Light industrial staffing marketing
Light industrial orders live and die on applicant flow. The pay rate is public, the shift is the same across the street, and the worker takes whichever agency calls back first. Marketing for these roles is a volume and speed problem, not a branding problem.
Light industrial staffing agencies find warehouse workers fastest with paid social campaigns built per shift type and commuting radius, because that is what an hourly applicant actually chooses between. The ad shows the work, the application takes two or three fields and every applicant gets a call within the same part of the day. Leadstars builds this with the Job Acquisition Machine (JAM): paid social, AI sourcing and distribution to 15+ job boards. Broad hourly roles sit at the low end of €8.96 to €30.51 per candidate in our own campaigns. The first campaign goes live within 7 days, with a dedicated BDR who follows up both candidates and clients.
Last updated: 22 September 2026
Key takeaways
- Campaigns are built per shift type and commuting radius, not per job title, because that is what the applicant actually chooses between.
- Candidate cost in our own campaigns: EUR 8.96 to EUR 30.51 per candidate.
- One opening runs on paid social and 15+ job boards at the same time, plus AI sourcing on your own database.
- One package with no setup costs and a dedicated BDR, live within 7 days.
- We commit to applicants, not to fills or show rates; those depend on your recruiters and your client sites.
Why light industrial applicants behave differently
For an hourly worker the decision is short: pay rate, shift, distance, and how fast a human calls back. There is no research phase, no employer brand comparison, no career-site visit. The ad has to answer those four things before the thumb keeps scrolling, and the follow-up has to happen the same day.
That changes the media plan. Instead of one national campaign per job title, we build campaigns per shift type and commuting radius, because a night shift 12 miles out and a first shift across town are two different offers to two different people even when the job description is identical.
- Ad copy leads with pay rate, shift and location, in that order.
- Geo radius is set around the client site, not around your branch office.
- Applications route to whoever can call within the hour, not into an inbox.
How we lower cost per applicant on hourly roles
Cost per applicant is steered per market and role type, never on a blended national number. A blended average hides the two things you can act on: which markets are expensive because supply is thin, and which are expensive because the offer or the form is wrong.
The lever we pull first is friction. Short native forms, no account creation, no resume upload for hourly roles. After that comes creative rotation, then audience and radius, then the job distribution mix. In our own campaigns candidate cost lands between EUR 8.96 and EUR 30.51 per candidate depending on role and market.
- Native lead forms instead of ATS redirects for hourly roles.
- Fresh creative on a fixed rotation so frequency does not eat performance.
- Multi-channel job distribution to 15+ job boards alongside paid social.
What we report on
You get the numbers a branch runs on: applicants per order, cost per applicant per market, and the channel each applicant came from. No impressions dashboard, no engagement rate.
We report campaign metrics only. We do not claim placements, fills, retention or revenue, because those are decided after the applicant reaches your recruiter.
How fast this goes live
Kick-off, creative and tracking are built in the first week. The first campaign is live and delivering leads within 7 days of the kick-off, and that delivery window is part of the agreement rather than a best effort.
Frequently asked questions
Let's fill your next vacancy
and win your next client.
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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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