EVP and employer brand.

Why the people you want should join you, worked out properly and said in a way they believe. Built with your own people so it is recognisably true, then used everywhere you talk to candidates.

Every company says the same four things about itself.

A value proposition of adjectives

Fast-paced, collaborative, mission-driven. True of everyone, therefore useful to nobody.

Recruiters improvising the pitch

Ten recruiters, ten versions of why this is a good place to work.

Nobody checked what candidates think

The story is written internally and lands against a reputation you have not looked at.

How the work actually runs.

An EVP is only worth having if your own people recognise it. We build it with them, then make it usable by the people doing the talking.

Step 1

Look at the market

Your employer reputation relative to the companies you actually lose people to, not your product competitors.

Step 2

Build it with your people

Recruiters, executives, hiring managers, contributors and recent hires, so the result is authentic and already has buy-in.

Step 3

Make it usable

Career site content, job posting language, recruiter pitch guides and selling guides for the job families that matter most.

What you walk away with.

Content your team uses, not a brand document that lives in a shared drive.

A written EVP

What makes you you, in language a candidate would repeat.

Candidate personas

Different reasons for different people, rather than one message for everyone.

Career site content

Copy and testimonials that survive contact with a sceptical reader.

Better job postings

Language that describes the work instead of listing requirements.

Recruiter pitch guides

What to say, per job family, so the story holds across the team.

Selling guides

For the roles where you are competing hardest.

Social and LinkedIn content

Material your team can actually post without a marketing request.

An implementation plan

Where it goes live, in what order, and who owns each piece.

How an engagement runs.

Competitive review

How you look today against the companies you lose candidates to.

Build with stakeholders

Sessions with the people whose experience the EVP has to describe.

Rollout

Content handed over, teams briefed, and a plan for where it appears first.

If your value proposition would still be true with a competitor’s logo on it, it is not one.

Recruiting Toolbox builds EVPs with the people who have to live up to them.

Teams who changed how they hire.

Quotes from the teams who have run this programme.

Bloomberg

He really understood our problems, culture, and opportunities, and made the content really relatable and actionable.

Recruiting Manager

The Gap

Best sourcing training I have had in my entire career.

Senior Recruiter

Illumina

I found a ton of value in every slide, every conversation, every tool shared.

Senior Recruiter

Amazon.com

Feedback was great, professional, entertaining, and respectful of their intelligence and time.

Recruiting Director

Slack

This has been one of the best trainings I have taken, after having worked 21 years in the industry.

Recruiting Director

Disney

Awesome content and applicability. I left with a toolkit to be a better leader.

Recruiting Manager

Starbucks

I can leave today and immediately implement these strategies and tools.

Tech Hiring Manager

Google X

Amazing. Worth every penny. Highly recommend.

Recruiting Leader

Nike

Engaging, credible expert who spoke our language. Extremely helpful to move this organization forward.

Recruiting Director

FAQs

The questions buyers ask before committing. Replace with the ones you actually get.

A half day or a full day in person, or two to three live virtual sessions. We recommend a shape once we have seen your interview loop.

Always. We build around your real roles, levels and hiring bar. Off the shelf is not what we do.

We cap most sessions near 20 so everyone practises and gets feedback. Larger groups run as multiple cohorts.

It depends on format, group size and how much tailoring is involved. Tell us the shape you need and we will give you a number.

You keep the guides and scorecards. Most teams add a follow-up once the new process has run a few real loops.

Free tools to start with.

Three diagnostics you can run on your own hiring this week, before you talk to anyone, including us.

  • Hiring Manager Maturity Model

    A self assessment that shows where your hiring managers actually sit today, and what moving them up a level would be worth.

    Get the download

  • Talent Advisor Self-Assessment

    Two diagnostic guides to check whether your recruiters are really operating as talent advisors, or just taking orders faster.

    Get the download

  • Interviewing Effectiveness Diagnostic

    A diagnostic you can run on your own interview loop this week, built from work with thousands of hiring managers.

    Get the download

Contact us

Tell us what is not working in your hiring. If we are not the right answer we will say so, and point you at who is.