NEW
Google AI Overviews
AI-generated answers can appear above traditional Google Search results, shaping what candidates see before visiting employer websites.
90-Day AI Visibility and Reputation Discovery Programme
Discover What AI Says About Your Employer Brand. Then See What Changes.
Seven assessments: a baseline and six fortnightly follow-ups across six AI experiences. Follow employer naming, descriptions, favourability, competitor context and cited sources. Separate content benchmarking adds another perspective; Discovery adds advice after the full period.
Built exclusively for Talent Acquisition and Employer Brand teams and the agencies that support them.
Created by former in-house Talent Acquisition and Employer Brand leaders.
Just a 90-day commitment. No annual contract. No automatic renewal. You choose whether to continue.
90days7total scans5selected employers6AI experiences
First results expected within hours of completed onboarding, subject to successful collection and checks. Your 90 days begin from the baseline scan.
Illustrative demonstration
A CANDIDATE ASKS
“Which employers offer meaningful career development?”
AI Favourability Index AI Market Position
Fictional placements and movement — not results for these employers. Logos are examples, not customers or endorsements.
Measured across six AI experiences
NEW
NEW
NEWNEWTrusted by
BBC
Rio Tinto
NFU Mutual
Westpac
Vodafone
LSEG
NOW SIX AI EXPERIENCES
Discover What Six AI Experiences Are Telling Candidates About Your Employer Brand.
Candidates don’t just ask ChatGPT about employers. They also use Google Search. BrandScore observes where your organisation is named in open candidate answers, what AI says when asked about you directly, and where competitors appear.
NEW
Google AI Mode
A dedicated AI-powered Google Search experience that allows candidates to ask detailed questions, compare employers and explore follow-up answers.
Gemini
Google’s standalone AI assistant, which candidates can use for employer research, career advice and comparisons.
Three Google AI experiences. Different answers. Different employer mentions.
Six experiences, not six separate underlying models. BrandScore measures their answers; it does not provide a Google AI Mode interface or imply endorsement by Google. Google AI Overviews and AI Mode are not used for AI Readiness.
The same programme. A broader view.
Across ChatGPT, Gemini, Claude, Perplexity, Google AI Overviews and Google AI Mode, examine visibility, eligible favourability, employer narratives, competitor mentions and cited sources. Follow changes across seven total scans, with scheduled measurements every 14 days. Monitor retains scan results; Discovery adds consolidated recommendations, advisory review and the leadership report after 90 days.
See why we added Google SearchDISCOVER · COMPARE · UNDERSTAND · ACT
What repeated observation adds.
Market-wide employer naming and direct employer narratives are separate behaviours. Inspect the evidence behind each, with deeper comparisons for five selected employers.
01
DISCOVER
Are candidates finding you?
AI Visibility & Competitor Market Maps
Follow which employer appearances persist or change in comparable markets.
- What it measures
- Employer naming in open-market candidate answers across six AI experiences. Maps show the most visible employers; additional named employers remain in the wider analysis.
- What you learn
- Your observed presence in the selected market, not just against your five chosen employers. Naming is not endorsement.
- Why it helps
- Understand which employers candidates may hear about before reaching a careers site.
AI Answer Position Analysis
Examine whether answer placement persists across repeated samples and assessments.
- What it measures
- Where your employer is mentioned within an answer: early, later or briefly. This is not an independent employer ranking.
- What you learn
- Whether a mention is prominent or incidental within the retained response.
- Why it helps
- Inspect the context behind a presence figure, rather than treating every mention alike.
Candidate-Priority Analysis
Distinguish recurring priority associations from isolated answers.
- What it measures
- Naming and descriptions across candidate priorities including growth, leadership, flexibility, wellbeing, pay, development and job security.
- What you learn
- The saved answer evidence for each priority, including associations not observed in the analysed answers.
- Why it helps
- Connect employer intelligence to the questions your target talent may ask.
02
COMPARE
How do you compare with talent competitors?
Competitor Intelligence
Follow changes in employer naming while keeping market and question scope consistent.
