Recruiting technical staff without depending on job boards
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.
Recruiting technical staff is about the passive group: engineers, work planners and technicians almost all already have an employer and do not respond to a standard vacancy text. What does work is a campaign that names the project (which installations, which software, which industry) on Meta, LinkedIn and Google, plus AI sourcing and multi-channel job distribution to 15+ job boards. Leadstars builds that as the Job Acquisition Machine, at €8.96 to €30.51 per candidate in our own campaigns. You pay a retainer plus a one-off implementation fee, with a guarantee on the agreed lead volume and delivery within 7 days.
Last updated: 4 September 2026
Key takeaways
- Name the installation, software and industry: technicians judge a job on the work itself, not on company culture.
- Meta, LinkedIn, Google and 15+ job boards together, plus AI sourcing on your own database.
- 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 technical staff is so hard
Technical profiles are the classic example of a candidate-driven market. They have work, they get approached and they are in no hurry. Posting a vacancy structurally underdelivers there.
The campaigns that do work here do not sell the job but the difference: the type of machines or installations, the level of autonomy, and whether someone genuinely learns something new.
Where you do reach technical 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 and LinkedIn side by side: reach into the passive group, credibility with senior profiles.
- AI Sourcing on specialism, certifications and region, with follow-up in the same flow as ad applications.
- Multi-Channel Job Distribution to 15+ job boards so active seekers are not missed.
What belongs in the ad and on the landing page
Get technically specific: which brands, which control systems, which voltage level, which standards. That filters more sharply than any screening question.
State training budget and progression concretely. For this group that is more often decisive than the last two hundred euros of salary.
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.
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