Hiring campaigns run like performance marketing.
Most job posts are published and abandoned. A recruitment campaign is advertising: a defined audience, a real offer, creative that competes for attention, and follow-up that keeps candidates warm until they actually turn up.
Apply to work with usThe usual hiring problem
- The post is up, a few applicants trickle in, and none of them fit.
- You get volume but the screening burden lands entirely on a manager who already has a job.
- Good candidates apply, wait four days for a reply, and take another offer.
- You are hiring for the same role every few months because the ad never described it honestly.
- Agency fees are quoted per placement and the maths stops working at scale.
How we run hiring
- 01
Target the passive candidate
The people worth hiring are usually employed and not browsing job boards. Paid social reaches them where job posts cannot.
- 02
Sell the role honestly
Pay band, shift, location, growth. Concealing the terms buys you applications from people who withdraw the moment they learn them.
- 03
Filter before the interview
Screening questions and qualification steps in the funnel, so your team interviews a shortlist rather than a mailing list.
- 04
Speed of response
Candidate interest decays in hours. Automated acknowledgement and scheduling keep applicants engaged while you get to them.
- 05
Cost per hire, tracked
The metric that matters is not applications. It is qualified applicants, interviews attended, and what each hire cost you.
Recruitment campaigns run alongside our acquisition work for Philippine employers, using the same testing and reporting discipline.
Three ways to work together.
Small to medium businesses
Foundation
For growing businesses with lower ad budgets and lower-value items, who need a dependable base of demand.
Established businesses
Momentum
For businesses already performing, who want to hold that steady while reaching new customers.
Real estate & larger businesses
Scale
For high-volume advertisers who need market research and campaign auditing built into the engagement.
Questions
worth asking.
How is this different from posting on a job board?
A job board reaches people already looking. Paid social reaches people who are not looking but would move for the right role - a much larger and usually stronger pool.
Do you handle the interviewing?
No. We generate and qualify the applicant flow and keep candidates warm. Selection stays with you, because only you can judge fit.
What roles does this work for?
It works best for volume and mid-level roles - sales, agents, service staff, clinic and support teams. Very senior or highly specialised searches are usually better served by direct headhunting.
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