Low friction. High insight.
A low-cost way to prove employer branding can actually move the needle.

Research is your small, smart bet. For $5,000, you get a fast, pointed report that shows whether sharpening your message can really improve pipeline, offers, and retention in your world.

Are we a good match for your needs?

If you've been burned by employer brand work that looked good but didn’t move numbers, start here.

It’s the low-cost, low-risk way to answer the question:
“If we sharpen our story, can we actually hire better, faster, and with less pain?”

Why Instant Research Exists

You already suspect the problem isn’t in “getting more candidates.” It's:
  • job-board dependence that gets more expensive every year
  • offer declines from people who “like the offer but aren’t sure about the company”
  • a career site and job posts that sound like everyone else
You feel like employer branding could fix some of this,but you can’t stake your reputation on a $50K+ project just to “see what happens.”
Research is built for that moment.

More than a report.
It's intelligence and perspective.

Pick the report that will help you most. Each one is 5-15 pages of insight to help you see your world more clearly, and to give you the confidence to take your next step forward.
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Investment & timeline
For the cost of one bad hire (or one more job-board invoice), you get a clear read on whether employer branding is worth pushing harder in your company—and what that push should look like.

$2,500 per report or all three for $6,000
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Current State Brand Analysis
Get a clear picture of how talent sees you now based on all your external communications.
Industry/Competitor Analysis
What are companies in your space doing, and where the areas of opportunity to better compete.
EVP Audit Analysis
Is your EVP showing up clearly to talent? 
Discover What makes EBL Different
Internally, it gives you:
  • a neutral, external view you can use in budget and strategy conversations
  • language that sounds like risk management and growth, not “HR fluff”
  • a way to say, “Here’s what’s happening in our talent market, and here’s what we’re leaving on the table.”
Day-to-day, it gives you:
  • messaging insights you can immediately fold into job posts, outreach, and career-site updates
  • clarity on which roles, audiences, or stories to prioritize first
  • a practical preview of what EBOS could unlock, without having to sell EBOS yet
Are we a good match for your needs?

Questions about research?

“We don’t have budget for a big employer brand project.”
That’s fine. Research isn’t a big project.
‍
It’s the lowest-cost way to see if employer branding is worth more budget later.
“Last time we tried this, nothing changed.”
Exactly why this is structured as a short, sharp report.
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If you don’t see clear, practical opportunities in the findings, you’ll know not to push a bigger project. If you do see them, now you’ve got something concrete to point at.
“Leadership is skeptical of anything called ‘employer brand.’”
The best way around that is to change the label.

Use this report to talk about conversion, time-to-fill, offer acceptance, and job-board dependence—then show how better positioning could improve those.
“We’re slammed. We can’t add a huge project to our plate.”
You’re not. You’re adding a small, contained piece of work that asks for very little time from you or your team and returns a lot of clarity so you know where to focus your energy and time.

What happens after Research

If the report shows real upside, you’ll have:
  • a sense of which levers to pull first (audiences, roles, messages, proof points)
  • a clear story: “We spent $5K and saw enough signal to justify the next step.”
  • and a clean case for investing in a full Employer Brand Operating System.
If the report doesn’t show much upside, that’s useful too.
You’ve just saved yourself from pushing a big project that wouldn’t have changed much.

If you want a low-cost way to test whether employer branding could actually improve your hiring,
start with Research.

Let's get started!
Or, if you're already in, learn about the EBOS.

HOLY MOLY.
This is a solid, structured, well-researched piece of work.

Talent Acquisition Parter as a large SaaS
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