Global Employer Brand Marketing Specialist

Capco is a global technology and business consultancy, focused on the financial services sector. We are passionate about helping our clients succeed in an ever-changing industry. We are:

Experts in banking and payments, capital markets, insurance and wealth and asset management. We also have an energy practice in the US.
Committed to growing our business and hiring the best talent to help us get there
Focused on maintaining our nimble, agile and entrepreneurial culture

Committed to an inclusive working environment where you’re encouraged to #BeYourselfAtWork. We are aware that individuality and diversity and inclusion, in all forms, is critical to our success.
Focused on recruiting and developing as diverse a range of talent as we can, and we believe that everyone brings something different to the table. Such differences may mean we need to make changes to our process or make work adjustments to allow you the best possible platform to succeed, and we are happy to cater to any reasonable adjustments you may require.

Role Description

The Global Marketing Team provides strategic vision to support Capco’s business goals and objectives worldwide. Our global team of 30+ marketers include marketing strategists, designers, content producers, digital marketers, animators and press and internal communications experts.

The Marketing team partners with the business to bring creative and targeted marketing campaigns to each geography, embracing new strategies and innovative techniques to keep Capco ahead of the competition. At Capco, the Marketing team is a partner to the business, helping to increase brand awareness, foster and build relationships with our clients and influencing the bottom line through lead generation and maturation. We also provide strategic and execution support to Capco’s corporate services functions, CSR, Health and Wellness and D&I initiatives.

You will be responsible for conceiving and executing recruitment marketing programs for campus and experienced candidates, partnering with HR and corporate marketing to help Capco source the best talent to join our firm. You will help develop recruitment marketing programs, including social media, digital advertising, videos, and other marketing collateral. You need to be digital and social media savvy, and understand how to use metrics to optimize marketing programs and track results. You also need to understand and how to utilize the newest trends in employer branding/recruitment marketing, be aware of industry best practice, manage competitor analysis, have expertise managing creative agencies, and feel comfortable creating and managing Careers website content.

Primary Responsibilities

Partner with HR, the business and corporate marketing to develop and execute campus, experienced hire and alumni marketing programs.
Help define our Employer Value Proposition (EVP) messaging, and then leverage that to create recruitment messaging that successful tells our story to candidates and alumni
Oversee the creation of digital, social, video, events and traditional media initiatives to attract top tier talent to the firm
Help determine optimal channels, messaging, social and brand strategy for targeted talent segments.
Ensure proper rollout of recruitment marketing programs through detailed project management and communications.
Manage the Career pages on Capco.com, and Capco’s employer brand presence on LinkedIn, Twitter, Instagram, Facebook and other channels
Gather, analyse and report on competitive industry information, employer branding rankings and other general market best practices.
Share regular updates, market, industry insights and best practice.

You should also have:

A passion for employer branding and the impact it can have in shaping a diverse and inclusive organization.
Impeccable integrity, attention to detail, and organizational skills.
Flexibility and openness in your operating style to adapt to change and seize opportunities that come with shifts in priorities.
A "hit the ground running" attitude
Strong operational execution skills with strategic thinking
Commitment to building client relationships
High energy, a sense of urgency, decisiveness and the ability to work effectively in an extremely fast-paced, constantly iterative environment

Skills Required

Extensive marketing experience, including tactical and strategic digital marketing initiatives, with experience specifically in recruitment marketing/employer branding
Excellent written and verbal communication skills
Proven track record in building and deploying recruitment marketing and attraction strategies; a passion for employer branding and an awareness of what industry competitors are doing, best practice, industry trends, and new methods of outreach to best reach candidates
Ability to create and deploy content across various communication and marketing platforms in a way that resonates with a set target audience and differentiates the brand
Excellent interpersonal skills, including consistently demonstrating a high degree of professionalism
Ability to think strategically and get things done
Meet multiple deadlines, prioritize multiple demands, and identify/solve problems
Self-led with an ability to work alone or as part of a team within a fast-paced, team-oriented environment
Proficiency in Microsoft Office or similar products
Excellent digital marketing skills/social media: LinkedIn, Twitter, Facebook, Glassdoor etc.

