There's a natural push/pull in building an employer brand. On one hand, you want to get as many perspectives included as possible, but that leads to group-think and camel creation. Alternatively, you could do it on your own, but best of luck getting any buy-in when the time comes. What's an employer brander to do? Here are some ideas on how to get the group to solve problems together.

It feels reasonable to me that in a time of virtual/remote everything, the thing that will help bring people together and build connection and increase productivity is shared learning. What we learn together is what keeps us together. That holiday zoom class where everyone learned to make gnocchi in their own kitchens was the highlight of your Q4? Keep that in mind and start supporting shared learning experiences at work as a means of developing culture.

I'll admit that I started reading this article on how data can help make remote teams work better to see what kind of data they were looking at, but it's really a different article. The premise is that if you give your staff more of the data/context/info on how leadership makes its decisions, other staff will likely make similar decisions, Further, with that info, they can do better work with less oversight, thus supporting a more remote work space. Why should I care? Because this is a great way to show a candidate what you mean by "we give people lots of opportunity" or "we empower our staff," both of which are functionally meaningless. But talking about how much data and info you share internally to support this claims makes those brand claims infantely more believable, credible and clear.