We post jobs, but applications are few or random
We write your employer value proposition: pay ranges, schedule, hiring steps, what a candidate actually gets. It goes on the job page itself, not buried in long copy.
A careers site and employer brand that make candidates apply
We define why people should work for you and build a careers site where roles, pay, and the hiring process are clear.
Quote and schedule after your brief
Who it's for
- Companies that hire all year and pay for job ads without a steady flow of applicants
- Businesses entering new labour markets who need to look clear to local candidates
- Founders losing good people because no one understands where the company is going
- Teams without an HR department, where a manager runs hiring on the side
Problems we solve
Candidates don't know what kind of company we are
We build a careers site with team, values, and interview stages. We use your photos and video; if you have none, we plan a shoot separately.
Applications get lost in email and chat
We connect the application form to your CRM or ATS (applicant tracking system). Every candidate gets a status and an automatic reply, and you see the hiring funnel in one place.
Recruiters answer the same questions all day
We add an AI assistant (a chatbot trained on your own FAQ) for questions about schedule, pay, and process. It passes complex cases to a person.
What's included
- Interviews with a founder or manager and 3-5 employees
- Employer value proposition: a short document with wording for the site and job posts
- Careers site structure and design
- Build on your current stack or a site builder
- Job page template: responsibilities, conditions, hiring steps
- Application form connected to your CRM or ATS
- Basic SEO and Google for Jobs markup (so roles show in Google search)
- Copy for LinkedIn, Indeed, or local job boards in a consistent voice
- Handover of access and a short guide for posting jobs yourself
Choose the scope
Use a package to describe what you need. We agree on the quote and schedule after reviewing your brief and requirements.
01
Start
A small company hiring a few people a year
- 1-2 page employer value proposition
- Careers page in your current site style
- Job template and application form
- Handover of all access
02
Careers Site
Companies hiring continuously across several teams
- Interviews and employer value proposition
- Standalone careers site with team and process sections
- CRM or ATS connection and auto-replies
- Google for Jobs markup
- Profile setup on 2 job boards
03
Hiring with AI
Teams that want less manual recruiter work
- Everything in Careers Site
- AI assistant answering candidate questions
- Screening question set for first-round filtering
- Hiring funnel dashboard
- 1-month pilot with a KPI
How we work
Brief and requirements
You describe the task and current workflow. We clarify requirements, choose a first stage and prepare a quote.
Interviews and research
We talk to your leadership and staff, and review your current job posts and competitors' postings.
Value proposition and structure
We agree on key messages and site structure before any design starts.
Design and build
We design, build, and connect the form and CRM. Payment is in stages.
Pilot with a KPI
Together we choose one measurable number, such as applications per role, and track it for a month.
Handover
All accounts, files, and access are yours under the agreed terms. We show you how to post roles yourself.
Scope and limits
- We don't promise a specific number of applicants: it depends on pay, niche, and location
- We don't invent values the company doesn't have: an employer brand has to match reality
- We don't run recruiting or source candidates for you unless agreed separately
FAQ
How is employer brand different from a regular brand?
A regular brand speaks to customers. An employer brand speaks to candidates and current staff. It answers: why work here, what do I get, how does hiring work.
Do we need a separate careers site?
Not always. If you have few openings, a page on your main site is enough. A standalone site makes sense when you hire continuously, across teams or countries.
What do we need to prepare?
Access to people who can speak about the company, current roles with pay ranges, your logo and brand files. Real photos or video of the team help; candidates notice stock images.
Do you support international hiring?
Yes. We can build multilingual versions and follow common job-posting practices in the EU, UK, and North America. Your lawyer should review contract terms and legal wording.
How do you measure results?
Through a pilot with a KPI. We agree on one number, such as qualified applications per role or the share of candidates reaching an interview, and record it before and after launch.
Can we manage the site without a developer?
Yes. We build it so one person on your side can add and edit roles. After handover we give you a short video guide.
Start with your task
Describe your business, the outcome you need and your current workflow. We will clarify the requirements and prepare a quote after your brief.