Trust is the work.
/ Holistic Services
Practice Areas
Most of this category runs on handoffs. Strategy writes a deck. Messaging reshapes it. Creative translates that. Execution applies a half-built system everywhere. By the time the work reaches the people it's for, whatever made the insight specific is usually gone.
We're a consultancy and agency in one practice. Research, strategy, creative, design, all by the same senior people, start to finish. One high standard the whole way.
Employer Brand Strategy & Design
EVP Insights & Development
People Experience, Culture & Purpose
/ Theory into practice
Our Work
We've led brand development in-house and at agencies, across industries and through periods of real change. A few select projects are below.
What is Connected Brand?
The whole arc of working somewhere, mapped as one thing. Attraction, recruitment and selection, onboarding, development, retention and engagement, offboarding and advocacy. Six stages, usually owned in six boxes, with separate owners, separate messages, and separate metrics. Nobody experiences it that way. People notice when the promise at stage one doesn't survive contact with stage three. We align strategy, messaging, creative, and measurement across the arc so every function tells the same story. Mapping your gaps is usually the moment it clicks, because most of them are invisible until the whole wheel is on one page.
Everyone says "strategic" and "high craft." Why believe you?
Fair. Craft is hard to judge from a website, which is exactly why generic work survives in this category. What we'd point to is specificity: whether our thinking about your situation is sharper than what you've heard elsewhere. If a conversation with us isn't more useful than the last three you had, we're not your firm.
We're just starting to look at this. Where do we begin?
Start with what's actually broken. "We need an employer brand" is rarely the real problem. Roles you can't fill, offers people decline, good people leaving inside eighteen months, a story TA tells that HR doesn't recognize: those are the problems, and they point to different work. Most companies already have more evidence than they think, sitting in exit data and what recruiters hear on calls. You don't need it figured out before you talk to us. The ones who arrive with it figured out are often solving the wrong problem. Bring what's breaking. We'd rather spend the first conversation working out what's going on than confirming a brief someone wrote to get budget approved.
