Create Lasting Impact.

Syntharis Group helps organizations attract, develop and retain the right people. The services include:

• Employer branding: analysis of your attractiveness as an employer, development of an employer value proposition and its communication
• Talent attraction: recruiting strategies, careers pages, job ads and candidate experience
• HR strategy aligned with business goals
• Employee experience and engagement, including employee surveys
• Culture and retention programs to reduce turnover

Every project starts with an analysis, followed by measures with defined KPIs and ongoing monitoring.

Employer branding is how an organization is perceived as a place to work and the deliberate effort to shape that perception. It covers what the company offers employees, how it communicates this and whether the everyday experience matches the promise.

It matters because qualified candidates compare employers before they apply, often through career sites, review platforms, social media and increasingly AI tools. A clear and credible employer brand leads to more suitable applications, faster hiring and lower turnover, because people join with realistic expectations.

An employer value proposition is the core answer to the question: why should a qualified person work for you rather than a competitor? It summarizes what employees receive, such as pay and benefits, development opportunities, culture, purpose, flexibility and stability, and what the company expects in return.

A good EVP is based on facts, not slogans. We develop it from interviews and surveys with current employees, feedback from applicants, an analysis of competitors in the labor market and the goals of management. The EVP then guides job ads, careers pages, social media and interviews.

They can, if they are credible. Research by PhDr. Oliver Scharfenberg, founder of Syntharis Group, examined more than 60 employer seals and tested their effect in a randomized experiment with 1,093 participants. A credible seal increased the stated likelihood of applying by around 16 percentage points.

The key word is credible. Applicants increasingly distinguish between seals that are based on transparent, verifiable criteria and those that can simply be bought. Syntharis advises employers on which certifications are worth pursuing and how to communicate them without overstating what they prove.

Start by finding out where you lose them. Common reasons are that the right people never see your vacancies, that your job ads and careers page do not explain why someone should choose you, or that the application process is slow and complicated.

Effective measures include a sharp employer value proposition, job ads written for the candidate rather than the organization chart, a careers page that ranks in search and answers questions in AI tools, a short application process with fast feedback, and employees who act as credible ambassadors. We prioritize these measures based on your data.

We begin with the causes. Exit interviews, employee surveys and HR data usually show where and why people leave, for example in the first months, in certain teams or at particular career stages.

Based on this, we develop a retention plan. Typical elements include better onboarding, development and career paths, leadership training, fair and transparent pay structures, recognition and regular feedback. We measure turnover and engagement before and after, so the effect of each measure is visible.

Yes. Smaller companies compete for the same talent as large employers but with less budget and fewer HR resources. Their advantage is often speed, closeness to management and visible impact, which is exactly what a good employer brand can highlight.

Our solutions are scalable, and pricing reflects company size. For small businesses we often start with a compact employer-brand check, an EVP and a practical recruiting toolkit that the team can use without additional staff.

We use measurable HR indicators, recorded before the project and tracked afterwards. The most common are the number and quality of applications per vacancy, time-to-hire, cost-per-hire, offer acceptance rate, early turnover in the first year, employee engagement and ratings on employer review platforms.

We also check how your company appears when candidates ask AI tools about you as an employer, because this has become a new first impression.

Yes. The UAE labor market is highly international, which means employers compete for talent from many countries and need messages that work across cultures. Mobility is high, so retention is as important as attraction.

Employers in the UAE also have to consider national workforce policies such as Emiratisation targets, which shape both recruiting plans and how an employer presents itself to UAE nationals. We help companies align their employer brand, careers communication and retention measures with these conditions.

Some improvements work quickly. A clearer job ad or a faster application process can increase the number of suitable applications within weeks. Building a recognized employer brand that candidates actively seek out takes longer, typically six to eighteen months, depending on your starting point and investment.

The most lasting effect comes when the external message and the internal reality match. That is why employer branding at Syntharis always includes the employee experience, not just communication.