Your Company · Your City · Investment Banking
SAMPLE REPORT
YOUR COMPANY
Employer Brand & EVP Assessment A NONYMIZED SAMPLE GENERAL EVP DIAGNOSTIC
A diagnostic of the employer brand and employee value proposition of Your Company. Investment Banking
42/ 100 OVERALL EVP SCORE
Your City
200–500 employees
Your Company scores 42/100 on EVP delivery—a critical-gap profile driven by insufficient public data and likely weak employer brand infrastructure. The firm operates in a talent-scarce sector (investment banking, 200–500 employees) but has no visible Glassdoor presence, no Great Place to Work certification, no LinkedIn Top Companies ranking, and no discoverable careers-page EVP articulation. The strategic implication: the firm is invisible to talent and likely losing analysts to bulge-bracket banks and private equity on compensation, prestige, and career acceleration. Without addressable workplace experience or brand signals, retention will remain a cost centre.
Pillar performance Six strategic pillars. The delivery score is what the buyer sees; the gap is what they fix. Arrows show 12-18 month trajectory based on review-recency analysis. ENVIRONMENT
WORK
REWARD
GROWTH
BRAND
BELONGING
35
38
52
40
28
32
-23 gap
-34 gap
-36 gap
-42 gap
-50 gap
-32 gap
WSO 2023 survey shows 77-hour weeks — unchanged since 2021— sector norm is stable
2025 layoff cycle and hiring freeze suggest ▼ comp pressure across financial services
Likely paying at or below sector median—no public comp data to signal competitive positioning.
LinkedIn Top Companies 2026 dominated by JPMorgan, Goldman ▼ Sachs—boutique IB brand equity declining relative to bulge-bracket
No public culture data— likely stable at sector — norm of transactional analyst experience
Sector-standard 75–80 hour weeks with no evidence of protected time or workflow innovation.
No public data on promotion velocity — changes—likely stable at 2–3 year analyst-toassociate track
No time-series data—
— likely stable at sector-
standard office quality
No visible workplace experience investment— likely generic office with no hospitality differentiation.
No visible learning infrastructure or exit-toPE/buyside pathway articulation.
Zero employer brand presence—not ranked, not certified, not discoverable by candidates.
No public signals of culture, ERGs, or community—likely transactional analyst experience.