Education · 2024 · 12-month employer brand retainer
Turning an employer brand into a hiring engine
71% lower senior hiring cost — by building a brand engineers wanted to join
01 · The Challenge
An education company was spending heavily on senior tech recruiting but their employer narrative wasn't reaching the right engineers. The brand felt like a job, not a destination.
02 · The Approach
We built an employer brand content engine — manifesto film, engineer-led storytelling series, culture documentary, and a structured LinkedIn distribution playbook with paid amplification.
03 · Execution
- 01Employer brand strategy + positioning
- 02Founder & CTO manifesto film
- 038-episode engineer storytelling series
- 04Culture documentary mini-series
- 05Structured LinkedIn content engine + paid amplification
- 06Inbound application funnel
04 · Before vs After
The shape of the
transformation.
Cost per Senior Hire
Monthly Applications
Time to Hire
NPS — New Hires
Click-through Rate
05 · The Growth Curve
Monthly qualified
demand, compounded.
Monthly leads
Pre-engagement → present
CAC trajectory
Cost per acquisition (lower is better)
Revenue / value pipeline (indexed)
Monthly contribution since engagement start
06 · Service Mix
Where the effort
actually went.
07 · The visual story
08 · Results
71%
Lower hiring cost
5.2x
Inbound applications
44 days
Faster time-to-hire
94
NPS from new hires