Recruitment marketing agency for staffing firms in Texas

What actually constrains job advertising in Texas?

Federal law, first. Ads cannot express a preference based on a protected characteristic, exempt versus non-exempt status has to be right before you advertise a salary, and the employer of record on a temp assignment carries the I-9 obligation. Texas layers little on top of that at state level: there is no pay transparency mandate, and no separate registration regime for temporary labor of the kind Illinois operates.

The trap is geography. Paid social does not respect state lines unless you make it, and a remote-eligible or hybrid role advertised broadly can pull in candidates in states where disclosure rules do bite. Either geofence deliberately or write the ad to the strictest standard your audience touches.

• Set geo-targeting per campaign rather than accepting platform defaults.
• Decide once whether remote-eligible ads always carry a pay range; the simpler policy is usually yes.
• Confirm exempt or non-exempt status before advertising a salary figure.

What works for light industrial and skilled trades campaigns here?

High-volume hourly recruiting is a speed game. The ad's job is to get a qualified applicant into a short form; everything after that is response time. In the campaigns we run, the largest single lever on fill rate is not creative, it is how quickly someone calls the applicant back, and paid social produces applicants who expect contact in minutes rather than days.

For skilled trades and professional contract staffing, the emphasis shifts: fewer applicants, more targeting, and creative that names the pay rate, the shift pattern and the certification actually required. Ads that hide the certification requirement produce cheap applicants and expensive screening.

• Pay rate, shift and worksite location in the ad itself, above the fold.
• One-click apply, then qualify by phone; long forms cost you the applicants you want.
• Route applications into the ATS in real time so recruiters can call the same hour.
• Report cost per applicant per market, not blended across the state.

What does Leadstars actually run for a staffing firm?

Two systems, side by side. The Job Acquisition Machine covers candidate demand: paid social campaigns on Meta and TikTok, AI sourcing, and multi-channel job distribution to 15+ job boards, all pointed at a landing page and an application flow built for the role rather than at a generic careers page. The Client Acquisition System covers the sales side: ICP outreach and B2B advertising aimed at companies that are demonstrably hiring, so your recruiters get meetings with hiring managers instead of cold lists.

We commit to lead and applicant volume, not to hires. Fill rate, time to fill and margin depend on your recruiters, your bill rate and your client's interview process, and we do not claim credit for them. What we guarantee is the agreed lead volume, with the first leads arriving within 7 days of launch.

• Cost per applicant reported per campaign, per market and per role type.
• Creative built for the audience: light industrial and hourly roles are advertised very differently from professional direct hire searches.
• Applications delivered into your ATS, or into a simple pipeline if your ATS integration is not ready.
• Client-side outreach that names the account, the role and the reason for the outreach, rather than generic prospecting.

A note on legal accuracy

Leadstars is a marketing agency, not a law firm. Nothing here is legal advice, the rules change, and how a statute applies depends on your entity, your worker classification and your client contracts. Have counsel review your ad templates and your assignment paperwork before you rely on any of it.