Build the Team and Infrastructure That Scales Your Business.
Employer branding and recruitment marketing to attract top talent, and HR systems and people operations to retain and develop them. The people infrastructure that growing B2B companies need.
How We Build Your People and Talent Capability
Employer Branding & Recruitment Marketing
EVP development, career site design, LinkedIn content strategy and recruitment marketing campaigns that attract the right candidates at scale.
Learn more →HR Systems & People Operations
HRIS and ATS implementation, people processes, onboarding systems and HR policies that support a scaling team.
Learn more →Learning & Development
Capability development programmes, skills assessment, learning content design and the L&D infrastructure that grows the skills your business needs as it scales.
Learn more →Talent as a Growth Function
Assess
Audit your current employer brand presence, hiring process and people infrastructure to identify the biggest friction points.
Brand
Define your EVP, build your employer brand narrative and launch the content and campaign strategy to attract candidates.
Systems
Implement HRIS and ATS, design onboarding workflows and build the people processes that scale past 20, 50 and 100 employees.
Optimise
Track applicant quality, time to hire, offer acceptance rate and attrition. Refine the system as your headcount and hiring needs evolve.
What Clients Achieve
Benchmark Results for Employer Branding and People Ops
People and talent, answered
Employer branding is how your company presents itself to potential employees. It covers your culture narrative, values, EVP (employee value proposition), career site, social presence on LinkedIn and how you show up on review sites like Glassdoor. Strong employer brands attract more candidates and reduce cost per hire.
Companies with strong employer brands receive 50% more qualified applicants per role and spend 43% less per hire on average. When candidates come to you rather than the reverse, you spend less on agencies, job boards and recruiter time.
A growing B2B company typically needs an HRIS (like BambooHR, Personio or HiBob) for people data and workflows, an ATS (Greenhouse, Lever or Workable) for hiring, and a performance management tool. These should integrate with payroll and be set up before headcount grows past 20.
Before it becomes chaotic. Most companies formalise people ops between 15 and 30 employees. At this stage, manual HR processes break, onboarding becomes inconsistent and reporting on headcount and attrition becomes impossible without a system.
Yes. Talent pipeline building is part of both employer branding and recruitment marketing. We build your content and social presence so that candidates are engaged with your brand before you open a role. When you are ready to hire, you draw from an already-warm pool rather than starting from zero.
Ready to build the team that scales your business?
Book a strategy call. We will assess your current talent infrastructure and design the employer brand and people operations that attract and retain the right people.