If you are part of a mid-sized company you already know how tough it is to compete for attention. You do not always have giant budgets or global name recognition but you are still expected to attract skilled talent. That is where our approach comes in. We use strategy, creativity and honest storytelling to give mid-sized teams a real chance to stand out.
Understanding Why Mid-Sized Companies Struggle to Get Noticed
Larger organizations often dominate job sites and headlines, which pushes your posts further down the stack. When your resources are stretched thin showing what makes your workplace unique feels even harder. Meanwhile, job seekers are drawn to workplaces that feel genuine. They want to see real culture and transparent values, not empty slogans.
For you the answer is not to try to outspend those massive brands. Instead you can focus on what sets you apart and find ways to share it that are authentic and effective, not expensive.
What This Means for Your Team
- Fight for visibility: You have to work harder to get seen on job boards and in the news.
- Showcase real culture: You need to communicate what makes your culture different, not just what is listed in the job description.
- Be authentic: Authenticity wins. Candidates will call out anything that feels false.
- Use creative strategies: Creative thinking helps you get the most from your budget and resources.
- Prioritize strategy and story: A strong strategy and honest stories matter more than chasing the most attention.
How Tourism HR Canada Shifts Sector Perceptions Across Canada
When Tourism HR Canada brought us in the tourism industry was facing major post-pandemic hiring challenges. People were not just hard to find, they had moved on from the field entirely.
To turn things around for DiscoverTourism.ca we started fresh. We gave their employer brand new energy, with fresh visuals, easy-to-use interactive tools that let people explore different career paths and videos highlighting real tourism professionals at work. Every element is grounded in actual research about what job seekers want and we make sure the content always feels personal.
The result is clear. Over 13.5 million media impressions right out of the gate and a big boost in recognition for the whole sector. Suddenly, tourism became an appealing, meaningful career option again. Our method proves that when you pair sharp branding with relatable stories you do more than raise awareness. You help an entire industry reclaim its pride and visibility.
How Johnston Group Became Memorable with a Values-Forward Approach
Johnston Group had a kind, inclusive workplace but their brand was bland and forgettable. We saw a real opportunity to uncover what made them special.
We listened to the team. Honest conversations, not marketing jargon, guided our process. Employee stories and actual experiences came forward, moving away from stock photos and empty catchphrases. Their new tagline, “Work life wonderful,” captures the warmth and energy we see in their daily culture.
Bringing these real voices forward did more than attract new applicants. It boosted morale and reminded everyone why they belonged. For us this confirms what recent studies show. Talent responds to genuine stories rooted in truth, not polished campaigns.
How We Helped Abilities Manitoba Redefine a Frequently Misunderstood Field
When Abilities Manitoba needed to bring attention and pride to the Direct Support Professional (DSP) role we knew traditional tactics would not work. The work is frequently misunderstood and awareness was low.
We replaced generic job ads with real stories and let DSPs themselves share what it feels like to make a difference each day. Videos and testimonials took the place of bullet points and buzzwords and we created a toolkit that made it easy for local agencies to run their own community-based campaigns on social media and in print.
By showing the real highs and challenges of DSP work we reshaped perceptions, sparked new conversations and brought in a wave of new applicants. Our results are clear in both digital engagement and feedback from within the DSP community. This approach echoes systematic reviews on what makes organizations attractive to job seekers. Honest stories and authenticity always win out.
Our Recipe for Success Is Truth, Creativity and Real Results
Every project starts with us listening. We take the time to understand what makes each team truly unique. We rely on real research and honest feedback, not just educated guesses. After mapping out your audience and doing a culture check-in we start building the creative. This includes behind-the-scenes videos, day in the life interviews and graphics and guides designed to feel approachable.
We believe in meeting people where they are, which means engaging on every channel that matters. Whether it is a careers page, Instagram story, info session or print-ready handout, all of our material comes together with a unified voice.
We never leave success up to chance. Tracking impressions, engagement, candidate quality and reputation shifts is part of everything we do. We check our progress, adjust as needed and keep learning so our strategies always stay a step ahead. This is a key take-away in the latest recruitment trends.
How Your Mid-Sized Team Can Make a Real Impact
You do not have to outspend the competition. You just need to get intentional and a bit creative. Here are steps any mid-sized group can use.
- Clarify your employer brand: Resist mimicking big companies—highlight your actual strengths.
- Amplify employee stories: Let staff and leaders share lived experiences, the ups and even the messy learning moments.
- Use multiple channels: Diversify beyond a single platform—mix your website, social, video, live events and handouts.
- Track and pivot quickly: Observe what gains attention and change strategy quickly as needed.
- Empower internal champions: Turn your team into advocates who spread stories and jobs through their networks.
By putting these principles into practice your team can stop feeling invisible and truly show up as a group worth joining.
In Closing
We show mid-sized teams that it is possible to break through and shine, even in a noisy market. Leading with honest research, relatable stories and a plan to measure what matters we help make hiring a real advantage, not a stumbling block. If you are ready for your recruitment efforts to feel more personal and impactful now is the time to try something new.
FAQ
What makes it hard for mid-sized companies to attract top talent?
Mid-sized companies often have smaller budgets and less name recognition than larger competitors, making it difficult for their job postings to stand out. They also face challenges in communicating a unique culture and values with limited resources.
How does UpHouse help boost visibility for mid-sized teams?
UpHouse uses strategic insight, storytelling and a data-driven approach. They focus on authentic employer branding, real employee stories and multi-channel campaigns to help mid-sized organizations stand out and attract attention despite limited resources.
What strategies did UpHouse use in their work with Tourism HR Canada?
They created a new visual identity, developed interactive career tools and produced video content featuring real tourism professionals. The approach was grounded in storytelling and research about what potential candidates wanted, resulting in high media impressions and renewed sector excitement.
How did UpHouse transform Johnston Group’s employer brand?
UpHouse uncovered the company’s unique strengths by encouraging honest conversations and letting employees lead the storytelling. They introduced story-driven content, personal narratives and a new tagline that captured the team’s real culture, resulting in greater attraction for candidates and improved team morale.
What was the result of UpHouse’s campaign with Abilities Manitoba?
By focusing on real DSP stories and providing a recruitment toolkit for agencies, UpHouse increased awareness, digital engagement and candidate applications. The campaign changed public perception and brought pride to the DSP workforce.
What are UpHouse’s recommended steps for mid-sized companies to improve hiring visibility?
They suggest clearly defining and owning your employer brand, sharing authentic stories, using diverse communication channels, tracking and adapting your strategies, and empowering employees as brand ambassadors.
