What values guide your daily operations?
Clarity, honesty and courage.
Clarity because confusion is expensive. If people don’t understand what you stand for, they will make it up. And in an increasingly AI-dominated landscape, lack of clarity means that AI infers meaning and fills in gaps or ignores your content altogether.
Honesty, because employer branding only works when it reflects operational truth, not aspiration dressed up as marketing messaging.
Courage because telling the truth often means saying what you are not, who you are not for and what you will not compromise on. That takes leadership maturity.
Everything I do, whether advising a global brand or building product features at Happydance, comes back to helping organizations articulate what is real and then designing around that consistently.
What goals does your team work towards on a daily basis?
We work to turn employer brand from a slide deck into a competitive advantage.
That means helping clients define a commercially sharp position, translate it into language that actually resonates and activate it across their careers website and candidate experience so it drives measurable outcomes.
On a practical level, we focus on three things every day. Clear positioning. Strong narrative. Tangible performance. If it doesn’t move attraction quality, retention or engagement, it’s just noise.
How has your approach to employer brand strategy evolved from your early days in the industry?
Early in my career, the discipline was heavily creative-led. Big campaigns. Big taglines. Big promises.
Over time, especially working with brands like Nike and Apple, I realised the real leverage sits further upstream. It sits in strategic truth. In leadership alignment. In defining what you demand and what you give in return.
Today my approach is far more commercially grounded. Employer brand is not a communications exercise. It is a positioning exercise that shapes culture, capability and ultimately performance. The creative only works when the strategic foundation is solid.
What key principles have stayed the same?
People don’t join logos. They join stories they can see themselves in.
That hasn’t changed. What has changed is the scrutiny. Candidates are sharper, more sceptical and better informed than ever. The principle that remains constant is this. If what you say externally does not match what happens internally, it will unravel. Alignment between message and reality is non-negotiableover-indexing.
Where do companies most often miss the mark when communicating to potential hires?
They try to be attractive to everyone.
In doing so, they become vague, generic and forgettable. Words like innovative, inclusive and dynamic are used without proof or specificity.
The other miss is over indexing on perks and under-explaining expectations. The best employer brands are clear about standards, pace and pressure as well as opportunity. High performers are attracted to challenge, not comfort.
What advice would you give leaders trying to stand out in an increasingly competitive talent market?
Stop asking how you look more impressive and start asking how you become more coherent. Coherence between strategy, culture and communication is rare. When you have it, you feel different in the marketplace. Define the truth of your organization. Be explicit about who thrives with you and who doesn't Translate that into language that is simple, human and commercially honest. In a crowded market, precision beats volume. The companies that stand out are not the loudest. They are the clearest.
Köszönjük a válaszokat Bryan Adamsnek , a HappyDance CEO and Founderjének!
