How startups can use nostalgia marketing to build trust, spark loyalty and stand out with storytelling, vintage design and emotional connections.
Updated
January 8, 2026 6:35 PM
Vintage beer pong posters showcasing colorful, diverse designs from different eras in one collection. PHOTO: FREEPIK
Turning the subtle power of nostalgia into meaningful marketing.
Think of nostalgia as a time machine for brands—it doesn’t just take people back; it brings their emotions forward. And emotions sell. For those who are unfamiliar, nostalgia marketing is a strategy where brands use elements from the past—like familiar sights, sounds, or stories—to evoke warm memories and emotional connections with their audience.
This emotional pull isn’t just anecdotal—research shows its real impact: according to The Team and Forbes via The Drum, 80% of millennials and Gen Z are drawn to brands tapping into nostalgia, while 92% of consumers say nostalgic ads feel more relatable. And for startups competing in noisy markets, this is a goldmine.
In this article, we’ll explore why nostalgia marketing can be a game-changing strategy for your company.
Out of all the popular marketing methods—like influencer partnerships or attention-grabbing ad campaigns—nostalgia is unique because its impact starts intrinsically, in the brain. By triggering the release of dopamine, a reward-system neurotransmitter, Nostalgia evokes feelings of warmth, happiness and comfort. Consequently, people don’t just remember a moment—they relive it. Take, for instance, your favorite cereal brand bringing back childhood cartoon characters or using retro fonts and colors. You might choose it over a healthier breakfast option simply because it reminds you of the mornings you enjoyed as a kid. Similarly, speaking of stirring fond memories, Coca-Cola has mastered this effect, using classic holiday ads, vintage packaging, and iconic imagery. Those associations make people see Coke as more than a drink—it’s a familiar feeling they’re willing to pay extra for.
New marketing campaigns can spark curiosity but often trigger skepticism—especially when audiences lack prior connection to the brand. Nostalgia marketing breaks down this barrier by tapping into familiarity, using retro jingles, vintage fonts, pastel colors, or familiar packaging that immediately resonate. This recognition builds an emotional connection and trust with the brand. More importantly, it fosters social connectedness by making consumers feel part of a larger community—giving that reassuring “others remember this too” feeling. As a result, this sense of belonging reduces loneliness, strengthens warmth and trust, and encourages word-of-mouth sharing, naturally amplifying the campaign’s reach and impact.
While luxury brands can afford massive campaigns, startups and small businesses can tap into nostalgia as a cost-effective storytelling tool. In a world where marketing often chases the “next big thing”—from AI to futuristic tech—nostalgia offers the opposite: a chance to revisit the past. More importantly, nostalgia allows brands to stand out in a crowded, fast-scrolling feed by delivering something comfortingly familiar with a fresh twist. Think of Polaroid: in an age where smartphones boast crystal-clear cameras, it wins hearts with pastel hues, a vintage lens, and the tactile charm of instant prints—selling not just images, but a moment that feels straight out of the past.
The same principle worked brilliantly for Tiffany & Co., whose 185-year-old brand refresh featured Jay-Z and Beyoncé in a Breakfast at Tiffany’s-inspired campaign, blending timeless charm with contemporary star power and racking up millions of views. In essence, when done right, nostalgia doesn’t just market a product—it invites people to relive a story they already love.
Nostalgia resonates across generations speaking to diverse audiences. For Millennials, it’s a chance to relive the cultural touchpoints of their youth, while Gen Z approaches it with curiosity, eager to explore eras they never experienced firsthand. This crossover creates a unique marketing sweet spot: one group is driven by memory, the other by discovery. Pokémon proves this power by keeping lifelong fans engaged through retro trading cards while introducing younger audiences to its history. Similarly, Nike used nostalgia to bridge two different generations by reissuing retro classics, keeping both longtime fans and new sneakerheads excited. By appealing to both memory and curiosity, brands can create lasting connections that keep different generations engaged at once.
Nostalgia can be your startup’s non-cliché marketing mantra. Imagine a small bookstore that offers handwritten recommendation cards designed like vintage library checkout slips. This simple touch invites customers to slow down and rediscover the joy of reading. Or picture a local coffee shop serving drinks in mugs inspired by classic diner ware, evoking comforting memories of simpler times. Overall, the lesson is clear: combining nostalgic design with stories that connect people to shared moments creates emotional warmth and trust. Thoughtful nostalgia turns everyday products into meaningful experiences—building loyal communities eager to return.
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Structured AI interviews and human judgment combine to address the global talent shortage
Updated
April 1, 2026 8:56 AM
ManpowerGroup World Headquarters in Milwaukee. PHOTO: ADOBE STOCK
As hiring pressures mount across global markets, ManpowerGroup is turning to technology to strengthen how it connects people to work. The workforce solutions major has announced a global partnership with Hubert, a startup focused on AI-driven structured interviews. The aim is simple: make hiring faster and fairer, without removing the human touch.
ManpowerGroup has spent decades operating at the center of the global labor market. The company works with employers across industries to fill roles, manage workforce planning and build talent pipelines. With millions of placements each year, it has a clear view of how strained hiring has become. A large share of employers today report difficulty finding skilled talent. At the same time, candidates expect more transparency, quicker feedback and flexibility in how they engage with employers.
Hubert enters this picture as a specialist in structured digital interviewing. The startup has built tools that allow candidates to complete interviews online, at any time, while being assessed against consistent criteria. Instead of relying on informal screening calls or resume filters, its system focuses on standardized questions tied directly to job requirements. The idea is to bring more consistency to early-stage hiring.
The partnership brings these capabilities into ManpowerGroup’s global operations. AI-powered interviews will now support the first stage of screening, helping recruiters identify qualified candidates earlier in the process. This does not replace recruiters. Final decisions and contextual judgment remain with experienced hiring professionals. What changes is the speed and structure of the initial assessment.
For employers, this could mean earlier visibility into job-ready talent and less time spent on manual screening. For candidates, it offers more flexibility. A significant portion of interviews on Hubert’s platform are completed outside regular office hours, allowing applicants to engage when it suits them. That flexibility can make a difference in competitive labor markets where timing matters.
The collaboration is also positioned as a step toward reducing bias. By evaluating each candidate against the same transparent standards, the process becomes more consistent. While no system can remove bias entirely, structured assessments can reduce the variability that often comes with unstructured interviews.
At its core, the partnership addresses a gap many large organizations are facing. They need scale and speed, but they cannot afford to lose the human judgment that good hiring depends on. Manual processes are too slow. Fully automated systems can feel impersonal and risky. ManpowerGroup’s approach suggests a middle path, where technology handles repetition and structure and recruiters focus on potential and fit.
The move also reflects a broader shift in the workforce industry. AI is no longer being tested on the sidelines. It is being built into the foundation of hiring operations. For established players like ManpowerGroup, the challenge is not whether to adopt AI, but how to do so responsibly and at scale.
By working with Hubert, the company is signaling that the future of recruitment will likely blend structured digital tools with human expertise. In a market defined by talent shortages and rising expectations, that balance may prove critical.