For employers

Onedegreecareers is a careers publication with a hiring audience attached. People arrive here to work out what to do next — read a salary negotiation guide, rebuild a resume, book an hour with a coach — and they are, by definition, either looking or about to be. That is a narrower and more useful audience than a job board's raw traffic, and it is the only thing we sell.

What we offer

Sponsored guidance. A piece written to our editorial standard on a subject your team genuinely knows — how your engineering interviews actually work, what your graduate scheme looks like from the inside, how progression is decided. Clearly labelled, edited by us, and useful whether or not the reader ever applies to you.

Newsletter placement. A single sponsored slot per issue, sold to one employer at a time, in the same format as the rest of the letter. No banner units and no takeovers.

Category sponsorship. Association with one field guide — software engineering, healthcare, finance — for a fixed period, on a page people reach through search rather than through a feed.

What we don't do

We don't sell ranked lists, "best places to work" placements, or awards. We don't run advertorial that pretends to be editorial. We don't sell reader data, and we don't hand over the newsletter list under any arrangement. If a piece of work would require us to tell readers something we don't believe, we will say no and it will not be negotiable.

We also don't operate an applicant tracking system or take a fee per hire. If you need a job board, there are good ones; this isn't that.

How it works

Tell us what you're actually trying to solve — a role you cannot fill, a reputation problem in one function, a graduate pipeline that dries up in the second round. We will say whether our readership is any use to you, and if it isn't we will say so in the first email rather than the fourth.

Editorial control stays with us: we write it, you check it for factual accuracy, and we publish. Timelines are usually three to four weeks from brief to publication. Everything is priced flat, agreed in writing, and invoiced on publication.

If you are here to hire better rather than to advertise

Most of what fixes a hiring problem costs nothing. Publish the salary. Cut your process to three stages and tell candidates the stages up front. Reply to everyone who reaches an interview, including the ones you reject, and reply within a week. Brief your interviewers on what they are assessing so two of them don't ask the same question. Write the job description around what the person will do in the first six months rather than around a wishlist of tools.

Those five changes will do more for your offer-acceptance rate than any campaign we could sell you, and we would rather say that here than pretend otherwise. If you want the longer version, our employer resources cover the hiring process from the candidate's side, which is the view most teams never get.

Getting in touch

Write to us through the contact route in the footer with the role or the problem, your rough timescale, and whether there is a budget attached. We answer every enquiry, including the ones we turn down, and we will tell you why.