Do you work with staffing agencies or in-house HR teams?

Both. We work with staffing agencies that need a steady pipeline of candidates and corporate HR departments running employer branding and recruitment campaigns.

Which platforms work best for recruiting?

Google captures active seekers. Meta reaches passive candidates. LinkedIn is strong for professional roles. We typically use a mix based on the role type and seniority level.

How do you measure recruiting campaign success?

We track cost per application, cost per qualified applicant, cost per interview, and ultimately cost per hire. Not impressions, not clicks.

Can you handle high-volume hiring campaigns?

Yes. We build structured campaigns that scale across dozens or hundreds of open roles with automated budget allocation based on fill urgency.

What about employer branding campaigns?

We run awareness campaigns that build your employer brand while simultaneously measuring downstream application impact.

How does this work with our ATS?

We integrate tracking with your applicant tracking system to measure the full funnel from ad click to hire, giving you true cost-per-hire data by channel.

Performance Marketing for Recruiting & Staffing

We help recruiting firms and in-house HR teams attract qualified candidates with paid media that fills open positions faster.

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Recruiting industry performance marketing

Job boards are expensive and crowded. The best candidates are passive—they are not scrolling Indeed. Application funnels are long and leaky. Most recruiting ad spend generates volume, not quality applicants.

We fix that.

What We Do for Recruiting & Staffing

Google Ads for Recruiting

Search campaigns targeting active job seekers looking for specific roles, industries, and locations.

Meta Ads for Passive Candidates

Facebook and Instagram campaigns that reach employed professionals who are open to new opportunities but not actively searching.

Application Funnel Tracking

End-to-end tracking from ad click through job page view, application start, completion, and interview scheduling.

Landing Pages for Roles

Dedicated role-specific landing pages designed to convert interested candidates into completed applications.

Recruiting Challenges We Solve

Reaching Passive Candidates

The best people are not on job boards. We use social targeting to reach employed professionals by industry, skills, and job title.

Application Drop-Off

Long forms kill conversion rates. We optimize application funnels to reduce friction and capture qualified candidates before they abandon.

Cost Per Qualified Applicant

Applications are easy to get. Qualified applicants who show up for interviews are not. We optimize for quality, not volume.

Scaling Across Multiple Roles

Hiring for 50 roles at once requires systematic campaign management. We build scalable structures that give each role proper visibility.

Frequently Asked Questions

: Both. We work with staffing agencies that need a steady pipeline of candidates and corporate HR departments running employer branding and recruitment campaigns.
: Google captures active seekers. Meta reaches passive candidates. LinkedIn is strong for professional roles. We typically use a mix based on the role type and seniority level.
: We track cost per application, cost per qualified applicant, cost per interview, and ultimately cost per hire. Not impressions, not clicks.
: Yes. We build structured campaigns that scale across dozens or hundreds of open roles with automated budget allocation based on fill urgency.
: We run awareness campaigns that build your employer brand while simultaneously measuring downstream application impact.
: We integrate tracking with your applicant tracking system to measure the full funnel from ad click to hire, giving you true cost-per-hire data by channel.

Ready to fill positions faster with better candidates?

Book a free strategy call and let's discuss how to make your recruiting spend deliver qualified applicants.

Book a Call Get a Free Audit