It's not a cheaper employer brand.

It's an objectively more effective employer brand.

99% of companies don’t need an "EVP."

They need a minimal viable employer brand: just enough branding to attract and hire higher quality talent faster and more cheaply. After all, isn’t that what you wanted an EVP for in the first place?

Take the first step to an impactful brand

Let's talk about what a brand would being to your company and how quickly we can make tha happen.

Let's get real and talk about what a nearly-instant brand will do for your company.

Not ready for a brand? Maybe you should focus on your strategy instead.

83% of employers say that their employer brand significantly impacts their ability to hire great people.

But how many say it's too expensive?

While an EVP will shorten time to fill and maximize your recruiting efforts and lower hiring costs, the real value is that it allows you to hire better talent. The kind who grow your company.

96% of companies believe employer brand and reputation can make a positive impact on revenue.

Branding isn’t a recruiting solution,
it’s a business growth decision.

Traditional EVPs are designed around the needs of massive global companies. Is that you?

Why do we apply the exact same process that works for companies with 100,000 employees to work on those only a fraction of the size? It’s like saying everyone needs a Ferrari or a 18-wheeler to get around. Where is the Honda Civic or Toyota Corolla of employer branding: everything you need to make a clear impact and nothing you don’t?

That's the approach I take: delivering the least amount of branding to help you clearly hire better and faster, connecting to the business metrics so that you can take your seat at the table. And I want to happen as fast as possible.

‍I want to get you to a place where you are making better choices and seeing better outcomes in days rather than months.

How does this work?

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.

What's the process?

This proprietary process is designed solely for speed and effectiveness. I took the same process that I've used to build employer brands for more than a decade (Groupon, Roku, Recursion, Enova, Telecare, TradeShift, et al) and streamlined it to deliver value as quickly as possible.

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.

What's the deliverable?

What you'll get is a 100% custom and actionable employer brand in the time it takes to set up demos with come vendors.

That brand will come with all the research collected in the process (competitive audits, an external audit of your brand, summary of internal focus groups and anonymized quotes, and the rationale of why that brand rather than others) and a complete playbook on how to activate that brand internally.

It's everything you need to hire more effectively, lower costs and impress your leadership.

Pricing

Making this process faster has another advantage: a dramatically lower cost.

The price is dependent on a few factors, including cost and industry size, but a good rule of thumb is that this process will cost the same as just one or two LinkedIn Recruiter seats.

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.

Who am I?

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]

What's the first step?

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.

It's so nice to meet you! Let's connect!

Talent strategy is never "off the rack." It is about uncovering and leveraging your unique advantages to hire better.

Book time to get your most crucial questions answered

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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