Recruiting healthcare staff in a market that looks fished out
Care workers and nurses are approached daily. The winner is not whoever shouts loudest, but whoever is clearest about the roster, the team and the say they get.
Recruiting care staff works with campaigns on the channels this group already uses - Meta, Google and 15+ job boards - a landing page that can be completed in two minutes, and follow-up within hours. Leadstars builds those campaigns as part of JAM, 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 number of leads and the first campaign live within 7 days.
Last updated: 4 September 2026
Key takeaways
- You reach care staff through Meta, Google and 15+ job boards, not through one job post.
- Candidate cost in our own campaigns: €8.96 to €30.51.
- Follow-up within hours; at UBN Uitzendbureau this approach delivered 82 applicants in 3 weeks.
- First campaign live within 7 days, with a guarantee on lead volume.
Why recruiting healthcare staff is so hard
In healthcare the problem is not reach but fatigue. Every nurse with a LinkedIn profile gets the same message every week: great team, good salary, room to grow. Nobody reads that any more.
What does get read is an ad that removes one concrete objection: no rotating shifts, set your own roster, a fixed location, or complete freedom as a freelancer. One clear offer beats ten generic vacancies.
Where you do reach healthcare 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 for reach on care workers, nursing assistants and nurses within a travel radius of the location.
- Separate campaigns for employed and freelance: the offer, the language and the landing page differ completely.
- Job distribution to healthcare job boards for active seekers, plus AI Sourcing on your existing database.
What belongs in the ad and on the landing page
Name the roster model, the number of clients per shift, the travel allowance and whether the location is fixed. These are the four things people drop out over.
For freelancers: rate, assignment length and payment speed. Nothing else - that group decides on numbers.
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
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- A concrete plan for your vacancies and your client acquisition
- A review of your current channels
- Clear next steps
