SOLUTION
EMPLOYER BRAND NARRATIVE
Make what's real inside your company something the market can see.
We help organisations define, clarify, and translate their workplace culture into a clear employer narrative, so the people you want to hire and the people you already employ can see what you've actually built.
The gap between what you are and what the market sees is where great companies lose signal.
Most organisations invest heavily in their people. Real culture, real leadership, real care about how employees are treated. And yet when a candidate searches for the company, or scrolls past a job ad, or opens the careers page, very little of that reality is legible. What they see is a list of values, a few stock photos, and the same corporate language every other company in the category is using.
The cost of that gap is quiet but expensive. Candidates who would have thrived in the culture never apply because they couldn't tell it was for them. Candidates who do apply arrive with the wrong expectations and leave within a year. The employees who stay have no clear way to articulate what makes the place different, which means they can't refer, can't recruit, and can't defend the culture when the market tests it.
None of this is a culture problem. It's a narrative problem. The work is already there, it's just not being told.
What we do
We make culture legible.
Employer Brand Narrative is the discipline of turning an organisation's real culture into a clear, consistent, externally visible story. It sits between HR and Marketing, answers to its own set of metrics, and requires a different craft than either function typically owns.
Our work runs across three layers:
01
Define
We uncover what's actually true about the culture, not the values on the wall, but the behaviours that get rewarded, the people who thrive, and the texture of how the organisation actually works. This is done through structured interviews across levels and functions. Truth lives in conversation.
02
Clarify
We translate the uncovered culture into a clear employer position - a specific, defensible articulation of who you are as an employer and who thrives here. Collaborative or independent. Structured or flexible. High-performance or balanced. The choices are real, and they determine everything downstream.
03
Translate
With the definition and positioning locked, we turn the work into assets the market can actually see: employee stories, leadership narratives, brand films, careers page language, and content that makes the culture legible at scale. This is the layer most firms start with. We start with it last, because translation only works when the foundation is true.
What this discipline is not.
This is not content production. Content agencies make things; we make sense of things first and make content second. Without the definition and positioning work, content is just output - polished, posted, and forgotten.
This is not HR consulting. HR consultants work on culture from the inside, improving how employees experience the company. We work on how that culture is understood from the outside. Different discipline, different output, different metrics.
This is not marketing. Marketing sells to customers. Employer brand attracts and holds the people who make the business work. The two use different languages, serve different audiences, and answer to different questions.
This is its own discipline. It borrows from all three: the rigour of strategy, the eye of storytelling, the instinct of HR, but it is none of them alone. That's why it's often the work that falls through the cracks. It belongs to no single function, so no single function owns it. We own it.
Start with clarity
Every Employer Brand Narrative engagement starts with the Clarity Audit. It's the fastest, lowest-risk way to find out what your culture is actually saying, and what to do about it.