This thesis investigated how strategic talent management relates to employer branding
and employee engagement in private companies in Greece. A quantitative methodology was employed using primary data gathered through a questionnaire distributed via Google Forms and social media platforms. The sample consisted of 121 employees working across different industries in Greece. The questionnaire included demographic and work-related questions, as well as 28 items measuring three main variables: employer branding, talent management and employee engagement. The data were analyzed using SPSS version 29 through descriptive statistics, Pearson correlation analysis, and linear regression analysis. The findings showed that talent management practices were perceived at a moderate level, while employees reported relatively positive perceptions of their organization’s employer branding and a relatively high
level of employee engagement. Furthermore, the results revealed substantial positive
associations between talent management and employer branding, talent management and employee engagement, as well as employer branding and employee engagement. The regression analysis further confirmed that talent management significantly predicts both employer branding and employee engagement, while employer branding also significantlypredicts employee engagement. Overall, the findings suggest that talent management and employer branding strongly affect employees’ perceptions of their organization and their level of engagement. Companies that invest in their people and consistently deliver on their employer value proposition are more likely to build a committed and engaged workforce.