
Build a strategy-driven social media plan across LinkedIn and YouTube, ensuring every post reinforces the employer brand and guides the candidate journey with specific, attractive, different, real content.
Learn to use Glassdoor responses to reinforce your employer brand by turning negative reviews into credible signals through judo-style replies.
Learn to use review responses as brand advocacy by flipping negative feedback into credibility and reinforcing your company values, rather than chasing perfect positivity.
There's an assumption that a company needs 1,000+ employees before it can even begin to think about justifying the cost of such a role.
And that's not true. Which is why I built this class..
As you’ll soon see, I know that employer branding, when done well, is an absolute game-changer. In ways big and small, your employer brand determines who you can hire, how quickly and how dearly, and encourages people to stick around longer. It even gives your marketing team a whole new set of colors with which to promote their products and services.
And that goes double for smaller companies. When you don’t have an army of recruiters, millions to spend on a cool tech stack, when your marketing team seems like it’s sprinting 24/7 just to keep from drowning, employer branding (and employer brand thinking) means every new hire can be a little better, a little faster, changing how your whole company looks at its own talent and what it can expect from itself as it grows.
For me, employer branding is democratic. It is useful for everyone. But the economics of employer branding means only big (and/or rich) companies can afford and leverage it.
Think of this as the instruction manual for getting your employer brand up and running.
This course is designed to help every single company who wants to hire take advantage of their employer brand. To allow any company to compete for talent in any weight class. To allow you to get more hiring done with less.