What's up!?

Thinking

The tech paradox

Recruitment technology has never been more powerful. AI Screening,  Automated Assessment,  Data-driven targeting. The list goes on.

But candidate confidence is declining. The paradox seems simple: The more automated recruitment becomes, the more candidates look for human signals.

Clarity, meaning, and even evidence that the opportunity is real. Early careers marketing needs to reflect that shift. Less emphasis on reach, more emphasis on understanding.

What the bots say

AEO / GEO & SEO 

We know that people are increasingly using AI to find out what you're really like as an employer, but how do you know what the LLM's tell them is correct? 

Our in-house AI team, led by Josh Tindell, can help you to work through the context, and suggest some solutions that might help. An hour well spent we think, so we run a couple of free sessions on this each month. 

Brand on point?

Check with us

Since 2020 we've been offering free brand clinics to help employers to assess if their employer brands are doing the work that they should.

If you're thinking of a new campaign, or a brand refresh, this is a great place to start, before you commit to the work.

Great discussion with clear outputs, and a plan of what to do next. 

A little bit of confidence

Reduce marketing risk

Early careers recruitment often looks controlled. High application volumes, structured processes, clear decisions. On paper it works, in reality it's less stable.

Applications are at record levels, with roles attracting 100+ candidates each. That suggests choice, but often masks a weak signal. Candidates apply more broadly, with less intent. Technology makes it easier to engage, not to understand. Many enter the process without a clear view of the role, the organisation, or their fit.

That uncertainty shows up later. Disengagement. Declined offers. Early attrition. By then, the cost is already sunk.

De-risking means fixing this upstream. Clearer expectations. Better aligned experiences. More confident decisions. More predictable outcomes.

What people really want

The future talent barometer

Each quarter, we publish a focused Signals Report, unpacking the most important shifts in how young people think about work.

These build into our annual Barometer. A comprehensive view of the year’s defining trends with a look forward into the next 12 months.

Giving you both immediate insight and depth of knowledge about what’s changing now, and what it means over time.

Just humans really

Experiences are at a premium

Candidates don't need more touphoints, they need better ones.

What makes the difference is well-timed human interaction. The moments where someone feels understood, can ask questions, and start to build a clearer picture of what the role really is.

When that happens early, it changes everything that follows. Candidates engage with more intent, make more confident decisions, and move through the process with far less friction. 

Efficiency isn't created by removing people from the process. It comes from putting them in at the right point.