Why Capco?  

You will join a company that supports and encourages an entrepreneurial outlook and independent thinking. Capco is not about organisational charts and layers – we operate with little hierarchy because we want all employees to feel that Capco is their firm.  We warmly value diversity and inclusion and embrace our collective uniqueness – our culture is a strong, fresh, and invigorating difference from our competitors.

We offer highly competitive benefits, including medical, dental and vision insurance, a pension scheme, tuition reimbursement, and a work culture focused on innovation and creation of lasting value for our clients and employees. 

Ready to accelerate your career?

If this sounds like you, we would love to hear from you. This is an opportunity to make a difference and contribute to a highly successful company with a significant growth trajectory. 

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Were you referred to this role by a current Capco Employee? If yes, please confirm the employee’s Capco email address.

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Capco Job Candidate Privacy Notice Acknowledgement

Capco Job Candidate Privacy Notice

Purpose and legal basis for processing

Capco’s purpose for processing this information is to assess your suitability for a role at Capco.

Where processing takes place in the UK or EU, or you are a resident of the UK or EU, the legal basis we rely on for processing your personal data is article 6(1)(b) of the European Union General Data Protection Regulation (Regulation (EU) 2016/679) (the “GDPR”) which relates to processing necessary to perform a contract or to take steps at your request, before entering a contract. The legal basis we rely on to process any information you provide as part of your enquiry or application which is special category data, such as health, religious or ethnic information, is article 9(2)(b) of the GDPR, which also relates to our obligations in employment and the safeguarding of your fundamental rights and article 9(2)(h) for assessing your work capacity as an employee.

What will we do with the information you give us?

We’ll use all the information you provide during the recruitment process to progress your application with a view to offering you an employment contract with us, or to fulfil legal or regulatory requirements if necessary.

We’ll use the contact details you give us to contact you to progress your enquiry or application. We’ll use the other information you provide to assess your suitability for the role.

This may include sharing your information with one or more of our clients, whose account you may be assigned to or considered for, including your, CV, details of your qualifications, relevant experience and skills, identification documentation, references and background and criminal record checks (where applicable).

Where applicable, we may also share your information with the data processors detailed below.

We will not share any of the information you provide with any third parties for marketing purposes.

We do not and will not sell your personal data.

What information do we ask for, and why?

We do not collect more information than we need to fulfil our stated purposes and will not keep it longer than necessary.

The information we ask for is used to assess your suitability for employment. You don’t have to provide what we ask but it may affect our assessment efforts if you don’t.

Application stage

If you use our online application system, your details will be collected by a data processor on our behalf (please see below).

We ask you for your personal details including name and contact details. We’ll also ask you about your eligibility to work in the country concerned, previous work experience, education, referees and for answers to questions relevant to the role. Our recruitment team and relevant business lead will have access to all this information.

You will also be asked to provide equal opportunities information. This is not mandatory – if you don’t provide it, it won’t affect your application. We won’t make the information available to any staff outside our recruitment team, including business leads, in a way that can identify you. Any information you provide will be used to produce and monitor equal opportunities statistics.

Shortlisting

Our recruiters and business lead shortlist applications for interview. The business leads will not be provided with your equal opportunities information if you have provided it.

Assessments

We may ask you to participate in assessment days; case studies; attend an interview (including by recorded video); or a combination of these. Information will be generated by you and by us. For example, you might complete a written assignment, or we might take interview notes. This information is held by us.

If you are unsuccessful after assessment for the role, we may ask if you would like your details retained in Capco’s own talent pool. If you say yes, we may proactively contact you should any further suitable vacancies arise.

Employment Offer

If we make an offer of employment, we’ll ask you for information so that we can carry out pre-employment checks. You must successfully complete pre-employment checks to progress to employment. We must confirm the identity of our staff and their right to work in the relevant country, and seek assurance as to their trustworthiness, integrity and reliability.

