Brandemix

Brandemix Brandemix is a marketing/communications agency that specializes in branding for business results. Bonding Through Brand Strength

Quick question.If you removed your logo from your internal communications...Would employees know they came from your com...
08/31/2026

Quick question.
If you removed your logo from your internal communications...
Would employees know they came from your company?
Or could they belong to anyone?
Most internal emails talk about updates.
Very few reinforce the employer brand.

Yet internal communication is one of the strongest culture-building tools an organization has.

Every message teaches employees something about:
✅ What matters here
✅ How decisions get made
✅ What success looks like
✅ Whether your EVP is real

Employer branding doesn't stop after recruitment.
It either grows stronger inside the business...

Or slowly disappears.

If your internal communications don't reflect your Talent Brand, candidates will eventually hear about it from employees instead.

Download the Internal Brand Activation Checklist: https://zurl.co/jjob0

Most employer branding conversations start with the careers page.The strongest employer brands start much earlier.Inside...
08/25/2026

Most employer branding conversations start with the careers page.
The strongest employer brands start much earlier.
Inside the organization.

Here's what happens more often than companies realisze:
A candidate accepts the offer.
They're excited.
Then they arrive on Monday morning...
And their manager says,
"I didn't know you were starting today."
In that single moment, months of employer branding disappear.
Because employer branding isn't proven by recruitment campaigns.
It's proven by employee experience.

Every internal touchpoint either reinforces your EVP - or quietly contradicts it.
The offer letter.
The onboarding.
The manager.
The first team meeting.
The performance review.

If those moments don't match what you promised externally, your employer brand begins working against you.

The strongest employer brands aren't the ones with the best campaigns.
They're the ones where employees recognise the company they were promised.

Read the full guide: https://zurl.co/RdJif

A question for TA Directors and HR leaders: When was the last time you watched your employer brand video the way a candi...
07/31/2026

A question for TA Directors and HR leaders:

When was the last time you watched your employer brand video the way a candidate watches it?

Not evaluating production quality. Not checking messaging alignment. Watching it as someone deciding whether to change their career, their income, and their daily life based partly on what they see.

That’s the standard employer brand video needs to meet. And most don’t get close.

The Employer Brand Video Brief Kit helps organizations close that gap — from brief stage through production and editing. Because the biggest authenticity problems in employer brand video are almost always created before filming starts.

The kit includes:
✅ The 80/20 content framework for employer brand video
✅ Interview structures that produce reflection instead of performance
✅ Production guidelines that protect authenticity through the edit
✅ Day-in-the-life templates built around real work challenges
✅ How to measure whether video content is building trust or working against you


If your employer brand videos look right but don’t feel right, the brief is usually where it starts. Download the kit and benchmark yours.
https://zurl.co/yR5lr

One of the clearest signals that a DITL employer brand video will underperform: The employees sound like they’re represe...
07/30/2026

One of the clearest signals that a DITL employer brand video will underperform:
The employees sound like they’re representing the company. Not talking about their work.

It’s immediately recognizable. The language becomes sanitized. The answers become safe. And the credibility disappears - because candidates can hear the performance the moment it starts.

The fix isn’t coaching employees to seem more natural. The fix is changing the questions.

Instead of: “Tell me about your typical day.” → “Walk me through something that went sideways recently and how you handled it.”

Instead of: “What do you love about working here?” → “What surprised you about this role in your first three months?”

Instead of: “What does the culture feel like?” → “What kind of person doesn’t succeed in this environment?”

The difference is reflection versus performance. Reflection is what candidates trust. Performance is what makes them scroll.

At Brandemix, the question we ask before filming any DITL content: are we documenting a day or showing the life? The answer changes everything — the questions, the locations, the edit, the structure.

Read the full article on what separates DITL content that converts from content that simply gets watched. https://zurl.co/BdvaJ

Here’s a question most employer brand video teams never ask:If a candidate watched this video, accepted an offer, worked...
07/27/2026

Here’s a question most employer brand video teams never ask:

If a candidate watched this video, accepted an offer, worked there for six months, and then watched it again - would they feel it was honest?

That is the real standard for employer brand video. Not whether it looks good. Not whether leadership approved it. Not whether it performed on social in the first week.

Whether the experience on the other side matches the signal it sent.
At Brandemix, we call this The Welcome - the earliest emotional signal a candidate receives about what it might actually feel like to work somewhere. Increasingly, that signal happens through video. Often before a candidate ever visits your careers page.

Which means the video is not just content. It is the first handshake.

Most employer brand videos fail that handshake. Not because they look unprofessional. Because they feel managed. The spontaneity, the uncertainty, the imperfection, and the moments that make work feel human - are usually the first things the approval process removes.

What remains is accurate. But it is not true.

Candidates can feel the difference. And they make decisions based on it.
Read the full article on The Welcome, talent branding, and what employer brand video actually needs to achieve: https://zurl.co/2C7Yy

Most employer branding conversations start in the wrong place. Organizations focus on how to make their content look bet...
07/25/2026

Most employer branding conversations start in the wrong place.

