EMPLOYER
The promise.
What you stand for. What you offer. Where you want to go.
“Can we stand behind
what we say?”
EVP · Commitments · Hiring prioritieswhat we say?”
A new perspective on employer branding
A clearer view.
A stronger pull.
Connect what you promise, what your people experience and what candidates see. Then turn the gaps into your next great move.
BY FATHOMEmployer brand intelligence and action.
THE PERSPECTIVE INSTRUMENT
01 / THE PROMISE
“There is room to grow here.”
03Perspectives.
One fuller picture.
One fuller picture.
06TGS drivers.
One common language.
One common language.
Evidence to action.
Then back for a second look.
MADE FOR A DISCIPLINEThen back for a second look.
READY FOR ITS NEXT CHAPTER
01 THE PERSPECTIVE
Your EVP has a point of view.
So does everyone else.
One employer can look very different depending on where you stand. The difference is where the useful work begins.
EMPLOYEE
The experience.
What working here feels like. What delivers. What needs to change.
“Does the everyday live
up to the promise?”
Feedback · Lived experience · Real storiesup to the promise?”
CANDIDATE
The perception.
What people can find. What they come to believe. Why they might choose you.
“Can I see myself
working here?”
Discovery · Questions · Informed choiceworking here?”
Different perspectives don’t have to agree to be useful. They have to be understood.
02 THE PLATFORM
A whole new view.
A very clear next move.
Reviews, listening, visibility, stories, evidence and action. One connected approach to the employer brand you’re building.
01 / REPUTATION, WITH PERSPECTIVE
Give your reputation
a fair hearing.
Understand the Glassdoor reviews shaping your reputation. Challenge content on valid policy grounds, respond thoughtfully and keep genuine concerns on the improvement agenda.
- Glassdoor review monitoring and theme analysis
- Evidence-led dispute preparation
- Responses connected to meaningful action
Product previewREPUTATION / REVIEW WORKSPACE
A fairer picture.
Policy-led approachPotential policy issueCheck source and supporting evidence
AssessGenuine critical feedbackUnderstand the experience described
RespondA recurring growth concernConnect the theme to Role & Growth
ImproveNext move: separate a possible policy breach from an employment issue that needs attention.
Illustrative content. Planned capabilities, not live client data.
Parallaxical is in development. Explore the direction, then help shape what comes next.
03 ASK PARALLAXICAL
A shared brain.
With receipts.
Bring your EVP, brand guidelines, hiring priorities and channels together. Ask better questions. Get answers connected to your context, your evidence and the same TGS framework.
EVP & brand guidelines Hiring priorities Sites & channels Employee evidence
AI to connect the dots. People to make the judgement.
Ask ParallaxicalOne context. Every perspective.
CONCEPTTry an example question
ROLE & GROWTH / SCOPE MATTERS
The provision is supported.
The universal promise is not.
The sample policy covers eligible permanent engineers. The sample feedback describes uneven access. Qualify the claim, then investigate the barriers before presenting it as everyone’s experience.
Scripted preview with fictional evidence. Not a live AI connection.
04 THE METHOD
Ambition deserves
a method.
An employer brand shouldn’t have to start from scratch every time someone asks, “Is it working?” Keep the framework consistent. Make the evidence visible. Understand what changed.
THE TALENT GRAVITY STANDARD
Six drivers.
One common language.
TGS gives employer claims, employee evidence and attraction research a shared structure. Your distinctive EVP stays yours.
Explore the standardD1Pay &
Pay &
Security
D2Role &
Role &
Growth
D3Work-Life
Work-Life
Fit
D4Culture &
Culture &
Connection
D5Purpose &
Purpose &
Impact
D6Equity &
Equity &
Identity
PROOF-BASED EMPLOYER BRANDING
A strong claim can survive a second look.
PBEB connects what an employer says with what the evidence can support. A policy, a survey and a story each tell you something different. Keep those differences in view.
P1 ProvisionP2 PerceptionP3 BehaviourP4 OutcomeP5 ComparativeP6 Narrative
What makes a Parallaxical assessment repeatable?
Defined scope. Saved source versions. Named TGS and PBEB methods. Comparable questions and a record of the decisions behind the conclusion. Reassessment should distinguish a change in the employer from a change in evidence or method.
The PBEB workflow: Frame → Ingest → Audit → Diagnose → Resolve → Build → Activate & Account.
The working methodology continues to evolve. Consistent classification is not a claim of universal score validity or certification.
REAL VOICES. MORE WAYS TO BE HEARD.
WRITTEN Q&AWhat changed
EXAMPLE STORY BRIEF
What changed
when I changed
teams.
EXAMPLE STORY BRIEFSTORIES / 01A CAREER MOVE,
IN THEIR OWN WORDS.
IN THEIR OWN WORDS.
PEOPLE MAKE THE PICTURE
Your people
have stories.
Make room
for them.
Find willing voices. Give them thoughtful briefs. Turn genuine experiences into video, written stories and static content that helps candidates see the work more clearly.
Their experience. Their choice. Their approval.
FOR A PROFESSION WITH PULL
Let’s give employer branding
something to stand on.
A shared language. A growing body of evidence. Work you can explain, repeat and build on. Parallaxical is being built for the in-house teams, agencies and practitioners ready to move the discipline forward.
A FEW GOOD QUESTIONS
A closer look.
Curiosity is a good place to start.
Can we use Parallaxical today?
Parallaxical is in development. This site introduces the intended product direction and includes illustrative, interactive previews. Get in touch for an early look and a conversation about pilot opportunities. No launch date or finished-feature availability is being promised here.
Will it replace our existing EVP?
No. The approach keeps your EVP’s language and maps its claims to the Talent Gravity Standard. It is designed to help you understand what is supported, what needs qualification and where a stronger employment experience or clearer communication would help.
Does reputation management mean deleting criticism?
No. The review workflow is intended to support assessment and authorised challenges where there are valid platform-policy grounds. Removal is not guaranteed. Genuine critical feedback belongs in the listening, response and improvement process.
How do SEO and AI visibility fit in?
They help reveal what information candidates can encounter about an employer, which sources appear and where useful owned answers are missing. That discovery environment is different from what candidates actually believe. Candidate research remains a separate source of evidence.
Can employees choose how they take part?
That is central to the design. Private feedback, public review invitations and participation in employee stories are separate activities. Story contributions should be voluntary, with clear permissions and contributor approval. Private pulse scores should not decide who receives a public review invitation.
Is this for in-house teams or agencies?
Both are part of the intended audience. The aim is to support a repeatable employer-branding practice across teams, markets and client engagements, with an evidence framework that remains understandable beyond any single practitioner.
IN DEVELOPMENT. OPEN TO A CONVERSATION.
See the difference.
Be part of what’s next.
Help shape an employer branding platform with a little more perspective and a lot more purpose.
Or say hello at hi@fathom.inc