{"id":8368,"date":"2026-09-07T15:02:00","date_gmt":"2026-09-07T13:02:00","guid":{"rendered":"https:\/\/review.jobs\/blog\/?p=8368"},"modified":"2026-09-09T16:08:51","modified_gmt":"2026-09-09T14:08:51","slug":"a-practical-guide-to-employer-branding-services-that-actually-move-the-needle","status":"publish","type":"post","link":"https:\/\/review.jobs\/blog\/a-practical-guide-to-employer-branding-services-that-actually-move-the-needle\/","title":{"rendered":"A practical guide to employer branding services that actually move the needle"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">Key takeaways<\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li>You should only buy employer branding services that solve a clear problem in hiring, retention, or reputation.<\/li><li>You will get more value from any provider once your employer branding strategy and EVP are defined.<\/li><li>You can mix global employer branding services with local specialists, depending on markets and hiring volume.<\/li><li>You need simple, agreed metrics before a project starts so you can judge value, not just outputs.<\/li><li>You can use authentic employee reviews as both research input and proof in your external storytelling.<\/li><li>You should treat partners as an extension of your team, while you keep control of strategy and measurement.<\/li><li>You can use the 3 7 27 rule of branding to design consistent, repeated exposure across all talent touchpoints.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">You feel the squeeze from every side. Hard to fill roles, brand awareness gaps in key markets, pressure from leadership to prove hiring impact, and employees who share their experiences publicly whether you are ready or not. You know you need help, but buying employer branding services without a aim can turn into pretty campaigns that never move the numbers that matter.\n\nEmployer branding is the work of shaping how people think and feel about working with you. Employer branding services are the external partners, platforms, and tools that help you research, define, express, and scale that story so it affects hiring, retention, and reputation. When strategy, execution, and measurement line up, these services become a growth engine, not just a cost line.\n\nThis is where a certified review platform like Review.jobs fits in. Authentic employee feedback gives you raw insight and credible proof that you can plug into every channel. In this guide, you will see which service types exist, where they help most, how to think about costs, how to brief and select partners, and how to use reviews and data to turn work into clear, defensible results.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Clarifying what you need from employer branding services<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Before you talk to a provider, you need a sharp problem statement. If you skip this, you will buy outputs, not outcomes. Start by mapping where the pain is highest.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Look at your funnel and experience data. You might see low awareness in specific markets, poor offer acceptance for key roles, long time to hire, or exit interviews that flag culture issues. Each of these points to a different service focus.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employer branding changes what people believe about working with you. It shapes how candidates notice you, how they judge your culture, whether they apply, and how confident they feel accepting an offer. Done well, it also supports retention, because the story you tell outside matches the reality inside.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employer branding work usually falls into four outcome buckets. Stronger awareness with the right talent. Clearer positioning versus competitors. Higher quality and volume of applicants in priority roles. Better engagement and pride inside the company. Any service you buy should link to at least one of these outcomes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To get that link, you need a basic employer branding strategy. You should know who your priority audiences are, what your employer value proposition is, which markets matter most, and how your culture supports business goals. If you lack this, agencies will try to fill the gap and you lose control.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If your strategy is fuzzy, that is the first project to scope. You might combine qualitative research, employee interviews, and existing data like <a href=\"https:\/\/review.jobs\/blog\/employee-experience-challenges-solutions-best-practices\/\">employee experience challenges<\/a> to build a clear picture. Then you turn that into a short playbook that any future partner can use.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Translating pain points into service needs<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A quick way to get concrete is to write a one line problem for each metric that hurts. For example, time to hire for senior engineers is double target in Germany, awareness among nursing talent is low in two new regions, or regretted attrition in one business unit is rising. Each statement points toward a different service mix.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For hiring bottlenecks, you may need talent insight research, refreshed messaging, and targeted media support. For reputation issues, you may need structured employee feedback, culture work, and <a href=\"https:\/\/review.jobs\/blog\/benefits-of-online-reputation-management\/\">online reputation management<\/a> support. For engagement and retention, you may invest more in internal storytelling and manager capability, then amplify the positive proof in external channels.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Link every service to a metric you already track. That might be application rate, quality of hire, first year attrition, or internal engagement scores. This keeps you out of vague brand awareness talk and helps you speak to finance and leadership in clear terms.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Awareness problem. Consider research, employer brand campaigns, and media support.<\/li><li>Perception problem. Consider EVP work, narrative development, and employee review platforms.<\/li><li>Application quality issue. Consider targeted content, better job descriptions, and funnel optimization.<\/li><li>Retention issue. Consider culture diagnostics, internal communications, and leadership enablement.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Types of employer branding services and when to use them<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Once you know the problem, you can decide which employer branding services to use. Different provider types solve different parts of the puzzle. You rarely need them all at once, and you often benefit from a phased approach.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Strategic consulting partners help you with research, positioning, and your employer value proposition. They are useful when you lack a clear narrative, when markets are shifting, or when you need an independent view to challenge myths. Their output is usually a strategy, audience insights, and a practical playbook.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Creative and content specialists turn that strategy into stories. They create videos, career site content, employee story formats, and toolkits for hiring managers. They are best when you know what you want to say and now need compelling, repeatable assets.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Media and campaign partners help you get in front of the right people at the right time. This might be targeted job board plans, social campaigns, talent community nurturing, or programmatic media buying. They work well when your message is tested, you know your priority audiences, and you want to scale reach.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Platforms and technology, like Review.jobs, give you infrastructure. For example, you can use certified employee reviews to gather insight, showcase stories on your career site, and push authentic proof into your campaigns. Other tools support analytics, career site performance, or <a href=\"https:\/\/review.jobs\/blog\/how-ai-powered-hr-tools-are-reshaping-employer-branding\/\">AI powered HR tools<\/a> that segment and personalize content.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Training and enablement providers build internal capability. They help recruiters, hiring managers, and leaders tell your story, use content correctly, and respond to reviews. This makes your investment more sustainable, because you are not dependent on agencies alone.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Local specialists vs global employer branding services<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">If you hire in many countries, you face a choice. Work with one global employer branding services partner, or mix global strategy with local specialists. The answer depends on how consistent your culture is, how different your markets are, and how complex your governance must be.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A global partner can bring scale, cross market learning, and consistent creative quality. They often suit large, centralized teams that want one main owner and need to report in a clean top level way.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Local partners can give you sharper cultural insight and faster execution. They are often better at understanding local expectations, regulations, and channel habits. You can pair a central global framework with local adaptions, and use a shared review platform and <a href=\"https:\/\/review.jobs\/blog\/achieving-cultural-goals-through-employee-reviews-and-feedback\/\">cultural goals from feedback<\/a> to keep the story honest.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many teams use a hybrid. One central strategy and toolkit, one or two core creative partners, and then local freelancers or niche agencies for markets that need extra depth or language skills.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Comparing provider types and best uses<\/h4>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Provider type<\/th><th>Main strength<\/th><th>Best for<\/th><th>Risks if used alone<\/th><\/tr><\/thead><tbody><tr><td>Strategic consulting<\/td><td>Insight and clarity<\/td><td>EVP and positioning<\/td><td>Great slides, little activation<\/td><\/tr><tr><td>Creative \/ content<\/td><td>Compelling stories<\/td><td>Career sites and campaigns<\/td><td>Pretty assets, weak strategy<\/td><\/tr><tr><td>Media \/ campaigns<\/td><td>Targeted reach<\/td><td>Short term hiring spikes<\/td><td>Spend with no learning<\/td><\/tr><tr><td>Platforms \/ tech<\/td><td>Scalable infrastructure<\/td><td>Reviews, analytics, automation<\/td><td>Tools without adoption<\/td><\/tr><tr><td>Training \/ enablement<\/td><td>Internal capability<\/td><td>Manager and recruiter skills<\/td><td>Inspiration without content<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Strategy, messaging, and creative: turning services into a coherent story<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">You want every touchpoint to feel like it comes from the same honest story. That is what an employer branding strategy gives you. It turns insight, leadership goals, and employee feedback into a clear, repeatable narrative.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Start with your employer value proposition. This is the short explanation of what employees get, what is expected, and what makes your workplace distinct. If you need help, use a structured approach like this guide on building a strong EVP. The output should be simple proof backed statements, not slogans.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">From there, define three to five key messages for your main talent groups, such as early career, engineers, sales, or nurses. Each message should have at least three real proof points. Use employee quotes, recognition, data, and verified employee reviews.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Then brief creative partners with guardrails. Define what is fixed, like how you describe your culture, and where they can stretch, like visual style or formats. Ask them to design scalable formats, such as a consistent employee story template or modular career site blocks, that can be reused across markets and roles.