Employer Branding & Recruitment Marketing at JDC
Overview
I led employer branding and recruitment strategy efforts that strengthened how Jr. Davis Construction was presented as a career destination. The work combined brand visibility, recruiting support, university outreach, candidate engagement, and hiring process development to create a stronger connection between JDC’s brand and its talent goals.
This went beyond recruitment logistics. I focused on helping people recognize JDC not only as a construction company, but as a place to build a long-term career. Through branded materials, candidate-facing presentations, company visibility efforts, and a more intentional hiring experience, I helped shape how the company showed up to prospective employees across multiple touchpoints.
Objective
The objective was to strengthen JDC’s employer brand while supporting a more organized, engaging, and scalable recruitment strategy. The goal was to improve how the company attracted talent, represented itself in recruiting spaces, and created a candidate experience that felt professional, intentional, and aligned with the brand.
My Role
I led the employer branding and recruitment marketing side of JDC’s talent efforts, with responsibilities spanning brand visibility, recruiting support, candidate communications, and process development.
My responsibilities included:
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Strengthening JDC’s employer brand presence across recruiting and candidate-facing touchpoints
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Building visibility through branded materials, merchandise, and consistent company presentation
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Representing JDC at university career fairs, recruiting events, and outreach opportunities
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Supporting recruitment efforts through direct candidate communication and follow-up
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Creating and refining the entry-level project engineer recruitment process as a key part of the broader strategy
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Scheduling and leading Teams calls with candidates while presenting JDC as an employer
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Creating a JDC company video used during the interview process
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Implementing a round-robin interview process with operations leadership to better evaluate and place top candidates
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Supporting interview coordination, candidate experience, and offer-stage communication
Approach
My approach centered on treating employer branding and recruitment as connected parts of the same strategy. I focused on how JDC could become more visible, recognizable, and compelling to potential candidates while also building a process that felt structured and consistent from first contact through interviews.
That meant strengthening both perception and process: how JDC looked, how it communicated, how it presented opportunity, and how candidates experienced the company during recruitment. I worked to make sure JDC was not only present in recruiting spaces, but memorable and credible.
Execution
I supported this work from the ground up. On the employer branding side, I helped strengthen JDC’s visibility as a career option through branded recruitment materials, merchandise, logo implementation, and a more intentional presence across candidate facing environments. I worked to ensure that JDC showed up consistently and professionally in ways that reinforced recognition and credibility.
On the recruitment side, I supported talent outreach through career fairs, recruiting events, candidate follow-up, Teams calls, and branded presentations that introduced candidates to the company and its opportunities. I also took ownership of the entry-level project engineer recruitment process, helping create a more intentional path for how early career candidates were engaged, evaluated, and introduced to the organization.
To strengthen candidate evaluation and placement, I implemented a round-robin interview process with operations leadership that allowed top candidates to be considered collaboratively and matched with the team that best fit their strengths and potential. I remained involved throughout the process, from early outreach through ongoing communication and offer-stage support.
Impact
This work helped strengthen JDC’s employer brand while creating a more intentional and recognizable talent-facing presence. It improved how the company was represented in recruiting spaces, created a more polished candidate experience, and reinforced JDC’s visibility as a place where people could build a career.
It also connected branding and recruitment in a way that better supported broader workforce development goals. By combining visibility, messaging, process improvement, and direct candidate engagement, the effort helped create a stronger foundation for how JDC attracts and connects with talent.