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Say something they don't hear often, and connect it to what they care about.
Write like a closer, not a broadcaster. Start with a specific reason you reached out, then a one-sentence role promise (what they’ll own + why it matters). Add proof (a concrete project, metric, or decision-making truth). Include a fit signal (“best for people who like X”) so it feels honest. End with an easy next step: a short call, or a quick “interested/not for me.” Track reply rates by variant and iterate weekly. Becoming choosable is about replacing hope with clarity and credibility.

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?