You are losing good candidates before they ever apply, and you rarely find out why. They read a job ad that lists fourteen requirements and nothing about the team, click through to a careers page that has not changed in three years, and quietly decide you are not for them. The people who do apply often accept another offer because a rival explained its culture better, even if yours is the better place to work.
Employer branding is how you fix that. It is the honest answer to the question every candidate asks: what is it actually like to work here, and why would someone like me want to? We help you find that answer, write it down, and make sure it shows up everywhere a candidate or a new joiner looks.
Why HR experience matters in employer branding
A lot of employer branding is made by people who have never sat on a hiring panel or handled a resignation. It shows: glossy films about passion and purpose, and nothing about shift patterns, career paths or how decisions get made. Candidates see through it, and so do your current employees.
Our co-founder Karuna Waghmare leads human resources and corporate communication at Quiamo. That background shapes how we work. We talk to recruiters and hiring managers before we talk about taglines. We ask why people leave in their first year, which roles stay open longest and what new joiners wish they had known. The creative work then answers real hiring problems rather than decorating them.
Building an employer value proposition people recognise
The employer value proposition, or EVP, is the short set of reasons someone would choose to work for you and stay. It sits beside your customer brand and should feel like the same company, which is why we often build it alongside brand strategy work.
We build it from evidence, not a workshop alone:
- Listening to employees across levels, locations and functions, including the shop floor, the field team and recent leavers where possible.
- Reading what your exit interviews, engagement surveys and public employee reviews already tell you.
- Comparing how competitors for the same talent describe themselves, so you can say something they cannot.
- Testing draft statements with the people they describe. If your engineers laugh at a line, it goes.
The result is a few clear pillars, the proof behind each one and a tone of voice for recruitment. It also includes the honest trade-offs. A fast-growing company may be a little chaotic; a long-established manufacturer may move carefully. Saying so attracts people who will thrive there and saves everyone a difficult first year.
Careers sites that answer the real questions
A careers page is often the most visited page on a company website that nobody owns. We redesign it so a candidate can quickly see the teams, the locations or remote options, the kind of work, how hiring works step by step and what happens after they apply. Our website design team builds it into your main site, and our SEO team makes sure individual roles are structured so they can appear in job search results.
Job ads written to widen the pool
Job ads are the most read piece of employer branding and the least edited. We rewrite templates so they lead with the work and the team, separate genuine requirements from wishes and use language that does not quietly put people off. That means cutting jargon, avoiding phrases that signal a narrow idea of who belongs, stating flexibility clearly and describing pay and benefits as openly as your policy allows.
Inclusive wording is a writing discipline, not a legal guarantee. Anything touching employment law, equal opportunity statements or local hiring regulations is confirmed by your HR and legal teams; we make the result readable.
Are your job ads attracting the people you actually want?
Send us your hiring briefEmployee stories: real people, with consent
The most persuasive employer content is a real colleague explaining their work in their own words. We interview your employees over video, brief photographers or film crews near your sites when pictures are needed, then write and edit each story with the person it describes.
We are strict about this. Every person takes part voluntarily, signs a written consent, approves their final story and can ask for it to be withdrawn later. We do not put words in their mouths. And we never use AI-generated people to represent your employees: our Studio makes AI talent for product and campaign work, always disclosed, but a careers page has to show the people who actually work there.
Recruitment campaigns and LinkedIn presence
When you need to hire at volume, open a new site or compete for scarce skills, a recruitment campaign brings the EVP to the people you want to reach. We plan the message, design the creative and, where paid media is needed, plan and buy it through our media planning and buying team on a flat fee, never a percentage of spend.
LinkedIn deserves steady attention rather than bursts. We set up a content rhythm for your company page, help leaders and team members post about their work in their own voices, and make sure job posts link to a careers page that keeps the promise.
Onboarding and internal culture campaigns
Employer branding does not end when the contract is signed. The weeks between acceptance and day one are when many new joiners have second thoughts. We plan preboarding messages, a first-week guide written for people rather than for compliance, and manager checklists that make sure someone is waiting at the door, or on the video call, on the first morning.
Inside the company, culture campaigns help existing staff recognise and repeat the values the EVP describes. This work sits closely with our internal communications service, and with corporate communications where the employer story needs to match what you tell investors and the press.
How an employer branding project runs
Listen
Interviews with leaders, recruiters, managers and employees, plus a review of your existing data.
Define
EVP pillars, proof points, honest trade-offs and a recruitment tone of voice.
Make
Careers site, job ad templates, employee stories and campaign creative.
Launch inside first
Employees see and approve the story before candidates do.
Maintain
New stories, refreshed ads and a check on time to hire, offer acceptance and early leavers.
We agree how success will be judged before we start, using measures your HR team already tracks. Our approach is set out in how we measure. Fees are flat and agreed per scope, and the first call is free. The case notes below come from our team’s earlier in-house roles, where explaining change and new ways of working to growing teams was part of the job.
What to send us: the roles you find hardest to fill, a few current job ads, a link to your careers page, anything your engagement surveys or exit interviews say about why people join and leave, and the name of the HR lead we would work with.
