Recruiting logistics staff at volume, without losing quality

Why recruiting logistics staff is so hard

Logistics is a volume market. You do not need one candidate but ten at once, often within a week, often for a site on an industrial estate where public transport stops at seven.

So everything here turns on two variables: how reachable the site is and how fast you follow up. An applicant who has not been called within 24 hours is already working somewhere else.

Where you do reach logistics staff

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.

• Meta with tight geo-targeting by radius around the distribution centre, in multiple languages where the audience is multilingual.
• Job distribution to 15+ job boards for continuous inflow alongside the campaigns.
• Re-engagement of your own database: in logistics a candidate rejected or off-boarded three months ago is often available again.

What belongs in the ad and on the landing page

Put shift times, hourly rate, allowances and whether transport or a bike allowance is provided right at the top. Those are the four questions everyone asks.

Application without a CV, with a call scheduled the same day. Every extra step costs you tens of percent in conversion here.

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.

No cure no pay on top of a monthly retainer

We work on a monthly retainer with a no-cure-no-pay arrangement on top: if we do not deliver, you do not pay for it. You are not locked into an annual contract before anything has been delivered.

That comes with a delivery guarantee: within 7 days of the kick-off your campaign is live. And because the accounts are in your name, you are building your own business — not your agency's.