Our Services
Every organisation's challenge is different. The starting point should be too.
Some organisations come to us knowing exactly what they need. Others know something isn't working but aren't sure where to start. Both are fine. We always start with a conversation about where you are, what you're trying to achieve, and what's getting in the way. From there, we help you find the right solution for your organisation.
We help our clients in four key areas
"Our employee proposition is unclear, inconsistent, or not landing"
You might have been through an EVP process before and ended up with something that sounded great but never quite stuck. Or you've never had a formal proposition and your recruiters are communicating different messages. Either way, the reality is, there's no clear, honest answer to why someone should join you, stay with you, and give their best.
What makes this different
A simple and robust four-phase methodology for developing, validating, and activating an EVP that is evidence-based and built to drive business impact.
The 8D Framework underpins everything. Rather than generic good-employer thinking, we structure research and insight against eight talent-specific dimensions. There are 54 sub-themes, each evidence-anchored.
What you get
- External talent trends research structured against our 8 dimension EVP framework
- Dimension Weighting Model; an evidence-based heatmap showing talent segment priorities
- Structured competitor differentiation mapping against those talent priorities
- Internal qualitative and quantitative research
- Full EVP architecture: promise, pillars and proof points aligned to organisational purpose and values
- Talent segment portraits (persona mapping) usable by TA, L&D, reward, and other functions
- Activation strategy across five strands: employee experience, internal engagement, advocacy, employer brand, and corporate comms
- Measurement framework connecting EVP activity to business outcomes
"Our employer brand isn't cutting through"
You might already have an EVP, or at least a sense of what you stand for as an employer. But it's not having the impact you need. You're not sure whether what you're putting out there genuinely differentiates you from the competition, or whether your content is resonating with the talent you actually want.
What makes this different
Most employer brand work starts with the creative; the careers site, the campaign, the social content. EB Optimise starts with the strategy underneath. We look at where you're genuinely differentiated, which channels are best placed to reach your audience and how to use them, and what's landing versus what's just noise. Then we build a content and activation strategy that's designed to evolve, not just launch well.
What you get
- Creative differentiation analysis and visual identity recommendations
- Channel ecosystem mapping, competitor channel analysis, and per-channel delivery guidance
- Careers site and job adverts audit and optimisation recommendations
- Content strategy with bespoke content series design
- Activation strategy and phasing across the full candidate and employee lifecycle
- Recruiter, hiring manager, and leadership enablement materials and messaging guidance
- EB measurement framework for tracking activity and outcome metrics
- Quarterly diagnostic cycle driving continuous optimisation
- Optional: Employee advocacy as an integrated channel strand (via the ECHO Programme)
"We want to amplify our employer brand through the voices of our people"
You know there are things about your organisation that mean a lot to your people. And your careers site can only go so far in painting a picture. You want to support your people in telling the story themselves, but you're not sure how to do that in a way that feels natural, sustainable, and genuinely theirs.
What makes this different
Most advocacy programmes launch with a fanfare and fade within weeks. The ECHO Programme is built from real-world experience of what actually works, what doesn't, and why. It's designed with structured training, ongoing community support, and measurement baked in from day one, so the programme sustains and grows rather than relying on initial enthusiasm.
What you get
For the organisation
- Programme scoping, readiness assessment, and stakeholder alignment
- Six practical workshops to kick off each programme phase
- Checklists, templates, worksheets, and visual assets to stand up the programme
For advocates
- Live virtual training across foundation, intermediate, and advanced levels
- Interactive workbooks to consolidate learning and support planning
- Best-practice playbook for effective content creation
- Supportive community for ongoing nurture and guidance
For amplifiers
- Training and onboarding into their supporting role
- Community membership and ongoing support
Measurement & growth
- Measurement and optimisation support post-launch
- Programme extension options to scale advocacy maturity
"We need to understand what our culture actually is"
You've got values on the wall, but you're not sure they match what people actually experience day to day. Or you're going through a transformation and the culture is shifting in ways that are hard to pin down. Before you can build an EVP or an employer brand, you need to know what the foundation actually looks like.
What makes this different
A strategic diagnostic that helps organisations understand their real culture, pressure-test their values, and build the bridge to their employment proposition; so EVP, employer brand, and people strategy are grounded in something genuine.
What you get
- Culture Truths Map surfacing the real culture through structured research and employee listening data
- Values validation: pressure-testing and refreshing existing values against lived culture
- Culture Anchor Set defining behavioural commitments that bridge lived and aspirational culture
- Authenticity-Aspiration Diagnostic mapping where culture claims align with employee experience, and where gaps exist
- Messaging and Alignment Framework translating culture insights into language usable across EVP, employer brand, and internal communications
- Culture-to-EVP Roadmap connecting culture findings to employment proposition priorities and people strategy actions
What clients say
Bringing structure, creativity, and clarity to a process that can often feel vague and complex, especially in a large organisation with thousands of employees.
Blanka Csanicz
Employer Brand Lead, Holland & Barrett
Everything is grounded in data and insight and there’s a deep trust I have in Vicki to know exactly what the client needs.
Emily Allen
Director of People, Anthony Nolan
There were a number of lightbulb moments for us, tactfully managed by Vicki in her grounded and collaborative approach.
Claire Williams
Head of Organisational Effectiveness, Royal London
Not sure where to start? Let's figure it out together.
Every brief is different. If you're not sure which of these fits, or if your challenge is something else entirely, let's talk it through. No pitch decks, no obligation; just an honest conversation about what you're trying to achieve.
Start a conversation