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Leadstars vs MrWork

Two agencies that both bring in candidates through advertising, but built for different clients. Below is what MrWork demonstrably does better, and the one point where we make the difference.

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MrWork of Leadstars?

MrWork is a Dutch recruitment marketing agency strong in social media reach and employer branding campaigns for larger employers: they build hiring campaigns on Meta, LinkedIn and TikTok and combine those with brand-level labour market communication. Leadstars works exclusively for temp staffing agencies, secondment firms, search & selection firms and executive search, and delivers new clients as well as candidates through the Client Acquisition System. We work on a retainer with an implementation fee and guarantee the agreed lead volume, with a 7-day delivery guarantee. If you want brand campaigns for a large employer brand, MrWork fits better.

Last updated: 4 September 2026

Honest comparison

Them versus us

Key takeaways

  • MrWork is stronger at pure social media reach and at employer branding campaigns for larger employers.
  • Leadstars serves staffing intermediaries only: temp staffing, secondment, search & selection and executive search.
  • Alongside candidates, Leadstars delivers 5 to 20 qualified client leads per month through CAS.
  • MrWork's rates are not public; we publish no estimate here.

Where MrWork is stronger

MrWork builds hiring campaigns on social media and does it at scale. If your goal is to reach a large, passive audience and keep your employer brand consistently visible on Meta, LinkedIn, Instagram and TikTok, that is their territory. They think in terms of reach and brand building, not just the last click.

For larger employers with their own recruitment department that is often exactly the right approach: the internal team fills the vacancies, the agency makes sure the audience knows the brand before the vacancy goes live. We deliberately do not do that brand side — we are built for acquisition.

  • Pure social media reach: campaigns across Meta, LinkedIn, Instagram and TikTok.
  • Employer branding campaigns for larger employers, including brand story and continuous visibility.
  • Works beyond one sector, including end employers outside the staffing and secondment market.

Where Leadstars is stronger

We win on one axis, and it is a narrow one: exclusive specialisation in temp staffing agencies, secondment firms, search & selection firms and executive search, combined with a guaranteed lead volume on a retainer. We take on no corporates, no webshops and no employers recruiting for themselves. That makes every campaign we build a variant of a campaign we have already run in this market.

The second difference is that an agency has to win two markets at once. Candidates through the Job Acquisition Machine, clients through the Client Acquisition System. Most recruitment marketing agencies only serve the candidate side, because their clients are end employers.

  • Staffing and recruitment intermediaries only — no end employers, no other sectors.
  • Candidate acquisition (JAM) and client acquisition (CAS) from the same system.
  • Retainer with an implementation fee, and a guarantee on the agreed lead volume: if a campaign does not deliver, you do not pay for the shortfall.
  • 7-day delivery guarantee: the first leads arrive within a week of going live.

Side by side

 LeadstarsMrWork
Type of clientTemp staffing, secondment, search & selection and executive search onlyBroader, with an emphasis on larger employers with their own recruitment team
Strongest pointCandidate and client acquisition for agencies, with guaranteed lead volumeSocial media reach and brand-level employer branding
Client acquisition (new clients)Yes — CAS, 5 to 20 qualified leads per monthNot their core proposition
ModelRetainer with implementation fee, guarantee on the agreed lead volume, delivery within 7 daysNot public
RatesOn request, depending on the agreed volumeNot public

What we do not know

None of this is public. We deliberately leave it blank rather than fill it with estimates.

  • Rates and contract terms: not public. Ask the agency directly.
  • Client count, team size and revenue: not public. We publish no estimates here.
  • Campaign results: judge them on the cases they publish themselves, not on our reading of them.
Honest comparison

When Leadstars is not the right fit

Four or five situations where another agency serves you better. That is not modesty, it is the shortest route to a useful conversation.

You are a corporate with your own in-house recruitment team. Then you buy capacity or tooling, not an external acquisition system.

You want a one-off employer-branding project: brand research, EVP, visual identity, campaign concept. That is project work, and creative agencies are better at it.

You only want to buy creative production — video, photography, copy — and handle distribution yourself.

You have no commercial process to follow up leads. Guaranteed volume delivers nothing then, because the leads go stale.

You sit outside temp staffing, secondment, search & selection or executive search. We do not take those clients on.

Frequently asked questions

Pure social media reach and employer branding campaigns for larger employers. If your goal is labour-market brand visibility and you have an internal recruitment team filling the vacancies, their approach fits better than ours.

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30.000+

leads delivered.

5.0

rating on Google.

From the very first moment it was clear we were dealing with a professional, reliable partner who understands what it takes in recruitment and talent acquisition.
Yves van Rey

Yves van Rey

HeadStaffing

Leadstars — Recruitment Marketing

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  • A concrete plan for your vacancies and your client acquisition
  • A review of your current channels
  • Clear next steps
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