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.
Great perspective Nate - and a good reminder of the real impact founders (and Exec Leadership Teams in F500) have on all aspects of defining and implementing employer brand, but also the organic evolution of EB! "People-first" is the key mindset. Who has leveraged HCD methodology to engage founders and help them get to this realization, adopt the mindset, and then keep EX at same priority as CX?
All businesses should follow this lead. Sound info