- What it measures
- Market-wide employer discovery alongside deeper comparison with five selected competing or aspirational employers.
- What you learn
- Who appears in the measured market and how your focused comparison group differs. These are observed outcomes, not deliberate replacements.
- Why it helps
- Give competitive discussions a wider talent-market context.
Head-to-Head Answer Presence
Check whether shared-answer patterns recur when sufficient qualifying evidence exists.
- What it measures
- Qualifying answers in which you and a selected competitor are both named, with observed presence compared in that shared population.
- What you learn
- What the saved shared answers show. Thin evidence is not a conclusive comparison; being named is not being endorsed.
- Why it helps
- Inspect comparable examples instead of drawing conclusions from unrelated answers.
AI Narrative Comparison vs Competitors
Follow which descriptions persist, change or differ between experiences.
- What it measures
- Themes, strengths, concerns and descriptions in direct employer questions, separately from open-market discovery.
- What you learn
- Differences between AI experiences and employers, potentially contradictory narratives and supporting saved excerpts.
- Why it helps
- Understand the employer story candidates are being told, not merely how often a name appears.
03
UNDERSTAND
What is AI telling candidates — and what supports it?
AI Favourability
Compare tone only where evidence thresholds and measurement scope remain compatible.
- What it measures
- The tone of saved employer-specific statements where sufficient eligible, graded evidence is available.
- What you learn
- Whether descriptions lean favourable, mixed or cautious. Missing, incomplete or ungraded evidence is unavailable, not neutral.
- Why it helps
- Separate how an employer is described from how often it is named. A favourable tone is not automatically an endorsement.
Employer Voice vs AI Voice
Examine which messages are reflected consistently across comparable assessments.
- What it measures
- Your published employer messaging alongside retained AI descriptions.
- What you learn
- Messages reflected, not observed or contradicted in the analysed answers; technical failures remain unavailable evidence.
- Why it helps
- Identify differences to investigate. A missing message does not prove your content is inadequate or explain the cause.
Employee Reviews vs AI Voice
Planned fortnightly AI comparisons use the latest saved review evidence; monthly review refreshes and quarterly full re-checks update that evidence separately. Automatic comparisons and refreshes are not yet connected.
- What it measures
- How closely each engine’s employer narrative matches collected employee reviews across Candidate Priorities, with Glassdoor and Indeed assessed separately. Compares meaning, themes and emphasis—not just whether descriptions are positive or negative.
- What you learn
- Where narratives closely match, partly match or materially differ, with insufficient evidence kept neutral—not treated as a poor match. Inspect original AI passages, supporting review excerpts, relevant review counts and actual date ranges.
- Why it helps
- Understand differences worth investigating without assuming AI is wrong or promising changes to its answers.
Sources, Citations & Evidence Checks
Follow changes in the cited source mix without assuming a source caused an answer.
- What it measures
- Citations returned by an AI experience. Page readability and claim-support checks are separate, and apply only in eligible evidence and Readiness workflows.
- What you learn
- Which sources accompany answers and which relevant passages were checked, with unsupported or unverified material kept distinct. Not every citation is checked for claim support.
- Why it helps
- Inspect potential gaps or contradictions without treating a citation as proof of support or causal influence.
AI Readiness Assessment
Review comparable evidence findings and per-service coverage; scores require at least 90% combined usable coverage across scored services.
- What it measures
- Eligible AI answers and employer evidence retrieval, alongside separate technical accessibility and structure checks. GPT-5, Gemini and Perplexity are scored; Claude is contrast-only. Google experiences are excluded.
- What you learn
- Live-retrieval and memory-only behaviour are distinguished. A retained memory answer does not prove that a page was read live; failed checks do not prove absence.
- Why it helps
- Understand what could be verified and where evidence remains uncertain, rather than assuming every experience receives identical tests.
04
ACT
What should your team investigate next?
Findings & Next Steps
Discovery adds consolidated recommendations, advisory review and leadership reporting after all seven assessments; Monitor retains its scan-results scope.
