Employer branding for hard-to-fill roles:an honest story in construction and industry

Our specialty: construction and industry

We have built up considerable experience in finding staff through campaigns in construction and industry. And that's no coincidence. These sectors have their own language, their own channels and their own kind of people. Anyone trying to recruit here with a generic approach usually comes up empty handed.

Finding an engineer requires a very different approach than searching for a roofer. A different message, a different platform, a different kind of story that resonates. We know those differences and genuinely act on them. We tailor everything to the person: we know who we want to reach, where they hang out and what gets them across the line. That's exactly what separates a vacancy that stays open from a team you actually strengthen.

No sugarcoating

We don't sugarcoat anything. There's nothing wrong with putting your company in the spotlight, on the contrary, but it's crucial that the picture you show matches reality. A story that looks too good might attract more candidates, but the wrong ones. And they drop out the moment they notice the day-to-day doesn't match the promise.

That's why we opt for an honest picture. No slick sales talk, just showing what it's really like to work at your company. That brings in better applicants, who often turn out to be a better culture fit and stay longer. Honesty pays off in the long run, employer branding included.

Filtering is key

Employer branding is all about reaching the right people, not collecting as many responses as possible. We build every campaign around sharp filtering: per profile we know which channels work, which message resonates, and what kind of story builds trust. No spraying and praying that someone bites, but targeted outreach to the profiles that genuinely fit your company and your culture.

The result is applicants who are not just interested in the vacancy, but who deliberately choose your company. That saves time in screening, frustration on both sides, and it builds a team that stays. A good vacancy attracts people; good employer branding attracts the right people.