Leads up 80% in the twelve months after the rebrand — and the company was acquired twelve months after the engagement ended.
The goal was set from day one: get the business ready to be sold.
The brand ran on the founder's personality. Posts were bold, full of emojis and sometimes provocative. They worked because the founder wrote them. Culture fit sat at the heart of the offer. Digirocks had developed its own method for qualifying candidates, the core of its success, but it was loosely documented and open to interpretation.
That was an asset for the founder and a risk for any buyer. A new owner would inherit a voice they couldn't reproduce and a method nobody had written down.
A refresh would have kept the brand tied to one person, so I rebuilt it. The new brand sharpened the positioning and documented it, including the candidate qualification method, so every recruiter understood it the same way before applying it. Social communication moved to the new voice.
Relevant if you're preparing to sell and your brand still sounds like its founder.
No pitch. No deck. A direct conversation about where your marketing is today — and what it would take to make it predictable.
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