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You’ve got all the raw materials you need to be a successful TA leader. You've got a strong team, a good-enough tech stack, and enough open requisitions to do good work and thrill leadership with your results.
But you are frustrated. Your team is burning out. Your hiring managers are grumbling (and taking meetings with agencies). Your boss is looking at your budget and wondering what they can trim next.
So if you have everything you need to succeed, why doesn't it feel like you're winning?
What you’re missing is a little perspective to see how to get from here to there.
Talent strategy is never "off the rack." It is about uncovering and leveraging your unique advantages to hire better.
Between increased candidate expectations, recruiter burnout, the need to do more with less is palpable in many companies. And by now, you’ve figured out that the promise of saving time and money through AI isn’t materializing
You don’t need to “be resilient” and tough it out. You need some perspective to see more options and opportunities.
I take a different approach. I want to get you to a place where you are making better choices in days rather than months.
This exclusive process is designed solely for speed and effectiveness.
Once you submit the intake form, I’ll complete audits on you and your competitors, book and run 2-3 internal focus groups, and deliver a brand draft about what makes you a compelling employer and initial recommendations on how to apply that brand to your recruiting, hiring managers and communications.
It is as close to “immediate, impactful, and effortless” as an employer brand initiative can be. In two weeks, you’ll be making better decisions on how to engage your candidates. In two months, your hiring managers will notice an increase in the quality talent you bring in.
This proprietary process is designed solely for speed and effectiveness.
Once you submit the intake form, I’ll complete audits on you and your competitors, book and run 2-3 internal focus groups, and deliver a brand draft about what makes you a compelling employer and initial recommendations on how to apply that brand to your recruiting, hiring managers and communications.
It is as close to “immediate, impactful, and effortless” as an employer brand initiative can be. In two weeks, you’ll be making better decisions on how to engage your candidates. In two months, your hiring managers will notice an increase in the quality talent you bring in.
Chose whether you want a tune-up or something in-depth.
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I’m James Ellis. Hi! I’ve been doing employer branding for a decade, becoming a leading thinker and practitioner. I’ve published two successful podcasts (The Talent Cast and The Brand Plan), three books (Talent Chooses You, Employer Brand Handbook and Employer Branding for Small Business), and the most-read employer brand newsletter in the world. I've built employer brands for Roku, Recursion, Groupon, Enova, Telecare, and a dozen more. I’m based out of Chicago, where I live with my wife and daughter. [LinkedIn]
Skeptical that an effective employer brand can be so affordable? I get that. Let’s set up some time so I can answer all your questions and show you a better way to build your employer brand or EVP.
Talent strategy is never "off the rack." It is about uncovering and leveraging your unique advantages to hire better.
If you're not ready to chat, but want to stay in touch, I offer a free weekly newsletter focused on talent strategy and employer brand. It's the largest of its kind with more than 3,700 TA professionals subscribing to stay sharp. Subscribe here in 10 seconds.
Otherwise, email me at James@EmployerBrandLabs.com and we'll find some time.
-James Ellis
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