Healthcare staffing marketing
Healthcare staffing competes for the same clinicians as every hospital system and every other agency in the state, while the facility side is bought by a small number of people who already have vendors. Both sides need their own program.
Healthcare staffing agencies recruit nurses through marketing by reaching clinicians who are not actively searching: paid social campaigns per specialty and region, distribution to job boards and AI sourcing on the agency's existing database, with fast follow-up on every applicant. Leadstars runs this for healthcare staffing firms with the Job Acquisition Machine (JAM), including distribution to 15+ job boards, and wins facility clients through the Client Acquisition System (CAS). Healthcare and certified profiles sit at the high end of €8.96 to €30.51 per candidate in our own campaigns. Leadstars, adds a dedicated BDR who follows up both candidates and clients and delivers within 7 days.
Last updated: 22 September 2026
Key takeaways
- Two programs, one team: clinician applicant flow and facility demand.
- Clinician campaigns are built per credential, shift pattern and market, because those decide whether the offer is relevant.
- Facility outreach targets decision makers at organizations showing hiring activity, and books meetings rather than closing contracts.
- One package with no setup costs and a dedicated BDR, first campaign live within 7 days.
- Campaign metrics only: we report leads and applicants, never placements, fills or revenue.
The clinician side: relevance beats reach
A travel contract, a per diem shift and a permanent floor position are three different products. Advertising them under one campaign wastes budget on people who were never going to take that assignment, and it drags the cost per applicant up across the board.
We split campaigns by credential, shift pattern and market, and lead with the specifics a clinician screens on: unit, ratio where you can state it, shift, start date and rate structure. Multi-channel job distribution puts the same opening on 15+ job boards while paid social carries the targeted version.
- Separate campaigns for travel, per diem, local contract and permanent.
- AI sourcing reactivates clinicians already in your database before paid spend goes up.
- Compliance-safe copy: we state only what your team can stand behind.
The facility side: meetings with people who are already hiring
Facilities rarely switch vendors because of an ad. They switch when a current vendor misses coverage and someone credible is already in the conversation. That makes consistent, targeted outreach worth more than campaign volume.
We build the ICP list around organizations with visible hiring activity, run multi-touch outreach from separate warmed sending domains, and support it with B2B advertising so the name is familiar when the email lands. Leadstars client acquisition programs are sized between 5 and 20 client leads per month.
What we do not claim
We report campaign results: leads, applicants, cost per lead and cost per applicant. We do not report placements, fill rates, retention or realized revenue, because those depend on your recruiters, your credentialing process and the facility.
Getting started
Kick-off covers roles, markets, credentials and the lead volume you are aiming for. Tracking, creative and lists are built in the same week, and first leads arrive within 7 days of launch.
Frequently asked questions
Let's fill your next vacancy
and win your next client.
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
HeadStaffing
We get back to you within 1 working day.
- A concrete plan for your vacancies and your client acquisition
- A review of your current channels
- Clear next steps
For recruitment agencies doing $1M+ in annual revenue, with 10+ employees and at least 3 recruiters.
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