Service · HR & Recruiting
Employer Branding
An employer brand can't be invented. Only found and shown.
Defining what makes the company attractive as an employer and making it visible on careers pages, in job ads and campaigns. The result is a documented employer brand and live recruiting communication.
Usual
What you often get
A workshop with management, a new logo for the careers page, a video of smiling people in an open-plan office. Plus “flat hierarchies” and “a young, dynamic team”. Then everyone wonders why the applications don't come.
IntoOps
What you get from us
It starts with conversations with your employees and data on turnover and applications, not a creative workshop. That produces a promise your day-to-day work actually keeps.
We put it into practice together with branding & design and recruiting. So the job ad, careers page and application process tell the same story.
Service components
5 components. Each one available on its own.
-
What the company offers employees, based on interviews and data.
-
Look, messages and stories for the employer brand.
-
Content and structure of the careers site with web development.
-
Campaigns and social recruiting for hard-to-fill roles.
-
Monitoring and answering reviews on employer platforms.
What you'll have at the end. Results you can check.
- A written employer value proposition, with the evidence it is based on.
- A guide to messages, tone of voice and imagery for the employer brand.
- A reworked careers page with real insight into teams, tasks and development.
- A job ad template that makes the promise concrete.
- Campaigns for hard-to-fill roles, with figures on reach, applications and cost per application.
- A process for replying to employer reviews, with clear ownership and reply templates.
When you need this. And how you'll know.
- Few people apply to your ads, even though the pay and the work are right.
- Applicants barely know your company before the first interview.
- Critical reviews sit on employer review sites, and nobody replies.
- After a merger or rebrand, it's unclear what your company stands for as an employer.
- New hires leave early because day-to-day work differs from what was promised.
Rarely alone. Never bundled.
Employer Branding often works together with these services. We'll tell you honestly when a combination makes sense, and when it doesn't.
Shows up in these initiatives.
You don't need a whole initiative to get Employer Branding. These examples show where the service is often needed.
Good questions. Straight answers.
Do we need a new brand for this?
No. The employer brand builds on your corporate brand. Usually it's not about a new logo but about clear statements: what makes working for you distinctive and who it suits.
Isn't a new careers page enough?
Usually not. A careers page amplifies what there is to say. If there's no message, you just get a prettier void.
So we clarify the promise first. Then we build the page, together with web development.
Do you also reply to employer reviews?
Yes. We monitor the platforms, draft replies and agree them with you. Honest answers to genuine criticism come across as more credible to applicants than a flawless rating.
Will we automatically get more applications?
No. Whether people apply also depends on pay, location and the labour market. But the figures show you which channels work and where interested people drop off.
Proof first. Contract second.
In the free Initiative Check, we listen for 45 minutes and ask the questions that usually only come up after the contract is signed. Then you get a short written assessment: what we see, how we would go about it and roughly what it would take.
No obligation. And if we're not the right fit, we'll tell you.
Or write to us at hello@intoops.com.