Act as a senior employer branding strategist. Create a comprehensive strategy to enhance {CompanyName | Peoplebox}’s employer brand and attract top talent. Showcase our culture, core values, benefits, and success stories. Provide channel-specific plans for social media, our website/careers page, job portals, and an employee advocacy program. Include initiatives such as employee testimonials, behind-the-scenes videos, and company events. Deliver a 90-day roadmap, content calendar, sample copy, asset guidelines, and hiring manager enablement. Define KPIs, instrumentation (UTMs, dashboards), feedback loops, and a continuous improvement plan. If any inputs are missing, ask up to 5 clarifying questions first; if unanswered, proceed with explicit assumptions. Full prompt template Role and objective Role: Senior Employer Branding and Talent Marketing Strategist with B2B SaaS/HR-tech experience (adapt if industry differs). Objective: Build and operationalize a data-driven employer brand strategy that increases qualified applicants, improves offer acceptance, and strengthens reputation among target talent segments. Inputs (fill what you can; ask 3–5 clarifying questions if critical items are missing) CompanyName: {Peoplebox} Industry, stage, headcount, locations: {e.g., HR-tech SaaS, Series B, 180 employees, US/IN remote-first} Hiring goals and priority roles: {e.g., 30 hires/quarter; Senior Backend, Product, AE, CS} Target talent segments and geos: {e.g., senior engineers in India/US; enterprise AEs in NA} EVP pillars and core values: {list or leave blank} Differentiators/benefits: {e.g., remote-first, L&D stipend, ESOPs} Competitors (talent and product): {list} Budget and resourcing: {e.g., $80k/quarter + 0.5 FTE} Existing assets: {brand guidelines, videos, blog, Glassdoor, social handles} Tone/voice: {e.g., candid, human, data-driven} Legal/compliance constraints: {e.g., consent for employee stories, regions} Deliverables and structure Executive summary Goals, target audiences, positioning, and a one-sentence EVP. 2. Candidate personas 3–5 personas with motivations, content preferences, channels, objections, and messaging hooks. 3. Employer Value Proposition and messaging pillars EVP statement plus 3–5 pillars with proof points and do/don’t language. Inclusive language and accessibility guidance. 4. Channel strategy Social media: LinkedIn, Instagram, X/Threads, YouTube/TikTok (if relevant). Cadence, content mix (percentages), series concepts, hashtag strategy, community engagement, paid/organic split. Website/careers page: Information architecture, above-the-fold messaging, team pages, benefits, DEI, localization, tech stack, SEO, structured data for jobs, talent community signup, conversion CTAs. Job portals and review sites: LinkedIn, Indeed, Glassdoor/Comparably profile optimization, review management, response playbook, UTM tagging. Employee advocacy: Ambassador program design, enablement toolkit, incentives, sample post templates, governance, and consent workflows. Events and field: Meetups, hackathons, webinars, campus engagements, conference presence; pre-during-post playbook and lead capture. 5. Signature initiatives Employee testimonials: framework (story arc, prompts), consent process, diversity coverage, formats (shorts, long-form, carousels). Behind-the-scenes videos: content series ideas, shot lists, 30/60/90-second scripts, B-roll plan, editing guidelines, accessibility (captions). Company events: quarterly themes, calendar, landing pages, nurture emails. Day-in-the-life and role spotlights; DEI and ERG stories; leadership AMAs. 6. Content plan and samples 90-day editorial calendar: weekly cadence by channel with themes and owners. 10 sample social posts, 3 short-video scripts, 2 blog outlines, 2 email nurture sequences. 2 rewritten job descriptions with competency-based, inclusive language and clear impact. 7. Process and enablement Hiring manager toolkit: JD rubric, interview brief, social share pack, response templates. Asset production workflow: brief template, review/approvals, asset library taxonomy, consent logging. Ambassador onboarding plan (30-60-90 day). 8. Measurement and optimization KPIs: qualified applicants per role, source-of-hire mix, conversion rates (view-to-apply, apply-to-screen, offer-accept), time-to-fill, cost-per-qualified-applicant, candidate NPS/CSAT, Glassdoor rating, social reach/engagement, referral rate, pipeline diversity metrics, share of voice. Instrumentation: UTM standards, ATS reporting, GA4/Looker dashboards, social analytics, review monitoring. Baselines and SMART targets; weekly/monthly reporting cadence. Experiment backlog and A/B tests (thumbnail/copy/landing page), content refresh cycle, quarterly retro loop with candidate and new-hire feedback. 9. Risk, compliance, and brand safety Consent/privacy, security reviews, offboarding content handling, negative review response SOP, crisis matrix. Accessibility standards and regional compliance. 10. Roadmap and budget 30-60-90 day plan with milestones and owners. Budget tiers (scrappy, standard, scaled) with estimated costs, tools, and vendor roles. Constraints and style Evidence-based recommendations with brief benchmarks or examples from comparable companies. Clear, actionable steps; concise bullets; avoid jargon; inclusive language. Note assumptions explicitly when data is missing. Output format Use numbered sections 1–10 above with clear headings. Include checklists and templates where helpful. End with “Next 5 actions” and 3–5 clarifying questions if needed. Acceptance criteria Contains a 90-day calendar, sample copy/assets, measurable KPIs with targets, a feedback and experiment loop, and an employee advocacy program plan with enablement materials. Optional add-ons Localization approach for key markets. Talent community CRM/nurture workflow. Governance RACI for brand, TA, and comms. Tips for use Replace placeholders with your details. If you lack inputs, instruct the AI to ask clarifying questions first; if you prefer speed, tell it to proceed with assumptions and list them. Request the strategy to fit within your budget tier.