Recruitment Marketing
Get your openings in front of the right people and give them a reason to pick you. We run your job ads, build a careers page that gets applications, and make sure what candidates find about you is true.
Get your complimentary audit See where job ads runWhat's included in recruitment marketing?
Job ads bring people to you. Your employer brand decides whether they apply. We handle both.
Programmatic job ads
Your openings go out to the major job sites at once. Budget shifts toward the sites sending qualified applicants, so you pay for results instead of listings.
Social and search hiring ads
Facebook, Instagram and LinkedIn ads that reach people who aren't job hunting yet, built inside each platform's rules for job ads.
Geofenced recruiting
Mobile ads around job fairs, campuses, trade shows and the places your future hires already work.
Careers page and job board
A careers page written for candidates, with open jobs near the top, and job posts set up to show in Google's job search with pay, location and your logo.
Hiring platform
Post a job in minutes and track every applicant from application to hire in one place.
Employer brand content
Award announcements, employee spotlights and behind-the-scenes posts that show what it's like to work for you.
Where do recruitment ads work best?
Each channel reaches a different kind of candidate, and some have their own rules for job ads.
| Channel | Best for | What to know |
|---|---|---|
| Job sites (programmatic) | Active job seekers | Spend moves automatically to the sites bringing in applicants. |
| Facebook and Instagram | Hourly, local and entry-level roles | Job ads can't target by age, gender or ZIP code, and locations need at least a 15-mile radius. |
| Professional, sales and management roles | Reach people by job title, skills and industry. | |
| Google job search | People searching a role and a town | Posts need pay, location and company details in a format Google can read. |
| Geofencing | Job fairs, campuses and events | Ads reach phones seen inside the fenced locations, during and after the event. |
| Your careers page | Every candidate, eventually | Most applicants check it before they apply. It has to answer their questions. |
Platform rules change. We check them before every campaign.
Employer branding starts with what's true.
We audit your careers page, job posts and company profiles on job sites, then build the message around what your team actually values.
- Real team photos and real people up top, not product screenshots
- Awards and recognition where candidates look: the careers page, every job post, recruiters' email signatures
- Pay ranges and benefits listed plainly, with no vague "competitive pay" claims
- The same company name, website and size on every job site and on LinkedIn
- A short "what happens after you apply" section
- One clear path to open jobs, repeated down the page
How we start
Hiring audit
We review your careers page, job posts, company profiles and where your applicants come from now.
Plan and budget
We pick the channels for each role and set a budget you approve.
Launch
Job ads go live, the careers page gets its fixes, and employer brand posts start.
Monthly report
Applicants by source, cost per applicant and what we're changing next.
Recruitment marketing FAQ
What is programmatic job advertising?
Software that posts your job to many job sites at once and moves your budget toward the sites sending qualified applicants. You set the budget and pay based on performance instead of buying listings one site at a time.
Can Facebook job ads target by age or ZIP code?
No. Meta treats job ads as a special category: no targeting by age, gender or ZIP code, and locations need at least a 15-mile radius. We build campaigns that work inside those rules.
How do our jobs show up in Google's job search?
Post them on your own website with the details Google reads: title, location, pay range, employment type and your logo. We set that up and test each post.
What is employer branding?
How candidates see you as a place to work. It shows up on your careers page, job posts, reviews and social media, and it decides whether good candidates apply.
Can you post our jobs for us?
Yes. Send us the details or submit them through a form on your site. We review them, post them and promote them.
Should we list pay in our job posts?
Yes. Google's job search shows pay when it's listed, and a growing number of states require it. New Jersey does for employers with 10 or more employees.
See client results on Our Work. Related services: Social Media Management, Websites & SEO, Digital Marketing Blueprint.
Need more qualified applicants?
Ask for a complimentary audit of your careers page, job posts and hiring ads. We'll tell you what we'd fix first.
Get your complimentary audit