01
Employer acquisition looks like a job board.
A hiring manager looking for help should not land in a list of candidate vacancies and infer your service from it.
Campaigns for Recruiting & staffing firms
A thousand résumés.Still no client brief.
Candidates looking for work and employers buying recruiting services can respond to the same vague message. That does not make them the same audience. We build campaigns that know which conversation they are trying to start.
Let's talk campaignsStrategy, creative, setup and management. Scoped around your business.
Already advertising, starting fresh, or ready for the next stage? We start with the business problem. Having a disaster is not an entry requirement.
The situation behind the campaign
“Connecting talent” is doing a lot of avoiding.
The employer wants to understand the roles you can handle, your approach and why a conversation would be useful. The candidate wants to understand an actual opportunity or the help available. A single catch-all campaign can leave both guessing.
We separate the commercial objective before writing the creative. Winning employer accounts, attracting candidates for a defined need and promoting a staffing service each require their own message, destination and qualification route.
02
Every placement specialty sounds identical.
Specify the role family, employer situation and service fit. General excellence is not a reason to send a live brief.
03
The form mixes incompatible intentions.
Separate employer and candidate routes, keep expectations clear and make sure the resulting inquiry reaches the right person.
Say this was your business.
Same business.
A reason to pay attention.
The interchangeable version
“Connecting exceptional talent with outstanding opportunities. Your trusted recruitment partner.”
Polished enough to approve. Vague enough to forget.
BENCHMARK / TECHNICAL RECRUITING FIRM
The role is still open. The team is still covering it. “Any update?” is still the meeting.
Technical recruiting for growing engineering teams. Talk through the role, the constraints and the search approach.
Discuss an open role ↗What changed?
This is an employer-acquisition concept, not a vacancy ad. It identifies the hiring situation and offers a relevant business conversation instead of asking both sides of the market to decode the message.
How we would approach the campaign
From a business problem
to a working plan.
The platform is part of the execution. The thinking starts before the targeting menu.
01
Choose the side of the market
Confirm whether the campaign is for employer business, candidate attraction or a specific staffing service.
02
Make the specialty concrete
Set out the roles, sectors, regions and service model relevant to that objective.
03
Build separate handoffs
Match the ad, page, qualification and follow-up owner to the selected audience.
04
Follow the commercial progression
Connect appropriate inquiries to role discussions, briefs or other agreed outcomes without counting every application as a client lead.
What deserves a place in the report
Measure the point.
Not just the activity.
Employer opportunities
Relevant hiring conversations and properly qualified service inquiries.
Candidate relevance
Only for candidate campaigns: appropriate applications and progression through the firm’s own process.
Commercial advancement
Briefs, engagements and placements where records allow responsible attribution.
Measures are agreed around your objective and available data. Attribution has limits. No sales, appointment, return or other commercial outcome is guaranteed.
The actual engagement
The thinking.
Then the work.
We develop the campaign strategy, message and creative, set up the agreed campaign and measurement, then manage and iterate against the objectives. AI helps with production. Humans own the decisions and check the claims.
You do not buy a mystery bundle. We discuss the business, confirm fit and give you a scoped proposal before work begins.
Separate fees. Clear responsibilities.
Setup and ongoing management are distinct. Platforms, creative volume, reporting, responsibilities and approval points are agreed in the proposal.
Ad spend is separate from our fee. You approve the media budget. Extra production, tools and other third-party costs require agreement; spending authority is not implied by an inquiry.
Your accounts stay under your control. Access and asset handoff are defined. We do not need ownership of your business to help market it.
Employment campaigns require applicable platform and legal review. Hiring decisions, candidate screening and placement commitments remain with the firm. No placement or applicant-volume guarantee is implied.
Fair questions. Straight answers.
Before the
awkward email.
Can you run employer and candidate campaigns?
Potentially, but they are separately scoped objectives, not one ambiguous campaign with one shared success metric.
Do you need access to candidate records?
Not by default. We establish the minimum access needed for the work and avoid putting sensitive candidate information into advertising tools or general inquiry forms.
Will you write ads for individual openings?
That can be scoped where appropriate. Vacancy advertising is different from marketing your firm’s recruiting service, and we make that distinction explicit.
The useful next step
Let’s attract the right side of the conversation.
Tell us what you sell and what you want to change. We’ll work out whether a conversation makes sense—and what we should look at together.
Campaign context: Recruiting & staffing firmsAre you looking for employer clients, candidates, or both through separate campaigns?
No pitch-deck ambush. No need to diagnose your own marketing before we’ll speak to you.