results, not rhetoric.

Fix What’s Broken.

Build What Works.

results, not rhetoric.

Fix What’s Broken. Build What Works.

Good ideas are easy to claim.

Results are harder to fake.

GBS works with organizations that expect employer brand, media, and research to do something—not just look good in a deck.

The proof of our work shows up in:

What our work delivers

Across consulting, employer brand builds, research, and media, GBS clients consistently experience measurable improvements in how hiring systems perform—not just how they look.

In practice, this work has contributed to:

• Reduced time-to-fill in hard-to-hire and priority roles by improving candidate clarity and self-selection

• Stronger candidate alignment, resulting in fewer mismatches and downstream drop-off

• Higher-performing career sites, with clearer navigation, stronger engagement, and improved completion behavior

• More efficient recruitment media, where performance improves as clarity increases—not just spend



• Greater recruiter and hiring manager adoption, because messaging reflects reality and is easier to use

These outcomes are not the result of isolated tactics.

They emerge when strategy, psychology, and execution are designed to work together.

Selected outcomes

Employer Brand & EVP Consulting

Organizations come to GBS when their employer brand feels credible—but isn’t converting.

Through employer brand and EVP consulting, clients have:

Selected outcomes

Employer Brand & EVP Consulting

Organizations come to GBS when their employer brand feels credible—but isn’t converting.



Through employer brand and EVP consulting, clients have:

The result is not just better messaging—but greater confidence in how hiring decisions are supported.

The result is not just better messaging—but greater confidence in how hiring decisions are supported.

When strategy is activated correctly, execution starts to compound.

Across employer brand builds and career site engagements, clients have seen:

This work has been recognized by the Communicator Awards, Davey Awards, Webby Awards, and Shorty Awards, reflecting excellence in experience design, innovation, and performance.

Awards aren’t the objective.

They’re third-party confirmation that the work holds up.

Recruitment, B2B & B2C Media Performance

GBS-managed media performs because it reflects reality—and reinforces the right signals.

Across recruitment, B2B, and B2C engagements, clients have experienced:

Improved conversion efficiency as messaging clarity increases

Reduced waste from misaligned targeting and generic creative

Stronger consistency across paid media, social, and owned channels

Clearer insight into what is driving performance—and why

Our social and advertising campaigns have earned Shorty Award recognition and wins from the Davey Awards and Communicator Awards, recognizing innovative execution that connects strategy, creativity, and outcomes.

When research is designed to be used, it changes decisions.

GBS-led research engagements have helped organizations:

• Identify hidden sources of hiring friction before they became costly
• Pressure-test assumptions around EVP, candidate experience, and messaging
• Make high-stakes decisions with greater confidence and credibility
• Build strategy grounded in evidence rather than anecdote

In many cases, this research becomes the backbone for employer brand strategy, activation, and media optimization.

Clients work with GBS because we:

We don’t disappear after the strategy is signed off.

We stay close to execution—because that’s where most things break.

If you want proof that strategy, psychology, and execution can work together—we should talk.

What this means for you

If you’re evaluating GBS, the question isn’t whether we can do the work.

It’s whether: