Specialist analytics for your team and your agency.

Built around the employer questions you need answered.

Created by former in-house Talent Acquisition and Employer Brand leaders. BrandScore puts talent competitors, candidate priorities and employer narratives at the centre of the assessment. A consumer-brand mention is not an employer-brand finding; the question, market and evidence matter.

Open, unnamed-employer questions examine whether AI names your organisation. Direct questions examine what AI says when specifically asked about you. These are separate behaviours, not interchangeable scores. Favourability requires relevant evaluative language; being included in an answer is not an endorsement.

How employers and agencies use the findings together.

BrandScore works alongside employers and employer brand agencies, providing specialist analytics to guide employer brand strategy. It supports the expertise of the people doing the work rather than replacing an agency relationship.

• Establish a starting assessment for an employer brand project.
• Compare five selected talent competitors and examine relevant candidate priorities.
• Discuss differences between intended messaging and saved AI descriptions.
• Investigate source, content and supporting-evidence gaps.
• Follow comparable movement and persistent observations over time.
• Prepare report-based client or leadership briefings.

Employer teams gain evidence to guide priorities and investment. Agencies can use findings to inform client strategy, content and recommendations. Both can bring specific examples into a focused discussion about what deserves attention next.

These are uses of the findings, not agency-specific product features. There is no promise here of white-label reports, reseller arrangements, multi-client workspaces, shared-account access or agency pricing.

Two complementary views of your employer brand.

Employer brand benchmarking compares public careers sites, job adverts, employer messaging and published evidence. AI intelligence shows observed naming, employer descriptions and cited sources. A useful competitor content example does not establish why AI named that employer, and a citation does not automatically support every claim in the answer.

A starting position is useful. Persistence adds context.

A one-off report gives you a starting assessment. Active monitoring follows the same scope through repeated measurement, evidence analysis and competitor learning. Compare only compatible observations; a single change is not proof of a trend or cause.

Monitor provides recurring scan results. Discovery adds final recommendations, an advisory review and a leadership report after the 90-day period. Reinforcement is a separate package capability, not an automatic benefit of monitoring.

From national employers to multinational talent markets.

BrandScore supports employers of all sizes. Combine supported Global or country-level employer monitoring with a scoped role-family or skill-group study, optionally narrowed by location or candidate priorities.

What to ask when evaluating an AI visibility tool.

Ask whether its question set reflects candidate research, whether open and named questions are separated, how employers are selected, what evidence can be inspected and how technical failures are handled. Review definitions, coverage and interpretation limits rather than relying on blanket superiority claims.

Learn more through our Insights, including the discussion of general AI visibility tools and employer brand measurement.