No—those are outputs. Employer branding is strategy + enablement that changes hiring outcomes.

A tagline and careers site can help, but they’re not the work—they’re the packaging. Real employer branding changes what candidates think, feel, and do at decision points: apply, reply, interview, accept, and stay. That requires clarity on positioning, evidence that supports the claims, and tools recruiters/managers can use consistently (messaging frameworks, role narratives, outreach templates, interview talk tracks). If you can’t point to improved conversion rates or reduced cost/time-to-hire, you likely did “branding theater.” The goal isn’t a prettier site; it’s a more efficient hiring engine powered by a message that differentiates you in a crowded market.