Your employer narrative is the strategic foundation your next stage demands.
Trevian helps growth-stage companies — Series A to B, 50 to 200 people — build the employer brand, internal communications, and people infrastructure that their stage of growth requires.
Your employer narrative is the strategic foundation your next stage demands.
Trevian helps growth-stage companies — Series A to B, 50 to 200 people — build the employer brand, internal communications, and people infrastructure that their stage of growth requires.
Your employer narrative is the strategic foundation your next stage demands.
Trevian helps growth-stage companies — Series A to B, 50 to 200 people — build the employer brand, internal communications, and people infrastructure that their stage of growth requires.
Most growth-stage companies hire well. The employer infrastructure to sustain that investment rarely follows.
Most growth-stage companies have a product narrative, a funding story, and a hiring process that functions at their current scale. What they consistently lack is a clear, credible answer to the question every candidate, every new hire, and every team member eventually asks: what does it actually mean to work here?
That gap carries a measurable cost. It surfaces in Glassdoor scores, in extended time-to-hire, in culture erosion as headcount scales from 40 to 120, and in internal communications that go unread because they were produced without a coherent framework to support them.
Trevian was established to close that gap — providing senior employer brand and people communications advisory at a structure and scale the growth stage can actually use.
Most growth-stage companies hire well. The employer infrastructure to sustain that investment rarely follows.
Most growth-stage companies have a product narrative, a funding story, and a hiring process that functions at their current scale. What they consistently lack is a clear, credible answer to the question every candidate, every new hire, and every team member eventually asks: what does it actually mean to work here?
That gap carries a measurable cost. It surfaces in Glassdoor scores, in extended time-to-hire, in culture erosion as headcount scales from 40 to 120, and in internal communications that go unread because they were produced without a coherent framework to support them.
Trevian was established to close that gap — providing senior employer brand and people communications advisory at a structure and scale the growth stage can actually use.
Most growth-stage companies hire well. The employer infrastructure to sustain that investment rarely follows.
Most growth-stage companies have a product narrative, a funding story, and a hiring process that functions at their current scale. What they consistently lack is a clear, credible answer to the question every candidate, every new hire, and every team member eventually asks: what does it actually mean to work here?
That gap carries a measurable cost. It surfaces in Glassdoor scores, in extended time-to-hire, in culture erosion as headcount scales from 40 to 120, and in internal communications that go unread because they were produced without a coherent framework to support them.
Trevian was established to close that gap — providing senior employer brand and people communications advisory at a structure and scale the growth stage can actually use.
The way it works
1.
Start with an audit
We conduct a thorough review of every employer brand touchpoint and produce a clear, independent assessment of current strengths, gaps, and the priorities that will have the greatest immediate impact.
2.
Build the foundations
A tailored EVP, new messaging frameworks, and communications infrastructure — built specifically for the growth stage, not adapted from enterprise models designed at a different scale.
3.
Deliver and stay
Fixed scope with clearly defined deliverables and a structured handover at close. Ongoing advisory is available following the sprint. The engagement carries no lock-in and no minimum term commitment beyond the initial scope.
The way it works
1.
Start with an audit
We conduct a thorough review of every employer brand touchpoint and produce a clear, independent assessment of current strengths, gaps, and the priorities that will have the greatest immediate impact.
2.
Build the foundations
A tailored EVP, new messaging frameworks, and communications infrastructure — built specifically for the growth stage, not adapted from enterprise models designed at a different scale.
3.
Deliver and stay
Fixed scope with clearly defined deliverables and a structured handover at close. Ongoing advisory is available following the sprint. The engagement carries no lock-in and no minimum term commitment beyond the initial scope.
The way it works
1.
Start with an audit
We conduct a thorough review of every employer brand touchpoint and produce a clear, independent assessment of current strengths, gaps, and the priorities that will have the greatest immediate impact.
2.
Build the foundations
A tailored EVP, new messaging frameworks, and communications infrastructure — built specifically for the growth stage, not adapted from enterprise models designed at a different scale.
