Employer Branding Editing and Proofreading Services

Employer branding writes a promise about what it is like to work somewhere, to people who will find out whether it was true. Unlike almost every other marketing discipline, the audience becomes an insider: a candidate persuaded by careers copy about collaboration and growth spends six weeks discovering the reality and tells everyone. 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.

We edit what employer brand and talent teams produce — employer value propositions and their supporting documentation, careers site and landing page copy, job advertisements and role descriptions, recruitment campaign material, candidate journey communications including rejections, offer letters and onboarding material, employee story and testimonial content, benefits and reward explanations, diversity and inclusion statements and their evidence, Glassdoor and review response wording, internal referral programme material, hiring manager guidance on writing roles, and exit interview and retention research synthesis. Our editors check that the promise is one the organisation can keep.

The realistic job preview is the intervention that works and the one employer branding least wants to make. Research on this is unusually consistent: telling candidates plainly what is difficult about a role reduces applications and improves retention, because the people who withdraw were the ones who would have left. We write these so the job advert names the genuinely hard parts — the on-call rota, the fortnightly travel, the fact that this team was restructured last year and the backlog is real, the client who is difficult and is not going anywhere; so the claims that survive are the ones with evidence attached, since "we invest in development" means nothing beside "everyone here has a £2,000 budget and four days, and last year 31 of 40 people used them"; so anything the organisation is working on is described as work in progress rather than as an achievement; and so the copy is checked against what current employees would say, because the version that contradicts the reviews is the one candidates read second. Organisations that write this way fill roles more slowly and keep people longer.

Everything you send is treated in confidence, including internal research, exit interview findings and material in draft. We are editors rather than HR or employment law advisers, and we offer no view on employment practice, recruitment decisions or discrimination law. What we can do is make the writing honest and specific enough to attract the people who will stay.