Recruiting account managers without disappearing into the LinkedIn noise
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.
You rarely recruit account managers through a job board: strong commercial people already have a job and only look at an offer that is more concrete than their current situation. What works is a campaign on LinkedIn and Meta that names the earnings model (base, bonus structure, warm or cold portfolio), combined with multi-channel job distribution to 15+ job boards and AI sourcing on your own database. Leadstars builds that as part of the Job Acquisition Machine, at €8.96 to €30.51 per candidate in our own campaigns, with the first campaign live within 7 days of the kick-off.
Last updated: 4 September 2026
Key takeaways
- LinkedIn and Meta carry the reach; 15+ job boards catch the active seekers.
- Name base plus bonus structure in the ad: commercial candidates decide on the earnings model.
- Candidate cost in our own campaigns: €8.96 to €30.51 per candidate.
- Retainer plus a one-off implementation fee, with a guarantee on the agreed lead volume and the first campaign live within 7 days.
Why recruiting account managers is so hard
A good account manager barely applies for jobs. They get recruited. That means your campaign has to do a recruiter's work: stand out, create curiosity and provoke a conversation - not present an application form.
At the same time this is the audience quickest to spot a story that does not add up. Unrealistic OTE, vague bonus structures or a territory that has already been picked clean: they see through it in one conversation, and then they are gone.
Where you do reach account managers
Channel choice is not a matter of taste for this function group. This is the mix we start with and adjust based on the first few weeks.
- LinkedIn for job-title targeting and credibility; this is where the audience is professionally.
- Meta as a cheaper second channel for reach outside office hours, with the same message in a different form.
- Targeted outreach to profiles that match the territory and the vertical they already sell into.
What belongs in the ad and on the landing page
Be explicit about base salary, commission structure and a realistic first-year OTE. Skip that and you mostly attract candidates who cannot land anywhere else.
Say what is already in place: leads, market share, existing portfolio. An account manager wants to know whether they are building on sand or on foundations.
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.
Frequently asked questions
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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
