Recruiting by function group

Function groups we recruit for

Below are the function groups we run campaigns for most often. If yours is not listed, the approach is identical - only the channels and the message differ.

• Service technicians: Service technicians are not browsing job boards. They are on their phone, between two jobs. We build campaigns that reach them there and let them apply in a few taps.
• Healthcare staff: Care workers and nurses are approached daily. The winner is not whoever shouts loudest, but whoever is clearest about the roster, the team and the say they get.
• Account managers: Commercial people judge your vacancy the way they judge their own deals: on the earning model, the territory and whether the story holds up. Your campaign has to be built for that.
• Logistics staff: Order pickers, forklift drivers and warehouse staff are won on speed and accessibility. Whoever calls first wins - provided the applications come in at all.
• Production workers: In production the bottleneck is not the application but the no-show. We build campaigns and follow-up that steer on turnout, not just on volume.
• Construction workers: Carpenters, bricklayers and site supervisors change employers through the network on site. Advertising only works here when it feels like a tip from a colleague.
• Technical staff: Mechanical, electrical and engineering professionals are scarce and in demand everywhere. Reach alone is not enough - your offer has to be sharper than the one next door.
• Truck drivers: Drivers choose on route type, getting home and equipment. If that is not in the first line of your ad, you are paying for clicks that lead nowhere.
• IT professionals: Developers and IT specialists are hounded and rarely respond. What does work: being substantive, being brief, and promising nothing you cannot deliver.
• Hospitality staff: Chefs, waiting staff and kitchen porters decide within a day. A campaign that produces responses on Saturday and gets followed up on Monday delivers nothing.

How we approach it

We do not build a single ad but a working system: audience, offer, ads, landing page, follow-up and reporting. The Job Acquisition Machine (JAM) fills the candidate side, the Client Acquisition System (CAS) the client side. You do not have to start with both.

After the kick-off your campaign is live within 7 days. From there we adjust weekly based on what comes in: which ad produces qualified candidates, where people drop off on the landing page, and how fast follow-up happens. The ad accounts are in your name and stay yours.

• Job Marketing Campaigns on the channels where this audience actually is.
• A landing page per function group, built for applying on mobile.
• AI Sourcing and Multi-Channel Job Distribution to 15+ job boards on top of the campaigns.
• Reporting on cost per applicant, per qualified candidate and per interview - not on impressions.

What it costs you if it does not work

We work on a monthly or annual retainer with a one-off implementation fee at the start. The agreed lead volume is guaranteed: if a campaign does not deliver the promised number, you do not pay for the shortfall. A 7-day delivery guarantee applies.

Campaigns, ad accounts, dashboards and the talent pool you build are in your name and stay yours, even if we stop working together.