Recruitment marketing that fills roles, not just inboxes
More applicants isn't the goal. Qualified applicants who show up for the interview and the first shift are. We build candidate campaigns for staffing firms and employers, measured on hires.
What's different here
Recruitment marketing works like customer marketing, with a few extra rules. Start with the job page itself. Clear pay ranges, shifts, location and requirements raise apply rates, and many states now require pay ranges anyway. Job postings with proper structured data can appear in Google's job search results for free. Paid campaigns come next. Search ads catch people actively looking for a role. Social ads reach people who aren't looking yet, but they must run in Meta's employment category, which limits targeting by age, gender and ZIP code. Then comes follow-up: fast replies, short application forms and text reminders that cut no-shows. We also re-engage past applicants before buying new ones. Every campaign is tracked from click to applicant to hire, so spend goes to the roles and channels that actually fill orders.
Trusted by teams at
What paid ads looks like for staffing agencies.
These are the plays that wouldn't appear on a generic paid ads page. They only make sense in staffing & recruiting firms.
Job pages built to convert
Pay, shift, location and requirements up front, short apply forms and JobPosting structured data for Google's job search.
Search and social job ads
Search campaigns for active job seekers and compliant social campaigns for passive candidates, with budgets weighted to hard-to-fill roles.
Talent database re-engagement
Email and text campaigns that bring past applicants and placed workers back when new roles open.
Tracking to hires
Applicants tracked from first click through interview and hire, connected to your applicant tracking system where possible.
What holds staffing agencies back
A tougher market
The American Staffing Association reported U.S. staffing sales of $113.5 billion in 2025, down 8.5% from the year before. When demand softens, winning new client accounts matters more than ever.
Candidate supply comes and goes
Some roles fill in a day. Others sit open for weeks. Firms that rely on job boards alone pay more per applicant and still miss the hard-to-fill roles that clients value most.
Job ads have rules
Many states now require pay ranges in job postings, and platforms like Meta restrict targeting by age, gender and ZIP code for employment ads. Campaigns have to be built with those rules in mind.
Every firm sounds the same
'We find top talent' appears on almost every staffing website. Clients can't tell firms apart, so they compare on markup alone.
Same rigor, applied here.
The full paid ads scope and process are identical whoever the client is. What changes for staffing & recruiting firms is the tactics above, not the delivery model.
What's included
How it runs
- 01Audit & diagnose — Week 1
- 02Fix measurement — Weeks 1–2
- 03Rebuild & launch — Weeks 2–4
- 04Test & iterate — Ongoing
- 05Scale profitably — Month 2+
Staffing & Recruiting Firms results, in detail.
Full case studies with the numbers, the mistakes, and the recommendations clients didn't want to hear.
Scoped like the core service, no surcharge.
Every engagement is quoted from your actual brief. There's no vertical surcharge for this combination. Request a quote and we'll scope it properly.
Single Channel
One platform, managed properly.
Scoped to your brief
- 1 platform (Google or Meta)
- Server-side tracking setup
- 8 creative assets/month
- Bi-weekly optimization
- Up to $40k/mo ad spend
Multi-Channel
Brands running paid across search and social.
Scoped to your brief
- Up to 4 platforms
- Full server-side + CAPI setup
- 20 creative assets/month
- Landing page builds & testing
- Weekly optimization calls
- Dedicated media buyer
- Up to $200k/mo ad spend
Performance
High-spend accounts wanting aligned incentives.
Scoped to your brief
- Unlimited platforms & markets
- Percentage-of-spend model
- Dedicated buying squad
- Incrementality testing
- 40+ creative assets/month
- Custom attribution modeling
All engagements start with a free audit. Prices exclude media spend, which you pay directly to the platforms on accounts you own.
Staffing & Recruiting Firms questions, answered straight.
Job boards work, but costs climb and every competitor posts there too. Ranking your own job pages, re-engaging your existing talent and targeting hard-to-fill roles directly gives you applicants you don't have to rent every time.
Let's talk about your growth constraint.
More applicants isn't the goal. Qualified applicants who show up for the interview and the first shift are. We build candidate campaigns for staffing firms and employers, measured on hires.
Our commitment: Free account audit with no obligation. If we can't find at least 20% waste in your current spend, we'll tell you to stay where you are.