You must therefore provide:

Proof of ID (passport – if no passport, birth certificate and national insurance/social security documents)

Proof of Right to Work in country where job is based

Proof of Address

We may also perform the following, subject to local laws and practices:

Criminal Record check
Electronic ID Verification check
Credit & Bankruptcy checks, including a full 5 year address history
Global Financial Sanctions checks
Compliance checks, including Office of Foreign Assets Control (OFOC)
Directorship & Media Searches
Education & Professional Qualifications checks
Proof of Five Years Employment References check (gaps of over 1 month to be verified)

How long is the information kept for?

This will depend on whether your application is successful or not (unless we state otherwise in our ‘data processor’ section below):

Successful Recruitment Candidate Information (including CV’s applications, interview notes, psychometric test data) will be destroyed 12 months after the end of employment. Except in the United States, where candidate information is retained for 24 months. Eligibility documents (identity, right work in country) and background checks (including personal references) are typically kept for 5 years after the end of employment, or longer to comply with local laws. Please refer to your local Capco Recruitment Team for further information.

Unsuccessful Recruitment Candidate Information (including third party referee details provided by the applicant) will be destroyed 12 months after the last action unless you consent for information to be held for longer. Except in Poland, where candidate information is retained for 6 months and in the United States for 24 months.

How we make decisions about recruitment?

At the initial application stage we may automatically decline your on-line application if you fail to satisfy any relevant legal requirements for employment (e.g. You state you do not have the legal right to work in the country where the role exists).

With your specific agreement we may use on-line behavioural and cognitive assessments to help us understand your personality traits, your general mental ability and capacity for critical thinking. All results are personally analysed by one of our fully trained recruitment team.

Final recruitment decisions are made by members of our recruitment team and business leads. We take account of all the information gathered during the application process.

You can ask about decisions on your application by speaking to your contact in our recruitment team.

Your rights

As an individual, you have certain rights regarding your own personal data.

For more information on your rights, please see the ‘Your Data Protection Rights’ section of the Capco Privacy Notice: https://www.capco.com/Data-privacy-notice

Capco’s Data Protection Officer can be contacted at: ask.capco.dpo@capco.com

Do we use any data processors?

Yes – we use several processors to provide elements of our recruitment service for us as follows:

On-line Candidate Application Management Service

We use Greenhouse’s candidate application management platform. You can access their Privacy Policy here: https://www.greenhouse.io/privacy-policy.

In the US we use DocuSign to provide successful candidates with an electronic offer letter and other paperwork relating to the hiring process. You can access their Privacy Policy here: https://www.docusign.com/company/privacy-policy.

Recruitment Agencies and Talent Pools

We have relationships with a number of recruitment agencies and talent pools and where you have applied for a position with Capco through such agency or registered with a particular talent pool, you should approach them directly for information on their privacy policy and data retention periods.

Talent Optimization Platforms

We use The Predictive Index to support our candidate assessment process. You can access their Privacy Policies here: https://www.predictiveindex.com/privacy/

SMS Communications

We use OnePoint Global Ltd to assist us when we contact you by text message (SMS) to confirm interview details and to request interview feedback. You can access their Privacy Policy here: https://www.onepointglobal.com/privacy-policy/.

Video Interviews

In the UK we use Launchpad Recruits Ltd.’s recorded video interviewing platform for certain roles. You can access their Privacy Policy here: https://www.launchpadrecruits.com/privacy-policy. We instruct Launchpad to delete your personal data, including all video records, after 12 months.

Employment Vetting

Capco use the following range of providers, depending on your location and operational requirements:

First Advantage. You can access their respective Privacy Policies for candidates here: https://fadv.com/privacy-policy/

HireRight. You can access their Privacy Policy here: https://www.hireright.com/emea/legal/privacy-policy/emea-and-apac-candidate-policy

Sterling Talent Solutions. In the US their service also includes I-9 eligibility checks. You can access their Privacy Statement here: https://privacy.sterlingcheck.com/

Vero Screening. You can access their Privacy Policy here: https://veroscreening.com/privacy-policy/

Please contact your local recruitment team contact if you wish to identify the provider relevant to your application.

Notice Version: 01 FEBRUARY 2022

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We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

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