Recruiting service technicians who actually respond

Why recruiting service technicians is so hard

Technicians are almost always already working. They are not actively searching, but they are open to something better: closer to home, a better van, less hassle with scheduling. That means a vacancy text on a job board gets you only the small group of active seekers — and twenty other agencies are asking that same group.

The win is in the passive group. You do not reach them with keywords but with interruption: an ad that shows up between their own content, in language that rings true, with an application that asks for no CV and no cover letter.

Where you do reach service technicians

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 (Facebook and Instagram) is still the heaviest channel for technicians — broad reach, low cost per applicant, strong targeting by radius around the work location.
• TikTok works for younger technicians and apprentices, provided the video looks like a shop floor and not like an ad.
• Multi-Channel Job Distribution to 15+ job boards catches the active seekers who are out there too.
• AI Sourcing pulls profiles from databases and networks and puts them into the same follow-up flow.

What belongs in the ad and on the landing page

Get concrete: the make of the van, the type of installations, whether there is on-call duty, travel time, and the hourly rate or its range. Vagueness costs you applications here immediately.

Apply in under a minute: three or four questions on mobile, no mandatory CV, and a phone call the same day.

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.