TALENT ATTRACTION & CANDIDATE EXPERIENCE
Attract people who'll thrive, not just people who'll apply.
Talent attraction isn't only about getting attention. It's about helping the right people understand who you are, what you offer and whether they belong, then proving it in the weeks between saying yes and turning up on day one.
The Problem
Most talent campaigns don't fail in the interview room. They fail in the silence afterwards, the weeks between accepting an offer and turning up, when a better offer quietly moves in.
A recruiter pressured on time-to-fill. A hiring manager telling your brand story in a different way. At the final interview, then the process moves to the next requisition, and the candidate is left checking their phone for an email that hasn’t arrived. We call that the black hole, where interest turns to doubt.
That's the gap we help close. What happens to someone between saying yes and turning up.
Attraction that leads somewhere.
A strong campaign brings people to the door. The experience that follows decides whether they walk through it. We keep the message, the process and the reality of joining as one story.
We find the story that matters to the people you need to reach, then map where trust breaks down before day one.
Wherever You're Starting From
Not everyone needs the same thing. You might recognise one of these.
We're not attracting the right candidates for the roles we have. Good candidates apply, then drop off in the process. Offer-to-start is where we're losing people to other companies. Recruiters and hiring managers tell candidates different stories. The first week doesn't match what was promised at interview. We've got candidate research and don't know how to use it.
Different starting points, same first move. We find what to retain, what needs retuning, and what needs rebuilding, before we decide what kind of work this is.
How we work
Five senior partners do this, not a delivery team waiting for direction, the people who shape the thinking are the people who see it through. Fewer layers mean faster decisions and less time spent briefing people in.
Listen. To, candidates, hiring managers, recent joiners, plus whatever research and data already exists. There’s usually more that already exists than you think.
Shape. We turn what's real into a story that's distinctive enough to reach the right people, and specific enough to survive the silence after offer.
Test. Before it goes anywhere, we check it holds up against how candidates experience the journey, not just how the campaign brief framed it.
Land. We build the campaign, from candidate journey to onboarding so hiring managers, recruiters and candidates recognise the same story.
An agent can move fast through the research and the data. But what's true, what's distinctive, and what will land, that call is made by the senior partner in the room, not the machine.
What you get
A clearer story for the people you most need to reach.
A candidate journey that builds trust rather than losing it.
Recruiters and hiring managers telling one coherent story.
Campaign content grounded in the reality of joining.
A stronger offer-to-start and onboarding experience.
Clarity on where candidates drop out, disengage or lose belief.
An activation plan with clear ownership and priorities.
See the work, not just the words
We’d rather show you than tell you. Have a look at the employer brand work we’ve made - the promise, the craft, and what it changed.
Let's connect the right people to the right opportunity.
Whether you're not attracting the right people, losing them after offer, or watching the story fall apart in week one, we'll help you work out what needs to change.