Employer Branding Editing and Proofreading Services

"We invest in your people" sits on the careers page of a company that froze its training budget in March. A candidate reads the line, takes the job, and finds out in six weeks. Employer branding differs from almost every other kind of marketing in exactly this way: the audience becomes an insider and checks the copy from inside. The cost of an inaccurate employer brand is not a lost sale. It is a hire who leaves in five months, a replacement search, and a review that stays online for years.

The documents we edit for Employer Branding

Employer value propositions and the documentation supporting them arrive here most weeks, together with careers site copy, landing pages, and job postings. Recruitment campaign material comes with them, as do candidate communications of every kind, including rejections, offer letters, and onboarding packets. We also work on employee stories and testimonials, benefits explanations, diversity and inclusion statements and the evidence behind them, review response wording, referral program material, hiring manager guidance, and the synthesis of exit interview and retention research. Our editors check that the promise is one the organization can keep.

What the editing involves

The realistic job preview is the intervention that works and the one employer branding least wants to make. The research is unusually consistent: describing plainly what is hard about a role reduces applications and improves retention, because the people who withdraw are the ones who would have left. A posting that puts the on-call rotation as "one week in four, including nights" has given a candidate something checkable. The same posting can name the travel every second week, the restructuring the team went through last year and the backlog it left, and the client who is difficult and is not going anywhere. It will draw fewer applicants, and it will draw the ones who read all four items and applied anyway.

Claims survive contact with employees only when evidence is attached to them. The line "we invest in development" carries no information. A sentence reading "every employee has a $2,000 annual training budget and four days of leave, and 31 of 40 people used both last year" can be checked against a pay stub and a calendar. Anything the organization is still working on belongs in the copy as work in progress rather than as an achievement, because a diversity statement describing an aspiration as a fact is read by current employees before anyone else.

The copy should also be tested against what current employees would actually say, since the version that contradicts the reviews is the one candidates read second. Somebody who reads a careers page in the morning and forty Glassdoor entries in the afternoon is comparing two documents, and only one was written by the company. Where the two disagree, the reviews win. Organizations that write this way fill roles more slowly and keep people longer.

Confidentiality and the limits of our role

Everything you send us is treated in confidence, including internal research, exit interview findings, and material still in draft. We are editors, not human resources or employment law advisors, and we offer no opinion on employment practice, hiring decisions, or discrimination law. What we can do is make the writing honest and specific enough to attract the people who will stay.