3.
Deliver and stay
Fixed scope with clearly defined deliverables and a structured handover at close. Ongoing advisory is available following the sprint. The engagement carries no lock-in and no minimum term commitment beyond the initial scope.
How can we help you?
Employer Brand Sprint
A 30-day audit and rebuild. EVP development, LinkedIn employer presence, and a 90-day communications playbook.
Advisory Retainer
Ongoing employer brand and communications support. Strategy, writing, and counsel calibrated to your requirements.
Executive Messaging
Leadership communications across social, internal channels, and press.
Free LinkedIn Audit
An objective LinkedIn employer presence assessment, provided without obligation.
Not certain where to begin?
A brief conversation will clarify exactly where to begin and how to get there.
How can we help you?
Employer Brand Sprint
A 30-day audit and rebuild. EVP development, LinkedIn employer presence, and a 90-day communications playbook.
Advisory Retainer
Ongoing employer brand and communications support. Strategy, writing, and counsel calibrated to your requirements.
Executive Messaging
Leadership communications across social, internal channels, and press.
Free LinkedIn Audit
An objective LinkedIn employer presence assessment, provided without obligation.
Not certain where to begin?
A brief conversation will clarify exactly where to begin and how to get there.
How can we help you?
Employer Brand Sprint
A 30-day audit and rebuild. EVP development, LinkedIn employer presence, and a 90-day communications playbook.
Advisory Retainer
Ongoing employer brand and communications support. Strategy, writing, and counsel calibrated to your requirements.
Executive Messaging
Leadership communications across social, internal channels, and press.
Free LinkedIn Audit
An objective LinkedIn employer presence assessment, provided without obligation.
Not certain where to begin?
A brief conversation will clarify exactly where to begin and how to get there.
Why companies choose Trevian
Purpose-built for the growth stage
Most employer brand advisory practices are designed for enterprise clients. Trevian is designed for the organisation that has not yet established a formal employer brand function — and where doing so has become a business priority.
Senior delivery, every time
Every engagement is led by the Principal directly, from initial consultation through to final delivery. Work is not delegated after the first meeting. The standard of thinking applied at the outset is the standard maintained throughout.
Structured for outcomes, not obligations.
The Employer Brand Sprint operates on a fixed 30-day scope with clearly defined deliverables. Any decision to progress to an ongoing retainer rests with the client and is made at the conclusion of the sprint — not before.
Why companies choose Trevian
Purpose-built for the growth stage
Most employer brand advisory practices are designed for enterprise clients. Trevian is designed for the organisation that has not yet established a formal employer brand function — and where doing so has become a business priority.
Senior delivery, every time
Every engagement is led by the Principal directly, from initial consultation through to final delivery. Work is not delegated after the first meeting. The standard of thinking applied at the outset is the standard maintained throughout.
Structured for outcomes, not obligations.
The Employer Brand Sprint operates on a fixed 30-day scope with clearly defined deliverables. Any decision to progress to an ongoing retainer rests with the client and is made at the conclusion of the sprint — not before.
Why companies choose Trevian
Purpose-built for the growth stage
Most employer brand advisory practices are designed for enterprise clients. Trevian is designed for the organisation that has not yet established a formal employer brand function — and where doing so has become a business priority.
Senior delivery, every time
Every engagement is led by the Principal directly, from initial consultation through to final delivery. Work is not delegated after the first meeting. The standard of thinking applied at the outset is the standard maintained throughout.
Structured for outcomes, not obligations.
The Employer Brand Sprint operates on a fixed 30-day scope with clearly defined deliverables. Any decision to progress to an ongoing retainer rests with the client and is made at the conclusion of the sprint — not before.
Most common questions
Understand your current position.
Begin with a complimentary audit of your LinkedIn employer presence, provided without obligation.
Most common questions
Understand your current position.
Begin with a complimentary audit of your LinkedIn employer presence, provided without obligation.
Most common questions
Understand your current position.
Begin with a complimentary audit of your LinkedIn employer presence, provided without obligation.