Most Brands Talk One Way to Customers — and Another to Candidates

Your site says “bold.”
Your ads say “disruptive.”
Your job posts? “Team player. Detail-oriented. Fast-paced environment.”

That’s not a hiring strategy.
That’s a credibility crisis.

Netflix Doesn’t Confuse People. It Confronts Them

Netflix leads with a culture memo that dares people to opt out.

“Adequate performance gets a generous severance package.”

That’s not just an HR policy.
That’s positioning — for talent.

One Brand. Inside and Out

Netflix’s tone doesn’t change when they switch from customer to candidate.

They believe in freedom with responsibility?
Then they show it — in how they hire, fire, write, and lead.

You don’t need a “recruitment brand.”
You need one brand that lives everywhere.

Mixed Messages Kill Momentum

When your ads sell boldness but your hiring sounds like bureaucracy, here’s what happens:

• The right people don’t apply.

• The wrong ones sneak in.

• Your teams stall out — fast.

Split message = split trust.
And trust is oxygen when you're scaling.

Your Job Ad Is a Brand Test. Pass or Fail

Would someone believe this job post came from your brand — without the logo?

If not, start over.

Your hiring copy should carry the same edge, the same POV, the same energy as your external voice.

Otherwise, you’re asking people to join something that doesn’t actually exist.

Final Word

If you break the brand to hire, you’ll break the culture once they arrive.

Do what Netflix does:
Tell the truth. Clearly. Consistently. Even if it scares people off.

That’s not the cost of hiring.
That’s how you hire right.