Skip to content


  • Client Logo
  • Client Logo
  • Client Logo
  • Client Logo
  • Client Logo
  • Client Logo
  • Client Logo
  • Client Logo
  • Client Logo
  • Client Logo

Internal communications and recruitment advertising should be as innovative as customer marketing.

See how our one-stop shop can get you there.

Internal communications services

Internal communications audits

Evolve how you stay in touch with your employees.

Employee engagement & experience

Offer programs and experiences that get workers excited and build a strong culture.

Change management communications

Clearly roll out changes in your business and inspire your workers to get on board.

Organizational culture consulting

Forge a high-performing workplace that makes your company stand out and stay ahead.

Leadership vision & alignment

Unify your leadership team under a shared vision.

Annual business meetings

Hold inspiring meetings that motivate people and foster team collaboration.

Sales meetings & training events

Educate and arm your sales team with the knowledge and tools to win.

Recruitment marketing services

Internal & external research

Take the guesswork out of what really matters to your employees and candidates.

Candidate profiles, journey maps & messaging

Get strategic tools that turn insights into action items.

Employer brand & employee value proposition (EVP)

Build an employer brand that speaks directly to the ideal people you want to hire and those already working for you.

Career websites, digital content & job preview videos

Design an impressive job candidate experience on your website that puts you ahead of the pack.

Recruitment communications & marketing strategy

Show them your workplace is the perfect fit with on-brand, consistent messaging at every touchpoint.

Recruitment advertising

Get results from impactful advertising designed to perform.

Recruitment events

Stand out from other employers with exciting recruitment events that land top talent.

Getting started

We’re relentlessly committed to helping our clients succeed and we want to do the same for you. For over 35 years, our clients tell us that our way of partnering is what sets us apart.

step 1


Reach out and describe your challenges. Our first job is to listen. We want to hear about your organization, your challenges and your goals.

step 2


Gather your team to meet with our team. You’ll hear about our solutions and experience. And we’ll continue to gather information and ask questions to identify how our solutions can help.

step 3


We’ll finalize our solution into a detailed proposal with budget and timing information. We’ll ask for your input and feedback to make sure we’ve got it right.

step 4


You’ll work with a dedicated team of internal communications specialists who really care about your success. We’ll welcome you aboard as a new client and ensure you have a great experience working with us.

Why choose us

strategies that work

Strategies that work

We’re creative problem-solvers who live and breathe internal communications and employee engagement. We believe the best solutions come from combining your knowledge with ours.

creative that engages

Creative that engages

We never do anything just because. Sure, we love to create awesome work, but it also has to work. That’s why we’re passionate about creative that connects with people.

yellow target icon

Results that matter

We understand the role internal communication and employee engagement plays in moving your business forward. You can count on us to stay focused on results.


Why should I work with an internal communications agency?

One of the first rules of communication is to know your audience. You should partner with an agency that’s deeply in tune with your audience. A team like JPL specializes in engaging and retaining employees in the workplace. We know how effective employee communication can boost business performance and keep your top talent on board. This kind of employee-focused expertise can be particularly impactful in building greater alignment with mission, vision, purpose and strategic initiatives. Internal communications agencies can also provide guidance on developing metrics to demonstrate the value of internal communications to the business.

What is the difference between internal and external communication?

Internal communications help create a strong culture and community within a company. It makes it easier for information to flow effectively and for teams, departments and regions to work together. It can also boost employee morale and create a sense of pride.

External communications share information with people outside the company, like customers, media, investors, the government and the public. This type of communication affects how people outside the company view your company.

What does internal communications do?

Internal communications refers to all your company’s communication to and from employees. Employees rely on you to equip them with the essential knowledge and information to do their jobs effectively. Most of all, internal communications help connect your team to the company’s culture and purpose.

Increasingly, businesses rely on internal communications to help create high-performing workplaces. It builds strong cultures, increases profits and improves employee satisfaction. All of which help craft an irresistible employer brand. Internal communications isn’t as simple as an office memo. It’s a series of strategic moves that deliver major perks and measurable long-term business success.

