proposal makes sense we will follow up with one. If we are not the right fit, we will say so, and we can usually point you somewhere better.

Possibly, and it is worth finding out before spending money elsewhere. Organisations change, and an EVP written before a merger, a new strategy or a few years of turnover can end up describing a company that no longer exists, which your employees notice well before your candidates do. We look at what still holds true, what has drifted and what your competitors are now promising. Often there is more worth keeping than people expect, which makes it a smaller job than starting again. Our EVP development page covers what that involves.