EVP & Employer Brand Strategy
Creating EVPs That Have Impact
We help organisations cut through complexity and build employee value propositions that are clear, differentiated, and designed to have genuine impact.
Vicki Saunders
Founding Director
Where ambition meets reality
EVP work designed around your goals
No two organisations have the same challenges, so we don't do cookie-cutter approaches. Whether you're focused on attraction, retention, shifting workforce demographics, or building a high-performance culture, we design our work around what matters most to your business.
Our work is grounded in 17 years of in-house and consultancy experience across organisations from household brands to purpose-led scale-ups. We bring a consumer brand mindset to employer brand strategy; rigorous, evidence-based, and always focused on real impact.
Cutting through complexity is what we do. We bring structure, clarity, and genuine partnership, so you can make confident decisions and own the strategy long after the project is complete.
Employer Brand
enables our data-led approach
Two sides of one strategy
Customer Proposition and Employee Proposition
Your customer value proposition and your employee value proposition are two sides of the same coin. When they're aligned, they reinforce each other; when they're not, the disconnect shows up in everything from candidate experience to employee engagement.
We help organisations build EVPs that sit naturally alongside their customer brand, not in competition with it.
Understanding the building blocks
The difference between EVP and Employer Brand
EVP, employer brand, and recruitment marketing are often used interchangeably, but they're different things. Think of it like a Mars Bar.
- Employee Experience is the raw ingredients
- EVP is the bar itself, shaped into pillars that make up your offer
- Employer Brand is the wrapper
- Recruitment Marketing is the supermarket shelf
- Reputation is what others say about you
The most effective organisations start with the substance, not the packaging.
Read "So, What Exactly Is the Difference Between EVP and Employer Brand?" →
A guiding philosophy
What we do and what we don't
After 17 years of working in and around EVP and employer brand, some things have become really important to me. They come from experience, yes, but honestly, they come from knowing how I'd have wanted a consultant to work with me before I became one.
What we do
- Take the time to understand your biggest challenges and opportunities, so we build an EVP that directly addresses them
- Design an approach that works with how your organisation operates
- Go deep into understanding what your target talent genuinely want and need
- Bring the perspective of someone who's sat in your chair and knows what good looks like from the inside
- Ground every recommendation in evidence, not assumptions
- Provide the structure needed to navigate complexity and keep momentum
- Have honest, respectful conversations about gaps in what organisations offer
- Focus on outcomes that genuinely matter, not just activities we can report on
What we don't
- Hand over a document and hope for the best
- Apply off-the-shelf thinking to unique organisations
- Create a one-size-fits-all EVP. We build one that unifies but allows for nuance across audiences and markets
- Skim competitors at surface level. We go deeper across their content, channels, and candidate experience
- Lead with creative before the strategy is clear
- Just tell you what we think you want to hear
- Walk away without helping you measure the impact of your investment and energy
Trusted by
Let's start with what matters to you
Every brief is different. Tell us what you're trying to achieve and we'll share how we'd approach it. No pitch decks, no obligation; just an honest conversation about whether we're the right fit.
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