What are the different types of internal communication?

Internal communication can include leadership and manager communication, as well as how important information is disseminated through an organization. It also includes communication handled by the Human Resources team, such as fostering the company’s culture, promoting employee value propositions and improving the overall employee experience and recognition.

Traditionally, internal communications have focused on sharing information. A 2023 Gallagher study found that top goals now include creating a positive workplace culture and aligning business goals.

Now more than ever, internal communications work cross-functionally to handle challenging issues like:

  • Communicating with workers who are remote, hybrid or deskless (or non-wired)
  • Reducing employee turnover
  • Helping employees adapt to rapid changes in the business and industry

All of this requires rethinking the way we work and communicate.

What are internal communication channels?

There are many kinds of internal communication channels. New platforms and technologies are significantly impacting the way organizations communicate internally. This includes better ways to reach specific people and allowing employees to find information that matters to them. It also allows them to connect with others outside of their team and join discussions within the organization.

Internal communication channels might include:

  • Email
  • Newsletters
  • Blogs
  • Podcasts
  • Videos
  • Virtual or in-person town halls or meetings
  • Digital signage
  • Collaboration tools
  • Employee apps
  • Instant messaging
  • Bulletin boards
  • Physical signage
  • Employee listening platforms
  • Intranets
  • And people managers—an often overlooked yet powerful channel to communicate with your employees.

Knowing how your employees want to be communicated with and how to use channels well is essential because there are many options. An internal communications audit can help you understand and find ways to improve your internal communication channels.

What are the benefits of improving employee communication?

Effective employee communication can benefit your company in many ways. Good employee communication leads to a happy and motivated team. A team that knows what is important to the company’s success and what behaviors are expected. When employees feel informed, they feel trust in leadership. Trust builds a positive work culture. Trust is vital for a company’s success and for teams to work well together. When your employees are engaged, they put in extra effort to help the company be successful.

One of the best ways to define and demonstrate the benefits of effective employee communications is to develop an employee communication strategy. The strategy should include metrics linked to KPIs and desired business outcomes. This will allow you to demonstrate the tangible benefits and strategic value of improving employee communication.

What is a disengaged employee?

A disengaged employee no longer wants to work hard for your organization. Some signs of disengagement include not showing interest in their work, doing the bare minimum and being quiet or withdrawn. They may also start to have a negative attitude, which can affect your workplace’s overall mood and culture. Disengaged employees can harm your business strategy and productivity.

What is an employment brand?

An employment brand (or employer brand) is designed to position an organization as a great place to work. It provides a framework for telling the story of why people would want to work there. Employer brand spans everything from mission, vision and values to culture, work environment and reputation. The process of defining an employer brand is known as employer branding.

An effective employer brand should reflect the perspectives of current employees and carry an understanding of an organization’s talent competition. It’s also important that an employment brand complement the corporate brand.

What is employer branding vs. recruitment marketing?

An employer brand is the positioning an organization uses to differentiate themselves in the talent market.

Recruitment marketing describes when the employer brand is used to attract talent. This involves building awareness and interest in an organization as a potential employer, as well as getting people to apply to your organization and choose to work for you. Recruitment marketing takes job candidates on a journey from “tell me more” to “I am interested” to “I want to work there.”

While both employer branding and recruitment marketing have long been a staple of talent acquistion, they can also play a big role in talent retention. With large numbers of people passively or actively open to new job opportunities, there can be tremendous value in reinforcing the employment brand throughout the employee lifecycle. We call this “re-recruiting” current employees and reminding them why they want to stay.

Let’s stay in touch

Looking for fresh ideas and a little inspiration? Sign up for Relentless Insights, our internal communications & recruitment marketing newsletter. We promise to send you only good stuff and not spam you.


* Indicates required field

This form is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.


471 JPL Wick Drive
Harrisburg, PA 17111


1411 Broadway
New York, NY 10018


One Roberts Avenue
Glenside, PA 19038