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Your traffic isn’t qualified or your message isn’t convincing. Align intent, clarify the role promise, add proof, reduce friction.
Diagnose in two steps: traffic quality (where visitors come from, which roles they view) and message friction (what they see before applying). If visitors bounce, your opening story is generic or irrelevant. If they start but don’t finish, your apply flow or JD is the problem. Add a strong role promise above the fold, show proof quickly, and make fit signals clear. Ensure the apply process is simple and mobile-friendly. Then measure apply starts, completion rate, and apply quality by source. Choosability is conversion, not impressions.

When you take a fresh approach to employer branding, more as a business driver than an application generator, as a way to make your differentiated value shine rather than as a bumper sticker, amazing things can happen.
Want to see how a company between 200-2000 employees can attract the best talent away from anyone?