recruitment marketingfor hard-to-fill roles.
Turn hard-to-fill vacancies into a predictable candidate pipeline. Paid campaigns, recruitment landing pages and candidate funnels that qualify applicants before they reach you, tracked from ad to hire.
Cheap applications are easy. Twenty people who can actually do the job, and who hear back within a day: that's the hard part, and that's what we build for.
Qualified candidates.
Not cheap clicks.
Tracked to hire.
where we find candidates
Good candidates rarely browse job boards. We reach them where they already scroll, search and network.
Meta
Instagram
LinkedIn
Google
YouTube
TikTok
what we do
Everything it takes to turn a vacancy into a steady flow of people who fit.
(01) Paid recruitment campaigns
Campaigns on Meta, Instagram, LinkedIn, Google and TikTok, aimed at the people you want, including those who aren't actively looking.
(02) Recruitment landing pages
One page per role or role group, fast on mobile, that sells the job honestly: pay, hours, team, and what the work is actually like.
(03) Candidate funnels
Short application flows that work on a phone, instead of a CV upload that loses most people halfway.
(04) Creative & offer testing
Hooks, visuals and the offer itself tested against each other: pay up front, flexible hours, the team, the growth path.
(05) Tracking & attribution
Every applicant traced back to the campaign, ad and page they came from, so budget goes to what brings hires, not clicks.
(06) Candidate qualification
Knock-out questions and short screening built into the funnel, so your recruiters talk to people who fit.
(07) Recruitment automation
Instant confirmations, reminders and hand-offs to your ATS or CRM, so no candidate waits three days for a reply.
sound familiar?
Recognise a few of these? Then your current hiring setup is costing you candidates.
- Vacancies stay open for months
- Job boards bring volume, but few people who fit
- Applicants drop off halfway through a long form
- Nobody knows which channel brings actual hires
- Recruiters spend their days screening instead of hiring
how it works
From intake to a pipeline that gets better every week.
Intake
Which roles, what's a must-have, and what is a good hire worth to you?
Offer and funnel
Landing page, application flow and qualification questions.
Launch and measure
Campaigns live, tracked from ad to hire.
Test and scale
Weekly tests on creative and offer. Budget goes to what brings hires.
what it costs
What recruitment marketing costs depends on what goes into it. This is what drives the price.
(01) What drives the price
The number of roles and regions, the platforms, and whether we build the landing pages and automation.
(02) Ad budget
Paid directly to the platforms, from your own ad accounts. We'll tell you upfront what a role realistically needs.
(03) Management
Custom pricing after a short intake, once we know the roles and volumes.
questions
The questions we get asked most.
What is recruitment marketing?
Using marketing to attract candidates: paid campaigns, landing pages, funnels and tracking, aimed at the people you want to hire rather than at customers.
How is this different from a recruitment agency?
A recruitment agency finds and places candidates for a fee per hire. We build the pipeline for your own team: campaigns, pages and funnels you keep, with applicants coming straight to you.
Which platforms do you use?
Whichever reach the people you're hiring, usually Meta and Instagram, LinkedIn, Google and TikTok. The right mix depends on the role.
Does it work with our ATS?
Usually, yes. Applicants can go straight into your ATS or CRM, and we track who gets hired, so campaigns optimise for hires.
How do you avoid a flood of unsuitable applicants?
With qualification built in: clear information about the role, knock-out questions, and targeting based on who actually got hired, not on who clicked.
go deeper
Where this connects to the rest of what we do.
vacancies open too long?
Book 30 minutes. We'll look at your hardest roles and what a candidate funnel for them would look like.