An average UK early-careers funnel loses 65% of starts before complete-application, then another 35% of offers before acceptance. Most of that drop-off is invisible — it doesn’t show in any TA dashboard until the offer-decline rate spikes. Candidate Attraction & Engagement instruments the funnel and runs nurture sequences that put the leaks back.
The standard early-careers funnel acquires a candidate, loses them between application-start and complete, loses more between complete and assessment-completion, and loses the rest between offer and acceptance. Most teams have visibility on the first and last numbers and almost none on the middle.
Which means the marketing spend that brought a candidate in is wasted twice — once because they didn’t complete; once because they took a competing offer you didn’t know they had. The fix isn’t more spend; it’s instrumentation and nurture.
When the offer-decline number lands in the year-end review, the easy explanation is “the brand isn’t strong enough” or “we’re paying below market”. Sometimes that’s true. More often, the candidate had a parallel offer from a brand that engaged better between application and decision — and you didn’t know they did, because the funnel didn’t tell you.
Attraction without nurture is just expensive top-of-funnel.
Candidate Attraction & Engagement is the combined solution: multi-channel attraction across our 1.1M-candidate GetMyFirstJob network plus structured nurture sequences powered by TalentConnect. The instrumentation gives you a per-stage, per-channel view of where candidates are dropping; the nurture programmes hold them warm with personalised, evidence-led content to offer-acceptance. Most clients see the offer-acceptance number move within the first cohort.
Featured · Causeway Education
Causeway Education used TTP to handle attraction, nurture and screening for their 2025 graduate intake. Multi-channel attraction across our schools network, owned channels and paid; behavioural-evidence nurture from application through offer; full instrumentation. The qualified pipeline grew 4.2×, the offer-acceptance number moved from 71% to 89% in one cycle, and the in-house team got 58% of its TA time back to do the work that mattered.
Candidate Attraction & Engagement is the front of the funnel. Its job is to bring the right candidates in, hold them through the stages, and hand a high-quality, properly-engaged shortlist to whatever sits next — usually Application Management and the Assessment Platform.
If you’re running a full-service Recruitment Outsourcing engagement with us, attraction and engagement are usually included in the scope. If you’re running it in-house, TalentConnect is the platform we ship.
Most clients start with a 60-minute funnel audit: we plug your last cycle’s data into our drop-off model and tell you, per stage and per channel, where the leak actually is. No commitment; you walk away with a numbered list of things to fix and a sense of what’s worth fixing first.
For candidates →