“Hundreds of applications, but few that fit.”
Vague ads attract everyone. A clear ad says who the job suits and who it does not.
/ 01 Employer branding agency
Good people check you outbefore they apply.
Good people look up an employer long before they apply. PromotEdge shapes your name as a place to work, for Indian companies that hire in large numbers, so more of the right people apply, accept and join.
Your employer brand is what job seekers believe about working for you. They learn it from your job ads, careers page, reviews and your staff's friends. You have one already. Does it help you hire?
It starts with an employer value proposition, or EVP: the honest reason a good person should join you and stay. "Great culture" is not one. "Every new technician gets a senior buddy for ninety days" is a start.
This suits plants hiring away from big cities, IT companies and global capability centres (India offices of big foreign firms), retail chains and real estate firms building sales teams. It works for clinics and diagnostic centres hiring nurses and lab technicians too.
We look at your hiring business first, and marketing comes second. We judge the work on cost per hire (what you spend on hiring, divided by people who joined) and offer-acceptance rate (the share of offers accepted). For office walls, see workplace branding.
- 2015working with Indian brands since
- 65+in-house team: strategy, creative, media and tech
- 4pillars under one roof: strategy, advertising, digital, on-ground activation (BTL)
- 6cities: head office in Kolkata, teams in Mumbai, Delhi, Bangalore, Guwahati and Bhubaneswar
/ 02 What you receive
Six pieces of work,each tied to a hiring number.
| Deliverable | What it is | The number it moves |
|---|---|---|
| Employer value proposition | Talks with staff, joiners and people who said no, then a short EVP with proof for each role. | Offer-acceptance rate |
| Careers page | Answers real questions: shifts, location, growth, hiring steps. Openings carry job-posting markup for Google job search. | Direct applicants |
| Job ad templates | Plain templates for each role, written for phones. | Applications that fit |
| LinkedIn and staff stories | A company page, posts and short staff stories, told with written consent. | Job-post views |
| Campus hiring kit | A talk, stall, brochure and follow-up plan, delivered within the PromotEdge group. | Joining rate |
| Review plan and dashboard | A calm way to reply on Glassdoor and AmbitionBox, plus one monthly view of your hiring numbers. | Rating trend and cost per hire |
You may not need all six. We will tell you what to skip.
/ 03 Common hurdles
What usually gets in the way,and the way through.
“People accept the offer, then skip joining day.”
A rival often calls during the notice period. Team stories and a real welcome plan give people a reason to turn up.
“The plant is two hours from the city.”
Say the distance plainly, then show housing, buses, training and steady shifts.
“Review ratings scare people off.”
Old reviews stay. Reply calmly, fix what keeps coming up and ask all your staff, not only happy ones, to share a view.
“Students on campus crowd the big names.”
A sharp talk, alumni who work with you and a follow-up plan can change that in two or three seasons.
Our job is to impress your customers, not you.
Not sure which roles cost you most to fill? Tell us and we will say where to start. Get a free growth plan
/ 04 How the work runs
From listeningto fewer empty seats.
A first phase usually takes ten to twelve weeks, to a live careers page. We confirm the timeline in the quote. Our servicing team is based in cities across India.
- 01
Record today's numbers (weeks 1 to 2)
Cost per hire, offer acceptance, joining rate, time to fill. What can't be measured can't be achieved.
- 02
Listen inside and out (weeks 2 to 4)
Talks with staff, joiners, leavers and candidates who said no, plus your reviews.
- 03
Write and test the EVP (weeks 4 to 6)
A draft per role family, tested with your own people. If staff laugh at a line, it goes.
- 04
Fix the front door (weeks 6 to 12)
Careers page, job ads and application form, checked on a phone.
- 05
Tell real stories (ongoing)
Staff stories, LinkedIn posts and campus visits, planned around your hiring peaks.
- 06
Measure every month
One dashboard, read with HR. What lowers cost per hire grows.
Tell us what’s not working. We’ll send you an honest one-page growth plan, free.
Go deeperMore on this
How we deliver it, and why
How your business model changes the plan
A plant hiring operators leans on job ads, local outreach and a plain travel story. An IT firm hiring experienced people leans on LinkedIn and staff stories. A startup can begin with one honest EVP and a founder's voice.
- Record the starting numbers. Without a baseline, nobody can say later whether the work paid back. A one-page baseline built with your HR team's data.
