Positioning is the foundation of your employer brand. It answers three questions: Who are you as an employer, what do you truly offer, and who do you want to reach? We conduct interviews with management, HR, and employees to paint an honest picture. We also bring in an external perspective: What do review sites say, what are competitors doing, and what does the target audience expect? From this input, we develop an Employer Value Proposition (EVP) that achieves three things. A strong EVP describes what sets you apart, clearly distinguishes you from others, and can be effectively communicated. The positioning is documented and serves as a guide for everyone involved. This ensures that HR, marketing, and leadership speak with one voice. This clarity saves time and money on every future project because fundamental questions have already been answered. As an employer branding agency, we clarify these points before a single ad is placed.

Your careers page is the linchpin of the applicant journey. A good careers page must do more than just list job openings: it must showcase your company culture, answer questions, and lower the barrier to applying. We design careers pages with a clear structure, engaging content, and simple application processes. Landing pages tailored to specific target audiences or campaigns complement the central careers page. Job postings become brand ambassadors in their own right. We write ads that precisely describe the role, the team, and the company while maintaining your brand’s tone of voice. We avoid clichés and lists devoid of substance. The job posting is often the first point of contact with your company and plays a key role in shaping the impression candidates form. That’s why investing in quality here is especially worthwhile—because every posting becomes a showcase for your employer brand.

Content is the medium through which employer branding comes to life. We produce content that doesn’t just tell people how you work—it shows them. Team videos, employee interviews, photo series, “day in the life” features, and workshop reports bring your employer brand to life. Each piece of content is derived from your positioning and tailored to the respective target audiences and channels. Production is handled by our editorial and video team, which works side-by-side with your employees. This results in authentic content without any glossy artificiality. The result is a content library that can be used for months to come: for social media, your careers page, job postings, and internal communications. This makes your marketing less reliant on individual campaigns and, as a result, more stable and impactful over the long term.

For many target audiences, social media is the most important channel for learning about employers. We develop social media strategies that combine organic content marketing with paid campaigns. Organic content builds trust and reach, while paid formats speed up the application process for open positions. The choice of channels depends on your target audience. For professionals in small and medium-sized businesses and the industrial sector, LinkedIn, Instagram, and sometimes TikTok are the most important platforms. We create an editorial calendar, produce appropriate content formats, and analyze performance. Combining employer branding with social media marketing ensures that your employer communication takes place where candidates are active. This keeps your brand visible, even when there are no open positions and no immediate recruitment budget in place.

For urgent staffing needs, we develop targeted recruiting campaigns. These combine landing pages, ads, content, and paid media into a system that measurably increases applications. We take a data-driven approach: Every campaign is set up with clear goals and tracking so you can see which strategies are working. Recruiting ads on Google, Meta, and LinkedIn bring job postings to people who aren’t actively looking right now but are open to a career change. We develop ad copy, creative assets, and target audience definitions. This includes determining where your budget is best spent: on reach, conversions, or retention. Especially for small and medium-sized businesses, a modest budget can go a long way if the campaign is precisely targeted and the landing page is truly compelling. Campaign duration and budget are regularly evaluated and adjusted.

External employer branding only works if it’s backed up internally. Employees are the most credible ambassadors for your employer brand. We support you with internal communication, onboarding strategies, employee surveys, and initiatives that bring your culture to life. This includes welcome kits, regular team updates, and initiatives that share the company’s successes and developments. When the internal and external images align, trust is built. After joining, candidates experience what was promised to them. Employees recommend the company to others because they stand behind the brand. This credibility is the most important driver of modern employer brands. We help you consciously shape this connection and maintain it over the long term—even as the organization changes or continues to grow.