Phase 3 · Brand & Authority Building · Trust Before Transaction
Employer Brand Strategy
The brand that attracts your best customers and the brand that attracts your best talent are not different brands. They are the same promise, told to different audiences.
Employer brand strategy is the deliberate design of how your organisation is perceived as a place to work — your employee value proposition, your culture story, your candidate experience, and your presence on the channels where talent makes decisions. We design the employer brand that attracts the people you most want to hire before they see your job advert.
The Pain We Solve
You may recognise yourself in one of these.
Three audience scenarios · because the same service produces a different transformation depending on where you are in the business journey.
Scenario 1
The business where great candidates do not know who you are
You are recruiting for roles that great candidates are actively looking for — but they are going to competitors who are more visible, more defined, and more compelling as employers. Your employer brand is invisible at the moment of the hiring decision.
Scenario 2
The SME that cannot compete on salary but has a genuinely great culture
You cannot match the compensation packages of larger competitors — but the culture, the opportunity, and the mission you offer are genuinely differentiated. The problem is that the outside world does not know it because you have never told the story deliberately.
Scenario 3
The business that has invested in culture but not in communicating it
The internal experience is strong but the external representation is generic. Job adverts sound like everyone else. The careers page is an afterthought. The employer brand does not reflect the culture the team actually experiences.
The Impact It Creates
The Moment You Will Feel the Difference.
Stronger candidate pipeline through an employer brand that attracts before advertising
Higher quality applicants because the brand self-selects for cultural alignment
Reduced time-to-hire and cost-per-hire as inbound candidate volume improves
Improved retention because the culture communicated externally matches the experience internally
What You Receive
The Specific Deliverables.
Tangible outputs · documented, dated, and yours to keep.
- Employee value proposition (EVP) development
- Employer brand audit — current perception vs desired positioning
- Culture story framework and content library
- Careers page redesign brief
- Social media employer brand content strategy
- Candidate experience design from application to offer
The Outcome
Where You Will Be on the Other Side.
The business becomes known as a genuinely great place to work — and that reputation does the recruitment work before the job advert is even written. The right candidates apply, they arrive culturally aligned, and they stay because the experience matches what they were promised.
Primary Focus
Building an employer brand that attracts top talent through a compelling, authentic employee value proposition and visible culture story.
KPI Measurement
- Inbound application volume and quality
- Employer brand awareness in target talent market
- Glassdoor / employer review score
- Candidate experience NPS
- Cost per hire vs baseline
Investment & ROI
Pricing Engineered Around the Value You Create.
Every engagement is sized against the value we believe we can create with you · the fee is always a fraction of the outcome. Four tiers · so the investment matches your stage of business.
Tier 1
Foundations
£5,000 – £15,000
Right for
Pre-startup, startup, and micro-business founders ready to build on evidence rather than instinct.
Typical Value Created
£100K – £500K in pricing power, faster trust cycles, and improved conversion
Engagement
4 – 8 weeks
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 2
Acceleration
£15,000 – £50,000
Right for
Growing SMEs and established small businesses ready to scale a working model into the next revenue band.
Typical Value Created
£500K – £5M in compounding brand value, inbound pipeline, and category positioning
Engagement
8 – 16 weeks
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 3
Transformation
£50,000 – £250,000
Right for
Medium enterprises and scale-stage businesses ready to commit to a multi-quarter, organisation-wide shift.
Typical Value Created
£2M – £15M in category-leadership economics and pricing-multiple expansion
Engagement
3 – 9 months
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 4
Enterprise
£250,000 – £2M+
Right for
Large enterprises, global operators, and complex organisations ready for a multi-year strategic partnership.
Typical Value Created
£10M+ in brand equity, talent attraction, and strategic optionality
Engagement
12 months and onward
Target Return
5 – 10× ROI
within 12 – 18 months
Why We Price This Way
Every engagement is sized around the value we believe we can create with you. The fee is always a fraction of the outcome · typically 10 – 20% of the expected first-year return.
This is how we make sure pricing aligns with results. The conversation is never “what does this cost?” · it is always “what is this worth to your business?” We answer that together in the first call, transparently, and decide the right tier from there.
If we cannot articulate a credible 5–10× return for your specific situation, we will tell you in the first call. That honesty is part of why our clients trust us with the work that matters most.
Why This Conversation Matters
“The businesses that win the talent war are not the ones with the biggest salaries. They are the ones with the clearest, most compelling story about why working there matters. We design that story — and make sure the right people hear it.”
A 90-minute structured strategy session · produces a usable roadmap whether you engage further or not.
More in Phase 3