Solution / Employer branding
Build a reputation developers respect
When the developers you want already know and respect your company, hiring stops being a cold pitch. We keep your team visible all year in the community developers trust - so hiring gets easier, your own engineers stay proud of where they work, and you're the first name that comes up when a developer is ready to move.
Companies that partner with WeAreDevelopers
The problem
What it costs to be unknown
- 01
Developers form an opinion before you ever speak
Before anyone applies - or answers a recruiter - they look at how you build: your stack, your team, how you talk about the work. If they find nothing, most quietly move on, and you never see the conversation that didn't happen.
- 02
Being unknown taxes every hire
When developers don't know you, they hedge - tougher negotiations, higher salary expectations, more declined offers. You either build a reputation once, or pay that premium on every single hire.
- 03
Your consumer brand says nothing about your engineering
People can love your product and still know nothing about how your team builds. What convinces engineers is the work behind the product - and that story doesn't tell itself.
- 04
A great engineering culture nobody sees does nothing
Strong cultures often stay a secret outside the company. If developers never hear how your team works, a genuinely great place to build looks exactly like every other logo.
- 05
Silence hands your reputation to competitors
The tech community's attention compounds for the companies that show up in it. Stay quiet and that mindshare - and the talent, credibility and word of mouth that follow - accrues to the teams that don't.
The insight
Why presence compounds
- 01
Recognition builds with every touchpoint
Developers say yes faster to teams they already recognize. Every time your brand shows up in the community, the next conversation starts a step ahead - so your reputation quietly makes everything downstream easier over time.
- 02
Engineers trust peers, not ads
Engineers judge employers by how they show up among other engineers: talks they watch, writing they read, how a team explains its work. Presence in a learning context earns credibility a paid placement can't buy.
- 03
Reputation outlasts any campaign
An ad disappears the day the budget stops. A body of stories and community presence keeps working between hiring pushes - so you stay known, trusted and top of mind, not just visible while you're paying for it.
How it works
How you become a name developers know
Three ways your team goes from unknown to a company developers recognize and trust - long before you're in a hiring conversation.
- 01
Show up where developers learn
Your brand appears inside the content developers came for - the podcasts, newsletter and magazine they already follow - as something worth their attention, not an interruption to it. The same message lands differently in that context.
- 02
Let your engineers do the talking
Developers believe other engineers, not campaigns. Your team's voice reaches the community through podcasts and written stories, so your reputation is built by the people who do the work - the voice candidates actually trust.
- 03
Turn recognition into an advantage
Once developers know you, everything gets easier: sourcing messages get more replies, job ads draw better applications, candidates arrive already convinced - and your own team sees the company they build for recognized. Presence runs all year, so you're top of mind the moment someone is ready to move.
The audience
The developers you want to reach are already here
You're not buying attention. You're building a reputation where engineers already invest in their craft - in a context they seek out and trust.
They show up to learn
This is an audience that seeks out talks, writing and community to get better at their craft. Your brand reaches them in that mindset - open, curious and paying attention - not mid-scroll.
They stay current
Practicing engineers and the leaders who build with them keep up with what's new because their work demands it. The company that's part of that conversation is the one they think of first.
They trust the room
The community has spent years earning the trust of the people in it. A brand met in that context reads as one of their own, not another vendor pitch they tune out.
The scale of the community
- 16M+
- Website reach (annual)
- 56M+
- Reach across WeAreDevelopers channels (annual)
- 200M+
- Touchpoints (annual)
What's included
Where your brand shows up
Developers skip ads and distrust marketing, so your brand doesn't sit in an ad unit. It shows up inside the content, community and event they already choose.
Inside the content developers already trust
Your brand appears within the podcasts, newsletter and magazine developers already follow - as part of what they value, not an ad they skip past. The same message lands completely differently in that context.
Your brand page in the community
A home for your team where developers get to know your stack, your people and how you build - long before they ever apply.
Your engineers, heard by their peers
Developers trust other engineers, not campaigns. Your team's voice reaches the community in podcasts and written stories - the voice candidates actually believe.
Presence at the flagship event
Meet the community in person at WeAreDevelopers World Congress. Your team on the ground turns a name developers have seen into a company they have met.
Measurement
How you know it's working
Employer branding has a reputation for being unmeasurable. It isn't - you just have to look at the numbers it actually moves.
-
Before the hire
Reach and engagement on your content, visits to your brand page, developers following your company. These show your visibility building month over month - the leading indicators.
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During the hire
Reply rates on your sourcing messages, application quality on your job ads, and how often candidates say they already knew you. This is where presence starts paying.
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After the hire
Time-to-fill, cost per hire, offer acceptance. These move last - and they are the numbers your CFO cares about. We report with you along the way, so the internal case builds itself.
Customer proof
Why teams build presence here
"With a membership, we can establish our presence within the developer community all year long."
A detailed employer branding customer story is on the way. Talk to our team in the meantime and we'll walk you through comparable examples.
Get started
Talk to our team
Developers form opinions about where they'd work all year, from what they see in the community. The only question is whether your company is part of what they see. Tell us about your team, and we'll show you how this could work.
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FAQ
Common questions
- How is this different from recruiting?
- Recruiting fills the roles in front of you now. Employer branding builds the reputation that makes every future hire easier - and keeps your company known and trusted in the community between hiring pushes. Many teams run both together.
- Do we need to be hiring to start?
- No - before you're hiring is the cheapest and most credible moment to start. You build the reputation before you need it, so developers already know you when roles open.
- Will this help beyond hiring?
- Yes. A reputation in the community makes your job ads and sourcing perform better, but it also keeps your current team proud of where they work and keeps your company top of mind - with developers, peers and the wider community.
- Isn't employer branding impossible to measure?
- No. You track reach and engagement on your content and brand page early, reply and application quality next, and time-to-fill, cost per hire and offer acceptance last. We report alongside you, so the internal case builds itself.
- What do we need to provide?
- Mostly access to your engineers' stories and a point of contact. We shape everything into content that lands with a technical audience.
- How does pricing work?
- Employer branding runs on the Talent Marketing Membership - a flat annual membership starting from €5,040, not a per-campaign or per-hire fee. Your reputation builds over the whole year instead of resetting when a campaign ends.
- Can we combine this with recruiting?
- Yes. Employer branding builds the reputation; recruiting turns that year-round visibility into a steady pipeline of technical candidates. Many teams run both together.