A career page or job offer isn’t enough to define your reputation. An HR brand connects daily culture with external perception, turning abstract values into a lived experience employees trust — and candidates aspire to join.
Talent attracted by perks, not purpose.
When offers look the same, people choose short-term.
Messages that fail to inspire candidates.
Generic job ads and career pages don’t stand out.
Inconsistent culture across teams.
Values on paper don’t match reality.
High turnover with no lasting loyalty.
Without a strong HR brand, employees leave early.
An HR brand isn’t built with a tagline alone. Costs scale
with the number of employee and market insights gathered, and the level
of deliverables — from culture frameworks to recruitment campaigns.
5
What impressed me most was how Toimi combined design sense with technical detail. Every idea was backed up by reasoning, and they weren't afraid to challenge us if it meant a stronger outcome.
5
We had a pretty complex setup request. They broke it down, kept us updated at every step, and delivered earlier than we thought possible.
5
Clear process, fast approvals, no drama. Exactly how a project should run.
5
We'll definitely continue working together.
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New York has one of the most competitive talent markets. HR branding helps a company stand out and be understood quickly by candidates.
Tech firms, finance, media, startups, and professional services. In New York, employer reputation directly affects hiring success.
It must be clear, focused, and authentic. Candidates make decisions quickly, so employer messaging needs to be sharp and honest.
Not primarily. While perks matter, HR branding focuses on culture, values, and growth opportunities.
By grounding the HR brand in real company experience. Specificity and consistency are key in New York.
Leadership sets the tone. Their behavior and communication directly influence how the employer brand is perceived.
Yes. A strong HR brand reduces friction by attracting candidates who already align with the company.
On career pages, job listings, social media, and internal channels. Consistency across these touchpoints is essential.
Absolutely. When employees identify with the employer brand, they are more likely to stay and grow within the company.
It creates a stable employer reputation. Over time, this lowers hiring costs and improves talent quality.
