Globalization and facilitated labor migration possibilities for highly-qualified employees have increased the issues of brain drain in many countries. The purpose of this research is, therefore, to identify how the employer branding strategies of organizations can be adapted in order to attract highly-qualified employees. The employer attractiveness perceived by people who left for work abroad is investigated alongside the current trends in employer branding strategies of organizations. Based on previous research, it is crucial to understand how organizations' employer branding relates to the perceptions of employees, rather than focusing on employer attractiveness in general. The study therefore covers the existing gap between the current employer branding efforts of organizations and the perceptions and expectations of potential employees. The research method was based on the interpretivist philosophy and thematic analysis of the qualitative data. By conducting seven qualitative semi-structured interviews per each data set of organizations and individuals who left the country for work abroad, this research covers perspectives from both sides of the issue. This study has, thus, identified several areas in employer branding strategies that can be adapted to the wants and needs of highly-qualified employees. Specifically, the employer value proposition and the attractiveness related values are studied. These refer to the economic, development, social, diversity and reputation value. Recruitment channels are also studied as an employer branding strategy. The results have identified how organizations can, practically and concretely, improve their employer branding strategies and thus also increase their attractiveness as an employer. These implications are not only relevant for companies and highly-qualified employees, but also for counteracting the severe consequences of brain drain.