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How to show your EVP on a careers website

02 November 2026

Melanie Murphy CMO

Employer brand guide

Writing your employee value proposition is half the job. The other half is putting it where candidates will see it, page by page, in a way they can believe. Here is where each part belongs.

By the Happydance team. Updated November 2026.

An employee value proposition that only lives in a document does very little. It starts to work when a candidate meets it in the right place, in the right words, at the moment they are asking the question it answers. This page walks through your careers website one page at a time.

If you have not written your EVP yet, start with how to write an employee value proposition. For the stories that bring it to life, read our guide to employer brand storytelling.

Think in questions, not pages

A candidate does not move through your careers website thinking about your structure. They carry a question. On the homepage it is "Why this company?" On your culture page it becomes "Do I believe these people?" On a team page it is "Where might I fit?" And on a job page it is "Can I see myself here?" Your EVP is simply the honest answer to each of those, at the right size.

HomepageWhy this company?
Culture and EVPDo I believe these people?
Teams and job familiesWhere might I fit?
Job pagesCan I see myself here?

Page by page: what goes where

Page	What to put there	One line test	In Happydance
Homepage	One honest line on why this company, a real photo of real people and a clear route into jobs. Keep the Give and the Get one scroll away.	Could a stranger say what we are like after five seconds?	Content managed hero, with everything editable by your team
EVP or culture page	The Give and the Get side by side, the hard truths in plain words, and a story or number behind each pillar.	Would a current employee nod, and someone who will not thrive step back?	Culture Compass, plus Employee Stories
Team and job family pages	A short note on what the work is really like, who thrives and who might struggle, and two or three stories from the team.	Does it help someone choose, not just describe?	Employee Stories linked to job families
Job pages	The role first, then a short note in the hiring manager's own voice, and the Give and Get that matter most for this role.	Can I picture myself on Monday morning?	Content managed job page blocks
Social and email	Short versions: a story snap, a quote or a clip, with a link to the matching page.	Does it make sense without the logo?	Shareable story pages
Employee content	Stories, day in the life pieces and team updates, in people's own words, in every language you hire in.	Is it specific enough to be about only us?	Multilingual, content managed everything
The quiet corners	FAQs, confirmation and rejection emails, and the 404 page. A human line in each, in the same voice as the rest.	Would we be happy for a rejected candidate to quote this?	Content managed FAQs and error pages

The homepage: say why, then show the way

Your homepage has one job. It answers "why this company?" honestly, and gets people to the next step. A big promise on its own is not enough. Candidates need to see a real person, a real place and a button that leads to jobs.

Look at how some live careers websites do it. Uber opens on a near black stage with a full width portrait and the line "We're not fairy godmothers", then asks "What does it take to move the world?" in oversized scrolling type. SAP puts search and an early careers route right in the first screen, then offers four routes under "Find your path at SAP". Both are confident about who they are, and both keep the jobs close.

Use the same idea for your own: one line that is true, one face that is real, one route that is obvious.

The EVP page: where the Give and the Get sit together

This is where your EVP gets room to breathe. Show the Give and the Get side by side so candidates can see the exchange. Then add the hard truths, because that is where trust is earned, and attach a story, number or behaviour to each pillar.

An EVP pillar on the page

The Give

Own your results. You decide how to hit the goal, and you answer for it.

Make decisions without waiting for sign off
Answer for the outcome

The Get

Real trust from day one, and a path to lead within two years.

A manager who backs your call
A named route into leadership

General Motors shows a way to do it at scale. Its careers website puts a job and location search inside the hero, then states a vision of zero crashes, zero emissions and zero congestion in large type. A "Who we are" section follows with culture and people cards, and an "Innovation in action" video moment. Read how they did it in the General Motors case study. Warburtons goes warm and playful with "It's how we roll", facts in bold tiles under "We don't knead to boast", and "Our secret ingredient is our people".

Teams and job families: say who will thrive

People do not apply to a company, they apply to a kind of work. Give each job family its own page that says what the work is really like. Add a short line on who thrives and who might find it hard. This is the filter at its most useful: it saves the wrong person a wasted application, and the right person a moment of doubt.

MGM Resorts uses tall photo cards for each career area and promotes hiring events, so a candidate can see their own kind of work at a glance. Domino's offers three routes in, for stores, supply chain and corporate, and a "Life at Domino's" video. Their approach is described in the Domino's case study.

