A choosable employer brand is built on differentiated value—mission, day‑to‑day experience, and reward—and expressed with proof. It doesn’t try to please everyone. It helps the right candidates decide faster with fewer doubts.
Plain English: Clear reasons to help your perfect candidate choose you over everyone else, with evidence
When candidates can see the trade‑offs and the upside, they move from curiosity to commitment.
⚙️ Qualified ratio rises → fewer junk applications, stronger first interviews
⚙️ Reply rates improve → recruiters spend less time chasing, more time advancing
⚙️ Offer acceptance climbs → clearer WIIFM reduces stalls and renegotiation
⚙️ Time‑to‑yes shrinks → the narrative does the heavy lifting
⚙️ Spend works harder → less wasted media and fewer unnecessary tools
CFO view: less waste for a better hiring mix.
CHRO view: clarity that aligns hiring with how the business wins.
TA view: tools that convert tomorrow, not decks to admire.
Attractive is an advantage. It's table stakes.
In 2025 even the local dry‑cleaner has a slick careers page. Pretty alone doesn’t persuade.
Vanity metrics are killing your team.
A thousand résumés per role feels flattering until you have to screen them. Choosability shrinks noise so recruiters spend time courting believers, not deleting tourists.
Money is a quick fix at best, and makes a lousy moat.
Someone will always out‑bid you. A brand built for Choosability can’t be copied overnight—and doesn’t require CFO shock therapy.
A lot of things in hiring and recruiting feel out of your control. This is how you take that control back.
Position
Pinpoint the most useful things that make you different as an employer
You see your own difference and start diving deeper into what that difference means to candidates
Focus
Hone and Validate that difference Against the slice of talent who values it most.
You build confidence that this position works andpushes other companies to the margins
Communicate
Define a content plan that makes that different clear and credible
You can say things no one else can or will say, making you more attractive to the right audience
Connect
Leverage undeniable and personalized proof to make you their favorite
Preference compounds; competitors are left arguing compensation tables.
Build time? About 3–4 weeks. Agency price tag? Nope. We leverage AI‑powered research and real‑world testing to move at startup speed.
⚙️ Candidates can explain why you in one sentence
⚙️ Job posts state the hard problems and trade‑offs
⚙️ Recruiters open with specific proof, not taglines
⚙️ Career site makes a case, not a collage
⚙️ Leaders can say how the brand will lower waste and speed hires
Does it feel like all employer brand agencies say the same thing? Let's make this clear.
Timeline
From zero-to-Live in as little as 30 days
6–12 months of focus groups & mood boards
Outcomes
A clear brand that everyone will "get" immedaitely and magnetizes the right Candidates, plus an immediate playbook to get things moving
A brand new Employer "Bland" that sounds like lots of other companies and a nice slide deck No One Knows What To Do with
Cost
A Fraction of the cost that's invested in insight, not billable hours
Low six figures + maintenance retainers
Metrics
Offer‑acceptance Rate, referral rate, time‑to‑value, and Cost-per-Hire
Impressions, applications, awards
Build time? About 3–4 weeks. Agency price tag? Nope. We leverage AI‑powered research and real‑world testing to move at startup speed.
Is Choosability just new jargon for EVP?
Will this shrink my applicant pool?
Can I keep my existing career‑site design?
Seeing your problem in a new way reveals brand new ways to solve it.
Every touchpoint is architected to convert attention into an unmistakable “yes.”
Less fluff, more value. Why don't all agencies talk like that?
I can confidently say that his work was nothing short of exceptional. He was able to deliver a highly detailed, fast-turnaround strategy that not only met but exceeded our expectations. I highly recommend James for anyone looking for a skilled, reliable, and insightful brand strategist. His professionalism, creativity, and dedication make him a standout in his field.
-Amber K. Senior Director of Talent
[Our new employer brand] was extremely valuable and eye opening. We all knew we had some issues with our employer brand. Your ideas and perspective helps us design stronger recruitment messages and a much stronger employer brand marketing strategy.
- Dennis M. Marketing and Culture Leader
Thank you James for taking us on this journey. A step-by-step process with the right speed, the right methods and the right focus to find all the valuable insights in its own company. Thank you again, so much appreciated.
-Theresa H. Employer Brand Manager
Whether you are a talent acquisition professional with an interest in employer brand or an experienced employer brander who is looking for tools to set your organization up for recruiting success. I can guarantee that you will walk away wishing someone had given you these tools years ago.
-Andrea M. Director of Talent and Brand
110% recommend! We got so much out of it and James was unreal. So patient, enthusiastic, knowledgeable, engaging, all the other great words! It really helped us open our eyes to what was already in front of us and really promote the great things that we offer!
-Olivia Human Resources Officer
It was amazing! I kept getting pings on teams from people saying “He’s so great! This is amazing!” Etc. The overall explanation of how we need to differentiate and then digging into their questions and real world examples got the creative juices flowing. You kept it engaging and fun and I got a lot of great feedback about that too.
- Christy S. Talent Acquisition Leader
"There were no surprises in what James shared from his findings, but rather a clarity we previously had trouble defining for ourselves. For a subject that has an ROI that is often hard to quantify, James helped put things in terms that would help create buy-in from other key members of the organization!“
-Ashley S. Head of TA
Attract the right people before your competitors even get considered.
Let’s build an employer brand that makes saying "yes!" the easy part.
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