95% of candidates research a company before applying (APEC/WTTJ, 2025). A strong employer brand is now as strategic as your compensation policy, especially when you hire scarce profiles.
Before even replying to your outreach message, a candidate has already googled your name, browsed your LinkedIn page, read your Glassdoor reviews and judged your career site. What they find, or fail to find, decides what happens next. A blurry or silent employer brand means fewer qualified applications, longer processes and last-minute offer rejections.
The good news: it is an asset you can build, by clarifying what you genuinely offer your employees and making it visible where your target candidates actually are.
Startups and scale-ups in a scaling phase. Concretely, when you're at a turning point:
At that stage, every candidate lost to a blurry image is expensive. And every attractiveness gain multiplies your Sourcing and your Retention.
Four steps, always in the same order: understand who you are before making it known.
01
Define your values, your culture and your target candidates.
02
Align internal perception with external image, spot the gaps.
03
Make your brand shine on the right channels. Our signature: authentic video.
04
Measure, prove, adjust: applications, cost per hire, reputation.
Why invest
FAQ
It's how candidates and employees perceive you as an employer: your reputation, your promise, what people read about you online. It plays out long before the interview and now weighs as much as your compensation policy.
Because candidates research you before applying: 86% read company reviews and 75% consider the employer brand before applying (Glassdoor), and 69% would reject an offer from a company with a poor reputation. Conversely, a strong employer brand cuts cost per hire by up to 50% and turnover by about 28% (LinkedIn), and attracts up to 50% more qualified applicants.
Your employer promise: what your company genuinely offers its people (pay, meaning, growth, culture, flexibility). We formalise it into differentiating pillars and key messages by target role: tech, sales, ops, corporate.
Our attractiveness audit: your pulling power scored out of 100, based on your HR data, digital presence, online reviews and an analysis of your talent competitors. You know exactly where you lose candidates.
Four steps: attractiveness audit (Talent Magnet Score™), design of your employer identity (EVP, pillars, messages by target), multichannel deployment (career site, authentic content, employee advocates), then steering with data.
No. Our typical clients are startups and scale-ups. An employer brand is built first by clarifying what you genuinely offer, not by spending on ads. Every attractiveness gain multiplies your sourcing and retention.
On concrete indicators: qualified applications, cost per hire, offer acceptance rate, online reputation, and the Talent Magnet Score™ tracked over time.
Contact
A scoping call to assess your situation and identify your fastest levers.
Book a call →