Job pages: add a manager voice

A job page is where interest turns into an application, so it needs to feel human. Put a short note from the hiring manager near the top, in the first person, between 80 and 150 words. It should say what this team is doing right now, what makes the work hard, and who tends to do well.

A manager note, as an illustration

"I lead the customer team in our Leeds hub. Right now we are halving the time it takes to answer a first call, and that means a lot of change for a small team. It is a good fit if you like fixing things and you are happy to be asked for your opinion. It is a harder fit if you prefer a set script. In your first month you will shadow three colleagues, and by month three you will own one part of the process. You will have my time every week."

That is about 90 words, and it carries a Give (change, opinions, ownership) and a Get (time, shadowing, growth) in a natural voice. Link each job page to a story from the same team. Verizon does something similar with "We invest in you", a warm photo and a bold panel that makes the Get impossible to miss.

Every post, clip and story is a small window onto your EVP. Keep them short, specific and in people's own words. Always link back to the page it belongs to, so a curious reader has somewhere to land. Pinterest uses a photo mosaic and a "Meet" the CEO moment to make leadership feel human, while Canva uses rounded photo tiles around "Design your future". Grab frames "A mission led by values" with a heart motif and a "Life at Grab" section.

Everything in Happydance is content managed, including multilingual content, favicons and graphics, so each region can publish in its own language without waiting for a developer. Customers have reported up to 40 hours a month saved because they manage things themselves.

The quiet corners

Frequently asked questions, confirmation emails, rejection emails and the error page are the places most employers forget. They are also where candidates see whether your voice is real. Answer the worries people actually have. Thank people in a way that sounds like the rest of your careers website. Give the 404 page a human line and a way back to jobs.

Make it easy to keep everything in step

When everything is content managed, an EVP update is a quick edit, not a project. You can change a pillar, a story or a manager note in minutes, and keep every language in step.

Check your shop window once a year

Once a year, walk your careers website as a candidate would, from first search result to rejection email. The question is simple: does what we say still match what it is like to work here? Your EVP is a living promise. If your business, your pay, your hybrid policy or your leaders have changed, your window needs to as well.

Free tool

Your annual shop window check

Tick what is true today. Nothing leaves your browser.

The first screen says why this company, in one honest line
There is a clear way into jobs within one click
A real person or place appears above the fold
The Give and the Get are both visible
At least one hard truth is stated plainly
Each claim has a story, a number or a behaviour behind it
Every job family has a page that says who thrives and who might struggle
Job pages include a short note in the hiring manager's voice
Job pages link to a relevant employee story
The frequently asked questions answer the real worries
Confirmation and rejection emails sound like the careers website
The error page has a human line and a way back to jobs
Someone owns the EVP content, with a review date
Translations and images are kept up to date in every language
You check the shop window once a year

This is the printable version. Switch on JavaScript to use the live calculator in your browser.

EVP on your careers website audit (Word)A page by page worksheet for your annual shop window check.

See it on a live careers website

The best way to get a feel for this is to look at real ones. Our careers website design showcase walks through ten live Happydance careers websites with desktop and mobile views and scroll footage. If you would like your own EVP on show, book a demo and we will show you how it would look.

To read more about how to attract the right people with honest messaging, visit giveandget.net.

Where should you put your EVP on a careers website?

Put a short honest line on the homepage, a full page that shows the Give and the Get with proof, and relevant pieces on team pages, job pages, social posts and the quiet corners such as FAQs and emails.

How do you show your EVP on a careers website?

Answer the question a candidate is asking on each page. On the homepage that is why this company, on the culture page whether they believe you, on team pages where they fit, and on job pages whether they can see themselves there.

Should an EVP have its own page?

Yes. A dedicated page gives you room to show the Give and the Get, the hard truths and the proof. Then bring shorter versions of the same message into other pages.

What is a manager voice on a job page?

It is a short first person note, around 80 to 150 words, from the hiring manager. It says what the team is working on, what makes the work hard and who tends to do well.

How often should you update your EVP content?

Check the whole journey at least once a year, and any time something material changes, such as pay, working patterns or leadership. This is what we call the annual shop window check.

Can we manage our EVP content ourselves in Happydance?

Yes. Everything is content managed, including multilingual content, favicons and graphics, so your own team can edit pages, stories and job page blocks. Customers have reported up to 40 hours a month saved because they manage things themselves.

How to write an EVP Employer brand storytelling Careers website design showcase Employee stories examplesCareers website design best practices