Employer Brand and Talent Marketing Lead

Talent Brand Strategy and Positioning

• Define and maintain Neko’s Employer Value Proposition and Talent Brand narrative focused on building a premium talent brand and driving great quality applications.  Be bold whilst being in absolute alignment with our consumer brand and culture; define target audience for Medical, Tech/AI, and Business talent with clear value propositions by market. 
• Operationalise a funnel attraction model across channels, with clear conversion targets per stage. 
• Collaboration closely with a range of internal and external partners, demonstrating stakeholder & project management skills.  

Recruitment Marketing and Content

• Build modular, on‑brand content/asset systems that scale globally and localise simply. Ensure alignment with consumer brand through close working and partnership with Marketing, Creative & Comms. 
• Own paid/organic campaigns across professional channels and job boards, search, programmatic job ads, niche boards, events, and community groups; continuously test to improve application quality. 
• Collaborate with Marketing, Creative & Comms to ensure company level activations (e.g. new market entry) include talent as a key target audience and talent engagement is a key part of company-side channels such as Instagram, Facebook & LinkedIn. 

Channel and Experience Foundations

• Partner with Marketing & Creative on career site UX, SEO, and conversion improvements; ensure landing pages reflect mission, role clarity, and outcomes. 
• Stand up employee ambassador activation (toolkits, prompts, brand assets) and integrate with talent referral programs to amplify authentic voices. 

Insights, Measurement and Forecasting

• Establish source‑to‑hire metrics: awareness & engagement consideration/favourability, application quality and conversion rates  
• Run regular brand health checks e.g., Glassdoor sentiment, aided/unaided awareness for target talent. 
• Use post‑hire data to refine personas and messaging to deliver a continuous improvement loop in engagement and sentiment for target talent.

Ways of Working and Governance

• Embed Neko’s Mission and Culture into assets and storytelling; ensure all materials are consistent with the Company Vitals (values) and compliant with clinical/regulatory constraints. 
• Partner effectively with Marketing, Comms & Creative using the RACI to move fast whilst ensuring close collaboration and alignment. 
• Lead agency selection for talent specific services and manage the performance of Talent Acquisition campaign partners. Contribute to company level Brand agency selection and oversee any Talent specific creative or campaigns being delivered via company level Brand or Creative partners.  

What Great Looks Like (Year One)

• Top‑of‑Funnel: Improved response rates, quality applications; improved apply‑to‑screen and screen‑to‑onsite conversion rates (in priority roles/functions) 
• Time & Cost: Reduced time‑to‑hire via organic/brand‑attributed channels. 
• Advocacy: Active employee ambassador program with measurable reach and referral uplift. 

You'll Thrive Here If You Have

• Proven multi-market Consumer marketing experience in a high growth/premium brand environment to drive measurable outcomes. 
• Previous Employer Brand/Recruitment Marketing experience is not required but a passion for Talent and building is! 
• Expertise across organic and paid social, search, programmatic, events, communities, and web site optimisation; hands‑on with analytics and experimentation. 
• Exceptional storytelling skills; ability to translate complex clinical/AI work into human, premium experiences that resonate with top talent. 
• Experience partnering with multiple functions / stakeholders and project management skills 
• Proven experience in change‑management to land adoption. 
• Fluency with CRM and / or ATS and AI‑enabled tooling (automation, content ops, analytics)  

Day-To-Day Responsibilities

• Build talent brand plans with funnel targets by segment/market; set hypotheses and experiments; share learnings & refine plans. 
• Lead talent brand and attraction content calendar and coordinate creative production (employee stories, behind‑the‑scan features, leader POVs); ensure absolute alignment with the consumer brand, and compliance.  
• Orchestrate campaigns for critical roles (e.g., GPs, Operators, AI/ML), aligning with recruiting sprints and virtual hiring events. 
• Maintain LinkedIn Life, Glassdoor, and owned professional talent channels e.g. PracticeMatch, BMJ, RCGP; coordinate timing with live roles to maximise conversion. 
• Deploy ambassador/employee‑generated content kits and internal comms nudges linked to talent referral pushes. 
• Provide weekly/monthly performance readouts to key stakeholders; tune spend and creative to improve ROI.