Talents · Employer Branding
Growth through employer branding that convinces top talent.
Strong company, but no one knows what it is like to work with you. We build your employer brand on the same foundation as your corporate brand and make it campaign-ready for social recruiting.
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Where employer branding usually gets stuck
Hidden champions and scale-ups in particular are strong companies, but are undervalued as employers. The result: too few and too ill-fitting applications.
As an employer you're invisible or unclear
Strong company, but no one knows what it's like to work with you.
You argue only on salary
Yet development, responsibility and culture often weigh more.
You don't reach passive talent
The best aren't actively searching and won't be found on job boards.
Brand and recruiting run separately
Your corporate brand is clearly positioned, your employer brand isn't.
Whoever wins the race for talent sells themselves as an employer as clearly as their product. A job ad is not a strategy.
Our approach
Employer branding never stands isolated for us. Your employer brand is built on the same brand foundation as your corporate brand.
Explore Talents and recruiting ↗ · Explore brand and branding ↗
Step 1: Sharpen the employer brand
Same process as our brand work: we develop the employer value proposition (EVP), story and values, why people want to work with you, on the same foundation as your corporate brand, not as an isolated HR project. The basis is workshops and conversations with your best people, because their reasons for staying convince candidates more than any cliché. The result is documented and carries every following measure.
Step 2: Roll out across touchpoints
Career page, job ads, social recruiting creatives and content all draw from the same foundation, consistent from corporate brand down to the individual ad. We prioritize the touchpoints where candidates actually decide and build them mobile and application-friendly. The effect: candidates experience the same promise at every contact point, and exactly that coherence builds trust before the first conversation.
Step 3: Measure and refine
We measure which messages and channels bring applications, and keep sharpening: hooks, audiences, touchpoints. Success is measured in applications and cost per hire, not reach. The goal is for your team to eventually run the process itself, with a documented system and clear routines. Done with you, not for you: you build capability instead of staying permanently dependent.
What's included
You get:
Employer value proposition (EVP), story and values, derived from your existing brand foundation or built from scratch if none exists yet.
Verbal and visual translation of the EVP for your career page, job ads and social media presence.
Concept and content building blocks for your career page, compatible with your existing web presence.
A social recruiting content toolkit: formats, hooks and creative templates featuring real employees instead of stock photos.
A measurement setup that shows which messages and channels work.
Projects for clients who stood right where you stand
We are currently documenting our own recruiting cases with numbers. Until then: the proof is in the method. Employer branding runs through the same process as our brand projects, built on a foundation with design roots, plus a proven social recruiting framework.
Selected projects
These projects show the brand foundation we build employer branding work on. They are brand cases, not recruiting cases.
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Checklist: how to recognize a good employer branding agency
It derives your employer value proposition from your existing brand positioning instead of starting from zero.
It brings design and content expertise, not just HR process consulting.
It delivers concrete touchpoints (career page, ads, social content), not just a strategy deck.
It makes impact measurable instead of only promising "visibility."
It plans for enablement so you can eventually carry the process yourself.
It names realistic timeframes instead of fast promises.
Strong company, invisible as an employer? Take the check.
In ten minutes you'll see why good applications don't come in and what a funnel looks like that also reaches passive talent. Free.
You'll receive the checklist directly by email, no spam, unsubscribe anytime. We handle your data according to our privacy policy.
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FAQ
What is employer branding?
Employer branding is building an employer brand: a clear value proposition, a credible story and values that show why people want to work with you. It builds on the same foundation as your corporate brand, but targets candidates instead of customers.
What does an employer brand deliver?
A clear employer brand brings more well-matched applications instead of scatter, reaches passive talent that isn't actively searching, reduces reliance on the salary argument, and makes social recruiting campaigns effective in the first place, because the message behind them holds up.
How long does it take?
Sharpening the employer value proposition and the first touchpoints is a project with a clear start and end. Rollout and optimization in social recruiting then continue as an ongoing retainer, because messages and channels shift with the market. Reliable initial impact takes time for testing and refinement, we name a realistic timeframe for your situation in the intro call.
What does employer branding cost at Moby Digg?
We work on a retainer model with a fixed minimum term, because employer brands work through continuous rollout, not a one-off campaign. The exact scope depends on whether a brand foundation already exists. We discuss both openly in the intro call.
Isn't it enough to just build a new career page?
No. Without a clear employer value proposition, even the best-looking career page stays interchangeable. Only the employer brand gives the page and every campaign behind it a credible message. The page is where candidates decide, but they are convinced before that: in ads, content and how your leadership shows up.
How soon do we see an effect on recruiting?
Sharpening the EVP and touchpoints is the first step. Initial effects in social recruiting usually show once the new messages and creatives are live and tested. We name a realistic timeframe for your situation in the intro call.
What if we don't have a consistent brand foundation yet?
Then we build it within the same process we use for corporate brands: positioning, values and imagery first, then the employer perspective on top. Employer branding never stands alone with us, so every recruiting measure also pays into your corporate brand.
Do you work with our HR team?
Yes. We deliver the employer brand, content and system, your team contributes role profiles and decides on candidates. We define handover points and response times together, so nothing gets stuck between campaign and hire.
How is Moby Digg different from pure employer marketing agencies?
We come from brand building and design, not pure HR communication. Your employer brand is therefore built on the same solid foundation as your corporate brand, embedded in our Growth Framework of brand, marketing and people.
What to look for when choosing an employer branding agency?
Look for an agency that derives your employer brand from your corporate brand instead of treating it in isolation, that brings design and communication expertise rather than pure HR process consulting, that makes results measurable, and that enables your team to eventually carry the process yourselves instead of keeping you permanently dependent.
Related insights
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Become the employer top talent chooses.
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Korbinian Lenzer, Co-Founder / Head of Sales
You talk directly to me: 30 minutes, a concrete assessment, no pitch.
In the intro call we look at your employer brand together and show the biggest levers.