Recruitment that measurably delivers candidates
The best people today don't need to be found — they need to be convinced. Recruitment marketing treats hiring the way you treat customer acquisition: targeted campaigns, a strong employer brand and measurable applicant numbers. We do it with the experience of thousands of filled positions — from blue-collar to professional roles.
Does any of this sound familiar?
The job ad nobody applies to
You posted the opening on the usual job boards and got 4 applicants — two of whom never showed up for the interview. Meanwhile your competitor hires for the same role every week.
Recruiting that burdens HR
Your HR team spends 80% of its time writing ads, screening and handling no-shows — while management keeps asking why the position still isn't filled.
The company candidates know nothing about
Your company is a great place to work — but only the people already working there know it. A candidate googles your name, finds an outdated careers page and two old reviews, and moves on.
What is recruitment marketing — and why does it work better?
Classic recruiting waits for the candidate to actively look for a job. But most of the best people aren't actively looking — they're working somewhere, and they'd be open to a better opportunity if it found them.
Recruitment marketing does exactly that: it puts the marketing toolkit — targeted ads, content, employer branding, a conversion-optimised career site — to work for your hiring. We plan and measure the candidate journey just like a sales funnel:
And because we measure every step, you know exactly what an applicant and a hired employee costs — per channel, per campaign, per position.
How do we build an effective recruitment engine?
Hiring campaigns
Targeted Facebook, Instagram, TikTok and Google campaigns for your open roles — in front of the right people, with the right message. We're especially strong in blue-collar roles: we know where and how to reach the audience that job boards no longer deliver.
Employer branding
We uncover and articulate why your company is a good place to work — then communicate it consistently at every point where candidates meet you. A strong employer brand isn't a luxury: it makes every campaign you run cheaper.
Career site design and development
Your career site is the landing page of your recruiting — and at most companies it's the weakest link. We build conversion-focused, mobile-friendly career sites where applying takes 2 minutes, not 20 — and if needed, we integrate it with your existing ATS so applications flow straight into your HR process.
Content and community experience for candidates
Employee stories, behind-the-scenes content, videos — the kind of content that lets candidates picture themselves working with you. We work with authentic, UGC-style formats, not stock-photo “team building” images.
How does the collaboration work?
Recruitment audit
We review your current hiring channels, career site, job ads and candidate experience — and show you where you're losing applicants. The audit alone gives you an actionable plan.
Strategy and messaging
For each position we define the target group, the channels and the messages — because you don't reach a forklift driver in the same place or with the same words as an engineer.
Campaigns and content
We launch the campaigns and produce the creatives and content. Applications come in real time — and you follow on a dashboard which channel delivers what.
Measurement and optimisation
We optimise weekly based on the numbers: cost per applicant, cost per show-up, cost per hire. What doesn't deliver gets switched off; what does gets scaled.
How much does recruitment marketing cost?
You can choose between two ways of working together — both measurable, both built around your open positions.
Fixed campaign fee + media budget
Campaign-based
For filling a critical position or a hiring wave fast. You know exactly what you're signing up for: a fixed campaign fee, a transparent media budget — and applicants from the first week of the campaign.
Monthly retainer
Ongoing recruitment partnership
We run your entire recruitment marketing on a monthly retainer — campaigns, employer branding, content and measurement. It's our outsourced marketing model, tailored to hiring.
In both cases you get a precise estimate of the expected cost per applicant before any campaign goes live — based on benchmarks built from the data of thousands of filled positions.
Get a quote for your positionsWho is recruitment marketing for — and who isn't it for?
It's a good fit if…
- you hire regularly and at volume — especially blue-collar, retail or customer service roles;
- job boards and traditional ads no longer bring enough applicants;
- your HR team's capacity should go to screening and interviewing, not ad management;
- you want to build for the long run: an employer brand that makes every future hire cheaper.
We're NOT the right solution if…
- you're filling a single, highly specialised executive position — that's headhunter territory, not marketing;
- you're looking for a recruitment agency that also interviews and screens — we deliver the applicants, the selection stays with you;
- you expect instant miracles with zero budget — recruitment marketing is measurable and efficient, but it doesn't work without media spend.
Frequently asked questions about recruitment marketing
What's the difference between recruitment marketing and a recruitment agency?+
A recruitment agency screens and places candidates — for a success fee, per head. We build up your applicant flow: campaigns, brand and a career site that brings candidates continuously and predictably. Over the long run this means an order of magnitude lower cost per hire.
Which positions does it work best for?+
It's strongest in volume hiring: blue-collar roles, manufacturing, logistics, retail, hospitality, customer service — wherever you need to hire several people a month. But we also build campaigns for office and professional roles.
How soon do the first applicants arrive?+
Within days of the campaigns going live — by the end of the first week you'll see real cost-per-applicant numbers. Employer brand building is a longer game, but that's what makes your next campaigns cheaper.
How do I know it's worth it?+
We measure everything: cost per applicant, cost per interview show-up, cost per hire. You can compare it with your job board and headhunter costs — the numbers decide, not us.
Do you also screen the applicants?+
Pre-screening, yes: qualifying questions built into the campaigns filter out those who don't meet the basic requirements (shift availability, driving licence, location). Selection and interviewing stay with your HR team.
What if we don't have a career site?+
We'll build it — designed for conversion. If needed, we start with campaign-specific landing pages so you don't have to wait weeks for the full career site.
Does it work for small companies too?+
The model scales: for a 50-person company we work campaign-based on critical positions; for a company with hundreds of employees hiring continuously, we work in a monthly partnership.
Can you recruit for multiple sites and shifts at the same time?+
Yes — that's exactly what volume hiring is about: campaigns targeted per site and per position, with central measurement. We have the experience of thousands of filled positions in this setup.
Let's calculate what your next hire will cost
The first consultation is free: we review your open positions and current channels, and give you a realistic estimate of the expected cost per applicant. From there, the numbers do the talking.
Get a free recruitment audit