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Using the 3 7 27 rule of branding in talent journeys<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The 3 7 27 rule of branding is a simple way to think about repetition. People need to see you about three times to recognize your name, about seven times to form a basic view, and about twenty seven times to feel deep familiarity. In talent terms, one campaign or one video is not enough exposure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Design journeys where a candidate will see your story many times. For example, a social ad, then a remarketing ad, then your career site, then employee reviews, then recruiter outreach, then an interview, then onboarding materials. Each touchpoint should repeat the same core ideas, with different examples or formats.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Use your services to support this. Media partners help you hit the 3 and 7 touchpoints. Your own channels and platforms like Review.jobs help you reach the deeper 27 level, because people see consistent proof in reviews, stories, and updates over time.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Document a one page narrative that connects your purpose, culture, and people practices.<\/li><li>Turn that narrative into simple message houses for priority talent segments.<\/li><li>Map all candidate and employee touchpoints and decide which message shows up where.<\/li><li>Check that each external asset has at least one authentic proof point, such as a review or quote.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Budgets, benchmarks, and how to judge ROI<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Budget talks can feel vague. You may be asked to justify employer branding services in financial terms, but you might not own all the metrics. The goal is not perfect math. The goal is a clear, credible logic.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A useful rule of thumb is to tie spend to hiring volume, the importance of certain roles, and your current pain. If a role is costly to leave open, or if attrition is very costly in one unit, it is easier to justify more investment at that problem area.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When you look at pricing, expect a wide range. Strategy work can be contained or very deep. Creative work can be one off or ongoing. Media spend can dwarf fees if you go broad. Instead of chasing a single number, define the scope, outputs, and target outcomes, then compare providers inside that frame.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">On ROI, stay practical. Agree with stakeholders which metrics will be used to judge success before the project starts. For example, raise qualified applications by a set percentage for a role group, reduce time to hire for a market, or improve offer acceptance. You can find more ideas in this guide to measuring employer branding ROI.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Even if you cannot prove a direct cause and effect, you can build a narrative that links inputs, activities, and outcomes. For example, you launched a refreshed EVP, new content, and a focused campaign. Over six months, you saw higher brand search, stronger career site engagement, more qualified applicants, and better acceptance rates.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Authentic employee reviews make this easier. They act as both content and a live feedback loop. You can show how your average rating, review volume, and themes shift over time, and how that aligns with improvements in candidate quality or retention.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Typical cost ranges by service type<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Exact prices vary by market and scope, but you can still use broad ranges to spot outliers and negotiate. The aim is not a perfect rate card. The aim is to see which services are lighter touch and which are structural investments.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Indicative cost levels for employer branding services<\/h4>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Service type<\/th><th>Typical cost level<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Strategy \/ EVP project<\/td><td>Medium to high<\/td><td>One off, often multi month, sets the foundation for years<\/td><\/tr><tr><td>Brand and content toolkit<\/td><td>Medium<\/td><td>Core assets with optional add ons for new roles or markets<\/td><\/tr><tr><td>Single market campaign<\/td><td>Low to medium plus media<\/td><td>Short term, focused on a role group or region<\/td><\/tr><tr><td>Always on media support<\/td><td>High, mainly media spend<\/td><td>Ongoing, needs constant optimization and refreshing<\/td><\/tr><tr><td>Review and analytics platform<\/td><td>Low to medium recurring<\/td><td>Subscription, supports both brand and HR analytics<\/td><\/tr><tr><td>Training and enablement<\/td><td>Low to medium<\/td><td>Workshops or e learning, often bundled with other work<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<ul class=\"wp-block-list\"><li>Define your must have outcomes before asking for quotes.<\/li><li>Ask providers to split fees from media and production costs.<\/li><li>Push for simple dashboards that track agreed metrics over time.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Choosing and managing employer branding partners<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Selecting the right partners is as important as picking the right strategy. If you get this wrong, you spend months on rebriefs instead of building a strong, data driven brand.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Start with a short brief. Include your problem statements, current metrics, draft strategy, target audiences, markets, budget range, and key stakeholders. Share any existing insight, including themes from employee climate surveys or exit interviews. The clearer the brief, the better the response.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Create a shortlist of three to five providers per service type. Look for those who show real employer branding examples in your sector or similar complexity, not only consumer work. Ask for case stories with starting challenge, approach, and outcomes, not just awards or reels of creative work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Run structured conversations. Ask how they work with internal teams, how they use employee feedback, how they measure impact, and how they handle global and local needs. Notice who asks good questions about your culture and who jumps straight to campaign ideas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Once you choose, set up a clear governance model. Agree who owns decisions, who gives feedback, and how often you will meet. Align on ways of working, for example, shared planning boards, content calendars, and an approval workflow.