The best people are not reading your careers page.
They are looking at who they would be working for. We build leadership visibility aimed at the talent market, and measure it against your cost per hire.
Who this is for.
Businesses growing headcount fast, paying too much to recruiters, losing final-round candidates to better-known names, or competing for talent against companies with larger salary bands and lower standards.
Recruitment is where reputation turns into cash finance already tracks.
A candidate weighing two offers is not comparing benefits packages. They are deciding which leadership team they would rather learn from, and they make that judgement from whatever is publicly visible about the people running the business. For most companies that is a LinkedIn profile last updated in 2019.
- Direct applications rise, so agency dependency falls.
- Offer acceptance improves, because the candidate has already formed a view.
- Time to hire shortens.
- Retention improves, because the leadership the candidate was sold is the leadership they actually get.
- The calibre of the application pool rises, which is the effect that compounds hardest.
Unlike every other reputation outcome, this one has a clean number attached: agency fees not paid.
Why this is not a careers page refresh.
Most employer brand work produces careers sites, values statements and culture films. Assets about the company, made by the company, which candidates discount accordingly.
This is different. It puts the actual leadership team into the market with genuine views, in public, where a candidate can assess them without being marketed to. Candidates trust that. They do not trust a careers page, and they are right not to.
What we build.
- Leadership positions aimed at the talent market rather than the buyer market. They are not the same audience and they are not persuaded by the same things.
- A public point of view on how the business is run.
- Filmed conversations with the leaders people would actually report to.
- A hiring-manager visibility programme for the functions you recruit into repeatedly.
- Measurement tied to source of hire, agency spend, offer acceptance and cost per hire.
Work out what being unknown costs you per hire.
Bring your agency spend and your hires per year. We will tell you what we think is recoverable, and say so plainly if the answer is not enough to be worth it.