Employer brand: make them want to join. And to stay.
Diagnostics, a brand platform built with your employees, campaigns, and content: an Engagement and Attractiveness Strategy that starts from your professions and your reality, not a slogan.
You already have an employer brand. The question is: who is telling its story?
Before applying, your candidates searched for you: online reviews, job offers, your career site, what your former employees are saying. That story already exists, whether you like it or not. If you don't write it, others will.
Meanwhile, symptoms start to show: job ads that no longer attract the right profiles, candidates vanishing halfway through the process, recruits leaving after six months because the promise didn't match reality.
Our conviction: an employer brand cannot be invented; it must be revealed. It starts from your professions, your career paths, and what your teams actually experience day-to-day to bring out a genuine, distinctive, and mobilizing message. Anything else is just veneer. And veneer cracks on the very first day of work.
1
strategy connecting attractiveness & engagement
100%
built with those who make up the organization
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prioritized & budgeted roadmap
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industry sectors, we know what we are talking about
4 situations where the employer brand becomes urgent
Are you in this situation? Contact us!
Our approach
An Engagement and Attractiveness Strategy. The reference is intentional.
An employer brand delivers its full value when it connects three things: what your organization wants to assert, what your employees actually experience, and what you want to achieve.
This is our SEA (Engagement and Attractiveness Strategy) approach. It fully embraces its parallel with performance marketing: gaining visibility, building preference, converting interest into applications, and then applications into long-term commitment. At each stage, there are clear objectives and concrete actions.
Because the employer brand is not just an extra layer of communication: it is a driver of HR and economic performance.
Our method
From diagnostics to campaigns, an end-to-end approach.
Diagnostics: confronting perception with reality
Job offers, career site, HR media plan, e-reputation, recruitment and onboarding processes, manager communication: we analyze the entire candidate and employee experience. Strengths, gaps, priorities—you will know exactly where you are starting from.
The roadmap: prioritized & budgeted
Key messaging, creative concepts, recruitment campaigns, manager tools, alignment strategies: each action meets a specific objective, tailored to your resources and timeline.
The platform: built with your teams.
Management, HR, communications, managers, and employees work together in workshops. The result is your employer promise, the proof to back it up, and a shared framework for recruitment, management, and communication.
Content: designed to drive action
Campaigns, job videos, podcasts, portraits, editorial formats, HR games: creations that extend the platform and serve a specific purpose, from discovering your organization to onboarding new hires.
Your employees, the voice of your brand
Candidates no longer believe companies. They believe the people who work there
Your employees are at the heart of the process: their journeys, their successes, and their perspective on their jobs give your employer brand its unique personality—the kind that no agency can invent.
Testimonials, interviews, workshops, immersions: we create authentic, embodied messages that speak to candidates and existing teams alike. Because a real-life portrait is far more convincing than an abstract promise, and a proud employee is the best recruiter you will ever have.
Then we won't tell it. First, we will help you change it. Diagnostics show things as they are: real sources of pride to showcase, and areas of improvement to address before communicating. An employer brand that puts on makeup gets exposed on the very first day of work. We don't sell makeup.
The kind we measure: qualified applications, cost and time-to-hire, conversion rates, first-year turnover. Key metrics are defined right from the roadmap. That is the principle of a performance strategy, not an image campaign.
Keep them. It's not the same job. We start from the actual professions, career paths, and HR challenges, not a creative brief. That's where our value lies: a real understanding of the work, the candidates, and what makes them choose you. Creative work builds on top of that, never the other way around.
Attractiveness that shows in the numbers
The right profiles come to you
Not more applications: better ones. Preference is built before the need arises, giving your recruitment efforts a head start.
Your talent stays
A promise aligned with real-life experience, teams proud of their work: commitment builds loyalty, turnover drops.
Your message is consistent everywhere
Job ads, managers, career site, onboarding: the same foundation, the same proof. Employer branding stops being a communication topic and becomes a management tool.
Is your challenge more immediate?
A large-scale recruitment campaign that needs a steady flow of applications: that's volume recruitment. Anticipating the jobs and skills behind your attractiveness: that's HR strategy & transformation.
The best candidates aren't looking for a job. They choose an employer.
Give them a real reason to choose you
We believe an employer brand should be built the way we should always talk about work: honestly, unvarnished, starting with the people who do it. It's more demanding than an image campaign. It's also the only approach that attracts the profiles that matter and makes them stay.
Let's talk about your needs