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Turning vendors into long term partners<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">You get more value if providers understand your business, not only your brief. Treat them as part of your extended team. Share business updates, people priorities, and signals from regular employee insights work. Invite them to internal sessions when it helps the work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ask partners to build your internal capability, not create dependency. Examples include playbooks, templates, training sessions, and clear notes on how to maintain assets. Aim for a model where they handle spikes, specialist work, or complex global coordination, while your team holds strategy and governance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Review performance at least twice a year. Look at the agreed metrics, feedback from hiring managers and candidates, and your own sense of fit. Adjust scope or partners as needed. If a partner is strong in one area but weak in another, consider reshaping their role rather than dropping everything.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Keep authentic employee voices at the center. Use a platform like Review.jobs to gather verified reviews, analyze themes, and feed those insights into campaigns and culture work. This keeps you honest and makes your external story much harder to challenge.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Always pilot new partners with a clear, time boxed project.<\/li><li>Define how decisions will be made before work starts.<\/li><li>Ask for one senior point of contact and a backup.<\/li><li>Set expectations about use of employee reviews and proof points.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently asked questions<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">How much do employer branding services typically cost?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Costs vary by scope, market, and provider type, so there is no single price. Strategy and EVP projects tend to sit in the medium to high range because they involve research and senior consulting. Content and creative toolkits are usually medium and can be reused for years. Single market campaigns are low to medium on fees but often need extra media spend. Platforms like certified employee review tools are generally a low to medium recurring subscription. The best way to plan is to map which outcomes you need, then split budget across strategy, content, distribution, and measurement in a balanced way.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is the 3 7 27 rule of branding?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The 3 7 27 rule of branding is a model about repetition. It says people need to see you about three times to recognize your name, about seven times to form a basic understanding, and about twenty seven times to feel strong familiarity and trust. In employer branding, this means one campaign, one video, or one event is not enough. You need a sequence of consistent touchpoints, such as ads, your career site, employee reviews, recruiter outreach, interviews, and onboarding materials that all repeat the same core story with different proof points.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Which company has the best employer branding?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">There is no single company that always has the best employer branding. What works depends on industry, market, and talent segment. Some brands are strong because their external story fits their internal reality and they communicate it often. Others look impressive on the outside but do not deliver the promised experience. Instead of chasing a universal benchmark, look at employer branding examples from your own sector and size. Then build a story that is both distinctive and true in your context, backed by real employee feedback.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What does employer branding do?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employer branding shapes how people think and feel about working with your company. It affects who notices you, whether they see you as a good fit, and how confident they feel saying yes to an offer. Strong work here makes hiring easier and faster, improves the quality of applicants, and supports retention because expectations match reality. It also helps current employees feel proud and aligned, since the external story reflects their real experience. At its best, employer branding connects your people strategy to business goals and performance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How can companies improve their employer branding?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Improvement starts with listening. Collect honest input from employees through surveys, interviews, and verified reviews, then act on what you learn. Use that insight to clarify your employer value proposition and main messages for priority talent groups. Clean up the basics, such as your career site, job descriptions, and interview experience. Add clear proof points, like employee quotes, stories, and data. Align internal and external storytelling so people hear the same themes everywhere. Finally, measure results, for example hiring metrics, engagement, and retention, and keep improving in short cycles rather than waiting for a big rebrand.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What are the key components of effective employer branding services?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Effective employer branding services usually include research and insight, a clear strategy and EVP, strong messaging and creative assets, smart use of channels, and ongoing measurement. Research gives you truth about what employees and candidates think. Strategy and EVP set direction. Messaging and creative express your story in ways people notice. Channels such as campaigns, events, and review platforms help you reach the right audiences repeatedly. Measurement closes the loop so you can see what works, improve over time, and show impact on hiring, retention, and reputation.