- What it measures
- Major observations alongside the retained report evidence and applicable limitations.
- What you learn
- What was observed, the supporting evidence, why it matters and what your team should investigate next.
- Why it helps
- Use a single assessment as a starting point, not proof of a sustained trend or cause. Detailed advice depends on your package.
GLOBAL AND BESPOKE TALENT MARKETS
Country. Role. Skill.
A more focused question.
From national employers to multinational organisations, BrandScore supports Global and country-specific employer intelligence within supported markets.
A bespoke Talent Market study focuses on one role family or skill group — optionally narrowed by location, priorities or competitor group. It addresses a particular talent challenge rather than replacing your general employer brand baseline.
Annual Monitor includes five additional bespoke studies per month, separate from its 26 scheduled assessments. Confirm the 90-day allowance in your programme scope.
Explore Talent Market IntelligenceEMPLOYER BRAND BENCHMARKING
Learn from what other employers do.
Compare how selected employers present their careers, roles and reasons to join. Identify differences worth discussing with your team or agency.
Explore employer benchmarkingEmployer-content benchmarking complements AI monitoring; it is not presented as a fresh content benchmark after every scan.
EMPLOYER BRAND BENCHMARKING · ILLUSTRATIVE
Career development
YYour organisation
Grow your career with us.
General statementAEmployer A
From graduate engineer to team lead: an employee shares their progression and the support behind it.
Specific detailDifference worth discussing
A specific progression example makes the development promise easier to understand.
Where could your team show a concrete development pathway?WHAT YOUR TEAM WILL UNDERSTAND
Five questions. A fuller picture over 90 days.
Use the findings directly or alongside your employer brand agency. Repeated measurements reveal what persists, what changes and what deserves closer examination.
01 / 05 · ACROSS THE PROGRAMME
Find out whether AI includes you.
Establish your starting Answer Presence, then follow subsequent measurements on a comparable basis. Look at each engine and candidate priority, not just an overall figure. Naming is not endorsement, and a single answer is not a stable market position.
AI ANSWER PRESENCE · ILLUSTRATIVE
Where employers sit on the market map
Illustrative market map. Positions shown are not a measured result or endorsement.
For your team and agency
Know where to investigate your answer presence — without confusing a mention with an endorsement.
Explore AI Answer Presence01 / 05 · ACROSS THE PROGRAMME
Find out whether AI includes you.
Establish your starting Answer Presence, then follow subsequent measurements on a comparable basis. Look at each engine and candidate priority, not just an overall figure. Naming is not endorsement, and a single answer is not a stable market position.
AI ANSWER PRESENCE · ILLUSTRATIVE
Where employers sit on the market map
Illustrative market map. Positions shown are not a measured result or endorsement.
For your team and agency
Know where to investigate your answer presence — without confusing a mention with an endorsement.
Explore AI Answer PresenceFollow and learn
Follow and learn from any employer brand, anywhere in the world.
Choose five competing or aspirational employers — including brands from other sectors — within your programme’s market and scope.
- Compare careers sites, job adverts, employer messaging and published evidence.
- Examine how AI names and describes selected employers and which sources it cites.
- Follow observed AI movement and inform priorities with your team or agency.
Who would you learn from?
Examples of employers you could follow
Apple
Google
JPMorgan
Amazon
Microsoft
Deloitte
Goldman Sachs
L'Oréal
EY
KPMG
PwC
Mercedes-Benz
McKinsey & Co
Morgan Stanley
BMW
Nike
BCG
adidas
Bank of America
Samsung
Nestlé
Sony
Coca-Cola Co
IBM
Salesforce
Unilever
LEGO
Adobe
Spotify
Patagonia
Netflix
NVIDIA
IKEA
Illustrative examples, not customers or endorsements. Employer selection is subject to the supported market and programme scope.
Your BrandScore AI assistant
Meet Brandi
Where included in your package, Brandi is a conversation with your employer intelligence. Brandi helps you understand the findings, explore the evidence and turn your report into a briefing for your team, leadership or agency.
