Meet Brenna Perez: Recruitment Marketing Specialist

Brenna Perez joined the Acrisure team in March of 2025. We asked Brenna to share what her role of Recruitment Marketing Specialist for Acrisure is like in this Employee Spotlight.

As one of the first members of Acrisure's innovative Talent Enablement Team, Brenna has played an integral role in supporting the organization's recruiters and helping candidates find their perfect job at Acrisure. 

New to the world of Recruitment Marketing and Talent Branding? Read on to learn more about how this function supports Talent Acquisition teams.

What does a typical day look like for you?

Recruitment Marketing and Talent Branding is a unique role where I can apply my skills in innovative ways each day.

There are always jobs that could benefit from marketing support to build applicant pipelines, and the talent acquisition industry is constantly evolving.

In a given day, I am often attending intake conversations for jobs that need recruitment marketing support, webinars to learn about the latest trends, and having meetings with coworkers to get updates on projects.

I’m also focused on working through my list of ongoing short-term projects, like the creation of marketing plans for hard-to-fill jobs, and long-term projects, like updates to our careers site or vendor implementations.

One of the parts of the job I’m most passionate about is creative work. Recruitment marketing requests often involve graphic design for job advertisement assets, copy creation, and the assembly of marketing plans.

While these efforts make up the bulk of my day-to-day–I am equally focused on bigger long-term projects. I am working to move the needle on larger, talent brand-focused projects, like the development of LinkedIn Life pages, or internal recruiter material development. I also review our Glassdoor and Indeed company pages to respond to new reviews and track sentiment over time.

What departments do you collaborate with most (e.g., Talent Acquisition, Comms, DEI, etc.)?

Recruitment Marketing is fun because you get to collaborate with all lines of business!

Every department will be hiring at some point in time and need support in their marketing initiatives. Most often, I work directly with the Talent Acquisition team, specifically our recruiters and sourcers, but I often get exposure to the Hiring Managers for all the different departments as well. For our talent branding initiatives, I lean on our HR, Communications, Marketing, IT, Website Development, DEI, and Learning and Development teams for support to turn my big ideas for branding into reality.

How do you approach building a new recruitment marketing campaign?

First, it’s important to understand why the hiring manager or recruiter has asked for a campaign. Recruitment marketing assistance is often requested when a posted job is either:

1. Hard to fill, or
2. Urgently needed.

Quality vs quantity of applicants also comes up often.

I created a form that recruiters fill out when they are submitting a campaign request that helps explain the need for recruitment marketing support. Fully understanding the main details of the role is step one. Once the baseline information is collected in the form, I can review the details and develop a campaign that will solve for the need. If anything is still unclear after reading through the form response, I will ask for an intake meeting with the recruiter or hiring manager.

A recruitment marketing campaign is built on both physical assets and strategies for utilizing those assets. I usually start with the strategy so that I know what assets need to be created. A strategy involves considering the “who what when where why” of the job that needs support.

• Who is your target audience, and who can best reach that audience with the assets we develop?
• What assets do we need to create, and what already exists?
• When should we share them?
• Where will these assets be shared?
• Why does this plan solve the problem or meet the need?

Once the strategy is set, it’s time to create the assets that will be used to accomplish our goals. These could include graphic designs that advertise the job, videos about the company, copy for a post about the job, or budget for a paid advertisement, just to name a few.

No two campaigns are ever exactly alike.

Finally, it’s time to deliver both the strategy and the assets along with a detailed description of how to use them and why they solve the problems that spurred the campaign request. Once the campaign goes live, it’s also important to track its performance, so that future campaigns can be improved based on the results.

What do you think candidates care about most when engaging with employer content?

I like to think back to every time I have been in the market for a new job and remember what I wanted out of the experience when engaging with employer content.

For me personally, I always had a specific need in mind. When I was laid off, I needed a responsive employer to get me back to work quickly. When I was looking to get into the specialty role of recruitment marketing, I needed an employer who understood the value of the function. So, in general, I think each candidate comes into the research process for a potential employer with a specific need in mind, and it’s our job to use the assets available to us to share as much information as efficiently as possible.

Candidates want to feel seen and heard by your brand. The more easily a candidate can meet their need, whether that be finding the answer to their questions or discovering a job opportunity that checks all their boxes, the more likely they are to consider your organization as a potential employer and submit their application.

What’s your favorite part of the job?

My favorite part of the job is that no two days are ever the same. Although the strategies and skills I use are consistent, which allows me to continually develop my expertise, each day offers an opportunity to be creative and curious. Testing a fresh marketing tactic, a different kind of copy, or a new graphic to see what performs the best keeps the job from ever feeling repetitive.

Plus, marketing is everywhere, which means the opportunities for continued inspiration are endless!

About Acrisure

Acrisure is a fintech company on the rise that puts the world’s top products and services into the hands of ambitious businesses and individuals. Join our team to make your next chapter the best one yet. Learn more and explore our open roles.