The current state of employer branding at most high-growth startups:
- Why does employer branding matter?
- What does employer branding actually look like for us?
- Where do we start?
- How do we execute?
- How do we know if we’re being successful?
- And who are we now as a company?
The future state of employer branding at high-growth startups:
- We are 100% clear on what we stand for as a company.
- We know exactly what employer branding means to us.
- We are aligned on what employer branding looks like.
- We know how we will measure its effectiveness.
- We commit with support and resources to execute at scale.
So how do you bridge this gap?
It starts with the founders.
They must first:
- Value talent acquisition as much as they value customer acquisition.
- Value candidate and employee experience as much as they value customer success.
- Value employee retention as much as they value customer retention.
- Value culture as much as they value product.
- Commit resources in the form of people and money.
- See people-first as a real business strategy.
This is top-down. Without founders first leading with support, employer branding doesn’t have a shot at the startup level.
And product and revenue will continue to dominate resources and attention.
This is why so few startups pull it off.