<\/p>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How much do employer branding services typically cost?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Costs vary by scope, market, and provider type, so there is no single price. Strategy and EVP projects tend to sit in the medium to high range because they involve research and senior consulting. 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Finally, measure results, for example hiring metrics, engagement, and retention, and keep improving in short cycles rather than waiting for a big rebrand.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What are the key components of effective employer branding services?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Effective employer branding services usually include research and insight, a clear strategy and EVP, strong messaging and creative assets, smart use of channels, and ongoing measurement. Research gives you truth about what employees and candidates think. Strategy and EVP set direction. Messaging and creative express your story in ways people notice. Channels such as campaigns, events, and review platforms help you reach the right audiences repeatedly. Measurement closes the loop so you can see what works, improve over time, and show impact on hiring, retention, and reputation.\"\n      }\n    }\n  ]\n}\n<\/script>\n\n\n\n<h2 class=\"wp-block-heading\">Final thoughts<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Your goal is not to collect vendors. Your goal is to build a coherent, measurable system that changes how the right people experience and talk about working with you, inside and outside the company. Employer branding services are tools in that system. They only pay off when they are tied to clear problems, a simple strategy, and metrics everyone agrees on.\n\nFocus on a small number of high impact moves. Get your employer value proposition in shape. Turn it into proof led content. Use targeted campaigns, strong internal communication, and regular listening to keep improving. Put authentic employee voices at the center, so your brand is something you live, not just something you say. A platform like Review.jobs can help you collect, manage, and showcase verified employee reviews, then plug that proof into every other part of your employer branding work.\n\nIf you do this, you move from one off projects to a working engine. One that helps you hire better, retain more of the people you want, and earn a reputation that matches the reality of your culture.<\/p>\n\n\n\n\n<div class=\"kk-star-ratings kksr-auto kksr-align-center kksr-valign-bottom\"\n    data-payload='{&quot;align&quot;:&quot;center&quot;,&quot;id&quot;:&quot;8368&quot;,&quot;slug&quot;:&quot;default&quot;,&quot;valign&quot;:&quot;bottom&quot;,&quot;ignore&quot;:&quot;&quot;,&quot;reference&quot;:&quot;auto&quot;,&quot;class&quot;:&quot;&quot;,&quot;count&quot;:&quot;0&quot;,&quot;legendonly&quot;:&quot;&quot;,&quot;readonly&quot;:&quot;&quot;,&quot;score&quot;:&quot;0&quot;,&quot;starsonly&quot;:&quot;&quot;,&quot;best&quot;:&quot;5&quot;,&quot;gap&quot;:&quot;5&quot;,&quot;greet&quot;:&quot;Hover over the stars then click to validate the rating&quot;,&quot;legend&quot;:&quot;0\\\/5 - (0 votes)&quot;,&quot;size&quot;:&quot;27&quot;,&quot;title&quot;:&quot;A practical guide to employer branding services that actually move the needle&quot;,&quot;width&quot;:&quot;0&quot;,&quot;_legend&quot;:&quot;{score}\\\/{best} - ({count} {votes})&quot;,&quot;font_factor&quot;:&quot;1.25&quot;}'>\n            \n<div class=\"kksr-stars\">\n    \n<div class=\"kksr-stars-inactive\">\n            <div class=\"kksr-star\" data-star=\"1\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"2\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"3\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"4\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"5\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n    <\/div>\n    \n<div class=\"kksr-stars-active\" style=\"width: 0px;\">\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 27px; height: 27px;\"><\/div>\n        <\/div>\n    <\/div>\n<\/div>\n                \n\n<div class=\"kksr-legend\" style=\"font-size: 21.6px;\">\n            <span class=\"kksr-muted\">Hover over the stars then click to validate the rating<\/span>\n    <\/div>\n    <\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways You should only buy employer branding services that solve a clear problem in hiring, retention, or reputation. You will get more value from any provider once your employer branding strategy and EVP are defined. You can mix global employer branding services with local specialists, depending on markets and hiring volume. You need simple, [&hellip;]<\/p>\n","protected":false},"author":13,"featured_media":8367,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"Employer branding services that actually work","_seopress_titles_desc":"Learn how to choose and use employer branding services to cut hiring pain, improve retention, and prove impact to the business.","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"","_seopress_redirections_param":"","_seopress_redirections_type":0,"_seopress_analysis_target_kw":"","_seopress_news_disabled":"","_seopress_video_disabled":"","_seopress_video":[],"_seopress_pro_schemas_manual":[],"_seopress_pro_rich_snippets_disable_all":"","_seopress_pro_rich_snippets_disable":[],"_seopress_pro_schemas":[],"footnotes":""},"categories":[37],"tags":[],"class_list":["post-8368","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employer-image"],"acf":{"affichage_hp":true},"_links":{"self":[{"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/posts\/8368","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/comments?post=8368"}],"version-history":[{"count":2,"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/posts\/8368\/revisions"}],"predecessor-version":[{"id":8374,"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/posts\/8368\/revisions\/8374"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/media\/8367"}],"wp:attachment":[{"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/media?parent=8368"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/categories?post=8368"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/review.jobs\/blog\/wp-json\/wp\/v2\/tags?post=8368"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}