A hiring track with its own approval flow.
A separate program for talent posts. Team spotlights, role openings, life-at-the-company. Approval workflow you control, audience you choose. The marketing-brand library stays untouched.
What you actually get
Three tools HR has been asking marketing for.
Applications attributed back to a name.
When a candidate engages with a colleague's post and lands in your ATS, the post and the employee stamp on the application. The hire finally has a referral story attached. Reward the employee who brought her in.
The active-advocate ratio, by tenure.
The percentage of employees actively advocating, segmented by tenure and role. A leading indicator of engagement and retention. The number you take to the board before anyone resigns.
What a quarter looks like
The hiring track, attributed end to end.
Take the active-advocate ratio to your CEO. Before someone resigns.
A 30-minute walkthrough with a talent specialist. You bring last quarter’s hiring report. We show you what it looks like with applicant attribution and active-advocate ratios stitched in.