Turn your findings into a briefing for your team, leadership or agency.
SAVED FICTIONAL REPORT · BRIEFING DEMONSTRATION
“Create a one-page briefing covering our position, competitor gaps and priorities to investigate.”
ILLUSTRATIVE DISCUSSION PRIORITIES
- PositionReview naming across comparable questions.
- Competitor gapInspect specific development examples.
- EvidenceCheck what the source supports.
This preview uses a saved fictional example. No AI request is made.
Your results, explained by Brandi
90-Day, Monitor and Monitor + Reinforcement subscribers receive a narrated overview with each report. This example uses fictional data.
THE 90-DAY JOURNEY
Start with a baseline.
Learn from the full period.
Start with your comparison, then follow AI observations across seven total scans. Consolidated recommendations remain separate from individual scan findings.
01 · ONBOARD
Define the comparison.
Complete your organisation profile, market and candidate-priority context. Choose five competing or aspirational employers relevant to the talent you want to understand.
02 · BASELINE
Establish the starting point.
Establish AI naming, direct employer descriptions and cited evidence. Employer-content benchmarking provides a separate comparison of what employers publish.
03 · FORTNIGHTLY
Follow what changes.
Six subsequent AI scans follow comparable naming, descriptions and sources. Discuss what persists and what changes; this does not imply content benchmarking repeats each fortnight.
04 · END OF PERIOD
Review the patterns.
Look across all seven measurements. Discovery adds consolidated recommendations, a final advisory review and a leadership report; Monitor retains its scan-results scope.
Starting positionSubsequent fortnightly measurementsReview the period
- 01
Baseline
- 02
Measure
- 03
Measure
- 04
Measure
- 05
Measure
- 06
Measure
- 07
Final scan
Seven total scans across 90 days. Compare movement and persistence; don’t assume a cause.
WHAT YOU RECEIVE
Scan findings throughout.
Final advice where included.
One clear distinction between monitoring results and end-of-period advisory outputs. Choose the scope that fits your internal team and the agency supporting you.
Monitor
Establish and follow your position.
- Results from all seven scans
- Your organisation and five chosen employers
- Six-experience Answer Presence and Employer Narrative
- Candidate-priority, source and evidence findings
- Comparable movement and persistent observations
END-OF-PERIOD ADVISORY INCLUDED
Discovery
Monitoring plus consolidated advice.
- All Monitor scan results
- Consolidated recommendations after 90 days
- Final advisory review
- Leadership report / executive summary
These final outputs use the full measurement period. They are not promised as new recommendations after every scan.
Contact us for programme pricing and fit. Invoiced after your place is confirmed. No credit card required. Programme participation and a request for information are separate decisions.
YOUR TEAM AND YOUR AGENCY
Use the findings with your internal team, your employer brand agency, or both.
BrandScore works alongside employers and employer brand agencies, providing specialist analytics to guide employer brand strategy. It does not replace your agency or require a different agency relationship.
Your organisation provides the onboarding context and selected employers. BrandScore provides its analytics and the services included in the chosen package. Your team and agency decide how the findings inform content priorities, stakeholder conversations and wider employer brand work.
Bring a starting assessment into an employer brand project, examine persistent messaging differences, or review evidence gaps with leadership. Discuss the chosen scope and package before deciding how to use the findings.
How employers and agencies use the findingsA NON-BINDING CONVERSATION
Request a programme briefing.
Tell us about your organisation or agency and the questions you want answered. Discuss scope, the five employers you would follow, package inclusions and pricing before deciding whether the programme is right for you.
Requesting a briefing does not reserve a place or commit your organisation to payment.
The online enquiry service is currently unavailable. This form prepares a dedicated programme enquiry in your email app; nothing is submitted automatically.
Read the programme termsYOUR NEXT CONVERSATION
Understand your position.
Decide where to focus.
Discuss the programme for your organisation or your agency’s clients. Understand the scope and selected package before deciding whether to join.