Organizations focus on how to make their content look better. They hire production companies. They invest in lighting and editing.

Before they’ve asked the harder question: Does the experience employees actually have match the story being told on camera?

That’s the gap Jody Ordioni has spent more than 20 years helping organizations close. Because employer brand video is not a production problem. It’s an alignment problem.

When the promise and the experience disconnect:
✅ Candidate trust erodes before they ever apply.
✅ New hire expectations are set up to fail.
✅ Retention suffers in year one.
✅ And the employer brand starts working against the recruiting team instead of for it.

The Talent Brand was built around one belief: you can’t build a strong brand on a weak experience.

Still true twenty years later.

Learn more about Jody Ordioni, Founder & Chief Brand Officer at Brandemix.
https://zurl.co/RvSHs

Most videos look polished. And still don’t convert the right candidates. The problem is almost never the camera, the l...
07/24/2026

Most videos look polished. And still don’t convert the right candidates.

The problem is almost never the camera, the lighting, or the edit. It’s the brief.

When the brief is designed to impress instead of inform, when it’s structured around control instead of honesty, candidates can feel it immediately. The content looks professional and feels hollow.

The Employer Brand Video Brief Kit was built from 20+ years of talent branding work at Brandemix to help organizations structure employer brand video content that actually builds candidate trust.

It includes:
✅ Authenticity Checklist: 12 signals that reveal if your video builds trust or loses it
✅ Employee Interview Prompt Library: Questions that generate reflection, not performance
✅ DITL Storyboard Template: Structure around real work, not a schedule
✅ Role-Based Video Structure Guide: Formats by function and industry
✅ Shot Planning Framework: What to capture, what to skip, and why
✅ Pre-Production Briefing Sheet: How to prepare your team before filming
✅ The Welcome Alignment Tool: Check if your video delivers the right first signal


Download the Employer Brand Video Brief Kit: https://zurl.co/1sF3m

Most day-in-the-life videos follow the same structure.Coffee. Stand-up. Emails. Lunch. “Collaboration.” Rooftop shot.T...
07/22/2026

Most day-in-the-life videos follow the same structure.
Coffee. Stand-up. Emails. Lunch. “Collaboration.” Rooftop shot.

Two minutes later, you still don’t know what the job actually feels like.
That’s the problem. Most DITL videos document a schedule. They don’t show a life.

Candidates aren’t watching to see your office. They’re trying to answer a very specific question: Would I succeed in this role? Would I belong in this environment? Would this pace work for me?

The DITL content that actually converts candidates almost always revolves around a challenge. A real problem someone had to solve. A decision that was harder than expected.

Not: “Today I’m reviewing campaign metrics.”
But: “Our conversion rate dropped overnight and we had three hours to figure out whether the issue was creative, targeting, or the landing page.”

One is a schedule. The other is a role.

After twenty years helping organizations build employer brand content at Brandemix, this is still one of the most consistent gaps in recruitment marketing: showing the environment when candidates need to see the experience.

Read the full article on what candidates are actually screening for - and how to give it to them.
https://zurl.co/yOVbH

A TA leader once showed us a video her company had spent nearly six figures producing.Cinematic drone footage. Carefully...
07/20/2026

A TA leader once showed us a video her company had spent nearly six figures producing.
Cinematic drone footage. Carefully lit interviews. Scripted testimonials delivered flawlessly.
Then she said something that mattered more than the budget:
“Candidates keep saying it feels corporate.”
That word — corporate — is one of the most expensive words in employer branding right now. It doesn’t mean boring. It means: “I don’t believe this.”
And once a candidate doesn’t believe the content, they don’t believe the company.
Most organizations assume videos fail because of production quality. Wrong camera. Wrong music. Wrong edit. The real problem is almost always the brief.

After twenty years at , the pattern is consistent: the more an organization tries to control the message, the less candidates trust it. Not because candidates are cynical. Because they’re perceptive.

They spend hours every day consuming authentic creator-led content. They’re constantly pattern-matching what real looks like. And professionally managed employer brand content almost always fails that test.

The video that converts candidates isn’t the most polished one. It’s the most recognizable one.

Read the full article on why your employer brand videos might be working against you and what actually builds candidate trust: https://zurl.co/P0Lif

Most companies have the wrong ratio on social. Too much: 'We're hiring.' Not enough: 'Here's what it's actually like to ...
07/07/2026

Most companies have the wrong ratio on social. Too much: 'We're hiring.' Not enough: 'Here's what it's actually like to work here.'

The strongest recruitment content strategies follow a simple balance: 80% culture, experience, employee perspective, work realities. 20% open roles and direct hiring promotion.

Why? Because people rarely apply the first time they see your company. They observe first. They build familiarity. They decide whether they trust what they're seeing.

Our Social Recruitment Content Framework shows how to build social recruitment content that creates connection before conversion, including the 80/20 Rule, employee advocacy frameworks, content that drives qualified applications, and how to measure pipeline impact rather than vanity metrics.

If your recruitment content gets impressions but not qualified applicants, download the framework and benchmark your current strategy.
https://zurl.co/cQMVt

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Wednesday 9am - 5pm
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