- Listen before writing. An EVP built from interviews gets believed. A short note on what staff, leavers and candidates say.
- Test the EVP with your own people. New joiners find the truth within weeks, and a false promise raises early exits. A signed-off EVP with proof for each role type.
- Fix the front door first. Candidates judge the careers page and job ad before any campaign. A careers page and ad templates tested on a phone.
- Read the numbers every month. What lowers cost per hire grows. The rest is cut. One dashboard, read with your HR team.
AI in employer branding: today and next
Today: LinkedIn
LinkedIn's India page says its AI assistant can help draft job descriptions, screening questions and candidate qualifications, and that you can review and edit the AI's content at any step. It presorts applicants but does not make hiring decisions.
Source: LinkedIn Talent Solutions (India), read 10 October 2026
Today: Google
Google says job posts with JobPosting structured data can show in its job search, and India is on its region list.
Source: Google Search Central, Job posting structured data, read 10 October 2026
Next
Our view: AI will draft job ads faster. Only your people can make the promise true. Want us to look at where it could save your HR team time? Ask us.
Want a second pair of eyes on your careers page? Chat with us
/ 05 Cost
What affects the cost of employer branding.
We don't publish a price list. The smallest first step is a free 30-minute call with a strategist and a one-page plan, for projects we think we can help. The quote comes within 2 working days.
What affects the cost
- How many role families need their own EVP and job ads
- How many sites or cities you hire for
- A new careers page, or a fix to your current site
- Stories, written or filmed, and campus visits
How we quote
- We talk about the roles you struggle to fill
- We write a scope: roles, sites, stories, campus visits
- Each part sits on its own line
What you get in the quote
- The EVP for each role in scope
- Careers page work and job ad templates
- The monthly dashboard
Ask each agency how it will show the effect on cost per hire. Posts and followers are the wrong measure.
/ 06 What happens next
What happensafter you ask.
For projects we think we can help, this is how it goes.
- 01
A strategist calls you
In one working day: a 30-minute call with one of our strategists about your business and what is not working.
- 02
You get a 1-page plan
A short, honest plan: what to fix first and what we would do. It is free.
- 03
A quote, if you want one
If you want to go ahead, we send a quote within 2 working days.
We confirm the timeline in the quote. Contracts start at 3 months, with 30 days' notice to stop.
Keep exploring
Related pages.
The expertise that fits your business, and the places we work.
Proof and reading
What people say
In their own words
“An aligned partner is always a welcoming step. Someone who can think deep through lines, understand the matrix of product management. Fortunate enough, PromotEdge has been a partner in progress for me. …”
Bobby SrinivasChief Manager Marketing & Brand Marketing at Utkarsh India“PromotEdge is one of the most hard working creative agency that LISTENS ! Do I need to say anything more ?!!!! …”
Harsh GuptaManaging Director at Rishta Foods“As a progressive and emerging digital marketing company, PromotEdge is doing something right to enhance the experience of companies associated with them. …”
Anish Basu MallikMarketing Executive at Unimark Group
No pressure. No sales pitch.
Tell us which roles you can't fill.We'll show you the plan.
Straight answers.
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It helps you become a company good people want to join. It finds what is true about working for you. Then it puts that into your careers page, job ads, LinkedIn page and campus talks, and measures whether hiring got cheaper and faster.
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We measure against numbers recorded before we start: cost per hire, offer-acceptance rate, joining rate and time to fill a job. Better-fit applications usually show in a few months. Ratings, referrals and campus pull take six to twelve. These are planning ranges. We confirm the timeline in the quote.
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Usually not as a full project. A clear job ad and a careers page that answers real questions do most of the work, and we will say so. Employer branding pays when you hire in numbers, such as technicians, store staff or sales teams.
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No, and be wary of anyone who says they can. We help you reply calmly, fix what keeps coming up and invite all your staff to share a view. Never pay staff for good reviews. Product reviews are a separate job, covered by online reputation management.
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As general guidance, India's Digital Personal Data Protection Act, 2023 expects a clear notice before you ask for consent. It should say what personal data you collect and why, and people can withdraw consent. Your legal team should confirm the details. This is not legal advice.
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We do not publish a price list. We quote after a first conversation, against a written scope, and ad spend, shoots and printing are billed at actuals. Ongoing monthly work has a 3-month minimum. After that you can stop with 30 days' notice.