Build a brand that senior talent chooses.
The best Director and VP-level candidates in your sector have already decided what they think of your GCC before the first conversation. We change that picture, using the same placement intelligence that tells us why they say yes or no to roles like yours.
Most GCCs have a hiring problem they think is compensation.
By the time a Director-level candidate has decided not to join your centre, the version of your brand they're working from is two years old and built mostly from inference. A few LinkedIn posts. Two Glassdoor reviews. A conversation with someone who used to work there.
That picture is what your hiring is actually competing with. Not the comp band, not the brief, not the recruiter, the version of you the candidate constructs before anyone gets to make a case.
Employer branding for a GCC is a deliberate answer to four questions: what is it actually like to work here, who is it for, how does that show up in the channels where senior talent makes decisions, and is the leadership willing to say so publicly. A logo and a careers page answer none of them.
Three workstreams. Sequenced.
Each can run as a standalone engagement, but most clients run them in order, the second and third are stronger when the first is in place.
How the work moves over six months.
Four phases. The first two are intensive, the last two are operational, we hand them off to your team once the engine is built and the second leadership hire has closed.
The numbers that move.
A stronger brand makes the placement record easier to repeat. These are the firm-wide outcomes a credible employer brand is built to protect.
When the leadership is willing to listen.
"Recruise didn't write our careers page. They told us why our senior candidates kept saying no, ran an audit we'd been avoiding for two years, and helped us rebuild from the inside. The hiring outcome came after."
If this is part of a bigger problem.
The work we do is designed to fit together. Most employer brand engagements either preceded or followed one of these.
Intelligence on this topic.
Reports, newsletters, and conversations that informed how we built this service. All free to read.
Questions we get asked.
If you don't see what you're looking for, the form below is the fastest route. Most enquiries get a response within one working day.
Aren't there employer branding agencies that already do this?
Do you write the content, or train our team to?
What does an engagement cost?
How do you measure whether it worked?
Will you work with our existing creative agency?
How is this different from your scale-hiring engagement?
Before you brief another agency, let us run a quick read.
Tell us where the brand is losing candidates today. We'll come back with one observation, even if we don't end up working together.