ENGINEERINGAlex · Product
“The thing I wish I knew before joining? You get trusted with the problem, not handed the answer...”
Turn culture stories, EVP campaigns, employee content, hiring campaigns and careers content into personalised posts your people actually want to share — with branded creative, their own scheduler, approval control and every click tracked.
“The thing I wish I knew before joining? You get trusted with the problem, not handed the answer...”
“Culture is easy to describe. The useful bit is showing where it turns up in the way teams actually work...”
“If you're considering the team, this is a much better picture of the day-to-day than a list of benefits...”
The EVP launches. The careers page goes live. The employee video gets posted. Then Marketing and TA move on to the next thing. Meanwhile the people who make the employer brand believable are mostly spectators.
Ripply watches the sources you approve, organises useful content by team, location and topic, then brings it back when there is another employee, audience or hiring moment worth using.
Keep approved careers content, campaigns, employee stories, job feeds and evergreen assets in one living library.
Route content by team, location, role, topic or campaign instead of asking the whole company to share everything.
Recycle, rewrite and reformat the stories that still matter instead of leaving them buried in last quarter's campaign folder.
Ripply matches employer-brand content to the employees closest to the story, then writes a different post for each person using their saved voice and perspective.
“I joined because the role sounded interesting. I stayed because of how much ownership you get over the problem...”
“Employer brand only works when the promise shows up in the operating model. For us, autonomy means...”
“The question candidates ask me most isn't about the job description. It's what working here actually feels like...”
Every employee can have their own schedule, personalised posts and branded creative — so employer brand becomes an ongoing presence rather than an occasional request from Marketing.
The workflow does the repetitive work while Marketing keeps control of the message.
Bring in employer-brand assets, careers content, campaigns and hiring content.
Content arrivesChoose the most relevant employees by team, role, location or topic.
Right peopleGenerate personalised posts, branded tiles or video for each employee.
Different voicesReview the audience and every draft before it reaches employees.
Brand stays safeMeasure participation and clicks with unique links and attribution.
See what travelledUse the same employee network, approval layer, Vault and attribution model across the work Employer Brand and TA already create.
Turn the launch into dozens of employee perspectives rather than one corporate announcement.
Put authentic stories into the feeds of people who can add context from their own experience.
Route hiring content to the employees whose networks are most relevant to the roles.
Give careers-page content a life in social feeds instead of leaving it waiting for candidates to find it.
Build reach before events, then reuse the stories, clips and insights after them.
Keep relevant approved content moving without a weekly chase from Employer Brand or TA.
Ripply gives them the content, creative and distribution engine to put it into the feeds candidates actually see.