From the field

For VLIJT Tandartsen we built a dedicated careers site, separate from the main site. A page per role, the salary right there, and an application that takes two minutes. Live since July 2026.

Not a coincidence: a dedicated careers site is the second fastest-growing investment area in recruitment worldwide, after social media.

View the sitewerken.vlijttandartsen.nl

The market

A vacancy that won't fill is usually not a shortage problem. It's a visibility problem. And it hits small employers hardest, because they have no recruitment department of their own.

87%Of employers with a hard-to-fill vacancy name the same cause: too few applications

46%Of small employers can't fill their vacancies, against 35% of large ones

100%Of the world's most attractive employers have an employee promise, against 85% of everyone else

Sources: UWV Dutch employer survey 2025 (3,551 employers) · Universum, Employer Branding Now 2025 (736 talent leaders, 48 countries).

"

One promise, real people. The best of them run on a single idea plus real faces, not on a list of benefits or stock photography.

From our own research into Mollie, ANWB, Coolblue and four other employer brands

What we make

Culture Is Something You show.

An employer brand isn't a job ad. It's everything someone runs into before they apply.

A dedicated careers site, with a page per role
Team interviews on film: your colleagues tell it themselves
Testimonials from the people already working there
A content series on what it's actually like with you
Campaigns per channel, with visuals built for that channel
One shoot, months of material for social and the site

Who it's for

Where It Hurts most.

This share of vacancies is hard to fill. Construction is the only sector where it's still rising.

By sector

71%Construction and installation
53%Industry and engineering
50%Culture, sport and recreation
47%Healthcare
47%Transport and logistics
40%Hospitality

How we do it

01
Strategy
Why would someone choose you over the company next door? One promise, not a list of benefits.
02
Production
Careers site, team interviews, testimonials, job copy that reads like a human wrote it.
03
Growth
Google for those already looking, Meta and TikTok for those who aren't, LinkedIn for specialists.
04
Care
Adjusting monthly based on what works. We don't disappear after go-live.