When the comp wasn't the problem and the brand was.
Mandates where the senior offer kept getting declined for reasons the client couldn't fully name — until the candidate audit went back. Eight engagements across four sectors. Where the client has signed off, they're named.
Anchor case
−50%
Director decline rate, 9 months later
Case study · Pharma GCC · Bengaluru
"They told us why our senior candidates kept saying no, ran an audit we'd been avoiding for two years, and helped us rebuild from the inside."
Fortune 500 Pharma GCC · Bengaluru · 2,400 employees · Anonymised by request
- 01 Twelve interviews with declined offers, recent hires, and senior talent the client wanted but couldn't reach.
- 02 EVP audit that surfaced four claims the careers page made which the candidate experience didn't back up.
- 03 Two senior hires closed inside the engagement; decline-rate at Director level halved within nine months.
More from this service
Seven more employer brand engagements.
Different sectors, different problems, the same intelligence-led approach. Tap any card to read the full case.
−42%
VP decline rate
Top-five global bank · Bengaluru · 4,200 employees
Senior offers kept declining. The compensation wasn't the problem.
Read the case
2.8×
Director+ inbound
Atlassian India · Bengaluru · 1,400 employees
Rebuilding a careers site so it could pass the senior engineer's research test.
Read the case
14→2
Months to senior hire
German industrial OEM · Pune · 3,600 employees
A leadership programme rebuilt around a candidate-side perception study.
Read the case
−31%
Drop-off, first call
Mid-cap biotech GCC · Hyderabad · 900 employees
Why senior candidates were dropping off after the first conversation.
Read the case
7w
Brand-to-first-hire
Singapore wealth-tech · Bengaluru · pre-launch
Building an employer brand from zero before the centre had a name.
Read the case
3→1
Glassdoor narrative
US SaaS unicorn · Bengaluru · 2,800 employees
When the Glassdoor reviews are telling three stories and you need them telling one.
Read the case
What we look for
The pattern in every employer brand engagement we accept.
Three things have to be true before we say yes to an EB engagement. Where they aren't, we'll tell you — and usually suggest where to start instead.
01 · Willingness
Leadership is willing to hear what candidates actually say
The diagnostic surfaces things the leadership team has been resisting. If they won't act on it, the rest of the work doesn't earn its keep.
02 · Real candidates
The recent hire / decline pool is large enough to interview
Twelve to twenty interviews is the minimum to ground the EVP in something real. Most clients have it; for the ones who don't, we recommend other entry points first.
03 · Three to six months
The clock is realistic — the numbers move on this timeline, not less
EB work doesn't show up in metrics inside ninety days. Three months for the diagnostic and EVP, three more to see candidate behaviour shift. Anything shorter is not the right brief.
The service behind these cases
Build a brand that senior talent chooses.
The service page lays out how the work is structured, what an engagement actually involves, and what tends to move when the work is done properly.
- 01 EVP grounded in placement data, not aspiration
- 02 Candidate-facing channels & content
- 03 Leadership voice & thought leadership
- 04 Quarterly measurement after activation