Talent. Brand. Experience. Aligned.
We align employer brand, recruitment marketing, and candidate experience so your story is credible, your spend is defensible, and the system holds after launch.
Three forces reshaping talent attraction
Candidates are forming opinions about your employer brand before they ever reach your careers site.
AI-powered search is aggregating whatever exists about you — review sites, job posts, social content, news — and serving its own version of your story. If what candidates hear doesn't match what your careers page says, the inconsistency registers before a recruiter enters the conversation.
The question isn't whether AI is shaping your first impression. It's whether you're governing what it finds.
Paid media costs are rising. Conversion performance isn't keeping pace.
57% of job seekers abandon applications because of complex processes and lack of transparency. If your spend is increasing but qualified applies aren't following — the bottleneck isn't your media strategy. It's what happens after the click. Governance gaps, tracking blind spots, and apply friction are quietly absorbing budget that should be driving hires.
Generic EVP language isn't just ineffective. It's becoming a liability.
Candidates — and the AI systems they use — are getting better at identifying the gap between what employers claim and what employees actually experience. "Great culture" and "people-first" without specificity, proof, or consistency don't move apply rates or offer acceptance. They create doubt.
The employers winning on credibility right now aren't saying more. They're saying things they can stand behind.
Enterprise expertise. Collective approach.
Thompson & Co Collective is a boutique consultancy built on nearly two decades of experience inside complex talent and brand challenges. We bring together industry veterans — senior strategists, creatives, and recruitment marketers — and embed them where the work actually happens.
Not a large agency with overhead you pay for. Not a solo consultant without the bench. A collective — assembled around your problem, accountable to your outcomes.
Our work is built on a proprietary employer brand operating framework — developed to govern, measure, and sustain the story we build together.
Our approachThe work that moves the needle.
Employer Brand & EVP
We build the story your ideal candidates will find, believe, and act on — across every channel it touches.
Recruitment Marketing
We design and govern the campaigns, content, and media that turn interest into qualified applications.
Candidate Experience
We close the gap between your brand promise and what candidates actually experience in the process.
A disciplined process.
No slide decks before work begins.
Discover
We start with a conversation to understand your business, your goals, and where talent attraction is creating friction. Together, we clarify what's urgent, what's foundational, and where to focus next.
Diagnose
Our diagnostic grounds every strategy decision. We examine touchpoints, assess channels, and baseline performance to define the right scope — EVP, messaging, proof, and creative direction — anchored in your reality, not industry averages.
Activate
With strategy aligned, we operate as an extension of your team. Campaigns, content, and candidate experiences are executed across paid, owned, and earned channels — all accountable to the strategy we built together.
Measure & Optimize
We track performance against agreed benchmarks and bring insights back in clear, actionable reporting. Together, we review what's moving and determine what moves next.
Every phase is supported by a proprietary operating framework — built to govern your story, measure what matters, and sustain performance after launch.
From growth stage to enterprise — the work holds.
Application Volume
Cost-Per-Hire
Time-to-Fill
Outcomes from engagements led by our founder.
What clients say when the strategy holds.
Thompson & Co brought strategic clarity to our talent attraction efforts. The EVP work was evidence-based, not aspirational — and it's held up as we've scaled.
Finally, someone who understands that recruitment marketing needs to be accountable. The media governance work alone paid for the engagement.
The questions worth asking.
Straightforward answers, grounded in real practice.
Get a clear baseline — then prioritize what matters most.
Start with a clarity call. No pitch — just a structured discussion to surface the highest-impact next steps.
No pitch. Just clarity.