Trusted by talent leaders, marketers & business drivers
You're being told to do more with less, but your hiring managers didn't get the memo—they're still frantic to fill positions.
What you need isn't more work, but more impact from everything you're already doing:
🚀 Social posts people actually notice and click
🏮 Job descriptions candidates find irresistible
🧬 Authentic content that explains why you're different—not just "great"
💪 Glassdoor responses that strengthen your brand instead of sounding defensive
📈 A career site that creates genuine excitement
🏎️ Hiring managers who become social recruiting champions
🚰 A pipeline that attracts great candidates—even when you're not actively looking
You need an employer brand that works. But not just any employer brand.
Most are just whitewashing—making companies look generically "attractive" with empty claims about "great culture" (never described), "competitive benefits" (just like everyone else's), or paid-for awards nobody cares about.
These fashion-over-function brands force companies into an expensive cycle: chasing trends, breaking out the checkbook for more ads, more creative, more promotion—just to stay visible.
What if there's a better way?
An employer brand built on your differentiated value changes everything:
📅 Developed in weeks, not months
⏳ Costs a fraction of traditional approaches
⏱️ Immediately implementable in job postings, outreach, and every candidate touchpoint
That means you're just three weeks from having a brand and six weeks from seeing real results.
Better yet, a brand built on what actually makes you different doesn't just power recruiting—it gives your marketing team authentic people stories that create emotional connections with customers.
Traditional employer branding was built for giants—50,000+ employee global corporations. Their brands cost a fortune because they're far more complex to build and implement.
But what if we reimagined the process for companies like yours?
No endless meetings. No generic "attractiveness" claims. No ocean-boiling. Just laser focus on what an employer brand should actually achieve for you.
Companies as small as 250 employees can now have powerful employer brands that drive growth—affordably.
Drawing on my decade-plus experience building brands for Roku, Recursion, Groupon and others, I stripped employer branding back to its essentials.
What drives success? What's merely theater? How do we bypass the fluff and get to what matters?
Most companies need just one or two focus groups, not dozens. And you get a briefing paper with your brand, proof points, and a functional playbook for immediate implementation.
Best part? Minimal time commitment from you. Fill out an intake form, meet with me once or twice, set up the focus groups—then essentially "set it and forget it."
💻 Uses AI to provide objective perspective on your competitive landscape—in a day
🦾 Takes advantage of distributed research to collect more information on your company in a week than you could get in 3 months of focus groups
🧰 Leverages proprietary frameworks that dramatically accelerate brand development
⌚ A focus on getting you an actionable brand fast. Minimal time, maximum output
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This work helps companies attract, identify and hire amazing people faster. That requires your recruiting team to change what they do.
Not every team is ready. But those feeling exhausted by 12-hour days, sourcing at 10pm with one eye on Netflix? Teams working harder but falling further behind? Those are my perfect clients.
500-2000 employees
Lacking in strong consumer brand awareness
Often in "boring" industries (finance, construction, manufacturing)
Here's a secret most agencies don't want you to know: the best employer brands are supported organically, in-house.
The goal isn't being "attractive" to everyone—it's becoming irresistible to the right people.Unlike agencies charging hourly fees every time they think about you, my activation process is designed to make you self-sufficient.
Over 3-6 months, I'll deliver a steady stream of branded content. It's like sushi on a conveyor belt—take what you need when you need it.
As this content flows, your teams learn to use the brand in every candidate interaction. Eventually, they become experts themselves, and you won't need me anymore.That's the point.
🚀 LinkedIn posts for hiring managers and recruiters
🚀 Testimonial images from real staff
🚀 Compelling job postings, headlines and boilerplate
🚀 Effective outreach messages and CRM sequences
🚀 Glassdoor response templates
🚀 Employee spotlight videos
A strong brand should lower your ad and agency spend by at least 10% with no ill effects. A brand that doesn't decrease your spend isn't a brand—it's just a pretty picture.
What to expect:
First: Your materials align, creating a coherent story that reduces candidate ghosting
Next: Hiring managers see higher quality candidates
Then: Recruiters and hiring managers collaborate more effectively
After 6 months: Significantly higher offer acceptance rates
After 12 months: Measurably lower RPO/agency spend—savings that far exceed your investment
Curious to see How a Strong Employer Brand Can Help Your Company Hire and Grow?
Chances are, you're hesitant or nervous about the process because you've never done this before. I 100% understand. So let's keep this simple. A quick chat about what challenges your company is facing, and how you'd like to change.
I'll answer all the questions I can and we'll see if this is a fit for both of us.
All you have to do is take the first step:
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