Recruiting production workers who actually show up
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.
You recruit production workers on volume and on speed. This group rarely searches for long: whoever calls first with a clear offer on hourly pay, shift schedule and travel distance gets the applicant. Meta is the heaviest channel here, complemented by multi-channel job distribution to 15+ job boards and, where the audience speaks another language, campaigns in that language. The landing page asks four questions and no CV. Leadstars runs those campaigns inside the Job Acquisition Machine, at €8.96 to €30.51 per candidate in our own campaigns, with delivery within 7 days and a guarantee on the agreed lead volume.
Last updated: 4 September 2026
Key takeaways
- Hourly pay, shift schedule and travel distance belong in the ad itself, not in the phone call.
- Meta plus distribution to 15+ job boards delivers the volume; application in under a minute, without a CV.
- 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 production workers is so hard
Production roles attract plenty of responses and little turnout. Someone applies to four vacancies at once and goes to whoever calls first and is clearest about a start date.
That is why we measure planned intakes and actual starts here, not applications. A campaign that produces 200 responses and 3 starts is a bad campaign.
Where you do reach production workers
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 radius targeting around the plant, plus separate ad sets per shift when day and night shift appeal to different people.
- Job board distribution for active seekers, plus re-engagement of previous flex workers from your database.
What belongs in the ad and on the landing page
Be honest about the work: standing, repetitive, cold or hot, pace. That filters up front and raises turnout more than any recruitment copy ever will.
Send confirmation, reminder and directions automatically between the application and day one.
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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