Find Skilled Workers with SEO + Social Recruiting

You'll only need to invest a little extra time in recruiting. We'll handle the strategy, SEO, campaign setup, ad creation, targeting, and ongoing optimization.

• Your main responsibility will be to provide us with information about the position, requirements, and benefits at the outset, and to review incoming applications promptly and follow up with candidates.

• We typically start with a brief briefing and then coordinate our efforts in short, regular meetings (about once a week or every two weeks).

• The clearer your internal processes for feedback and reviews already are, the less extra work you'll have to do.

Typically, the first qualified applications start coming in within a few days of the campaign launch, often as early as the first week. How quickly this happens depends on the region, job profile, time of year, and the appeal of the position. Through SEO, you can also build visibility that will continue to attract new applications even after the campaign period ends.

Throughout the campaign, we continuously optimize target audiences, ads, and funnels to increase both the number and quality of applications.

Yes, SEOcruiting is specifically designed to reach experienced professionals as well. All age groups are well represented on platforms like Facebook, Instagram, and LinkedIn, including those aged 40+, 50+, and older. Anyone searching for a new job on Google can be reached regardless of age. The key is to tailor the messaging, visual style, and benefits—such as stability, security, appreciation for experience, and predictable work hours—to the audience. That’s exactly what we focus on when designing our campaigns and targeting specific audiences.

Small and medium-sized businesses, in particular, benefit greatly because they can gain local and targeted visibility without huge employer branding budgets. Instead of getting lost among large corporations on major job portals, you can showcase your strengths: quick decision-making processes, a family-like environment, and personal development. Through search engine-optimized career pages and regional targeting, we reach exactly the people who are a good fit for you and can work in your area. This way, even as a smaller team, you can generate applications in a predictable and affordable way.

Traditional job boards primarily reach active job seekers. This target audience is highly competitive, and these candidates are often already being contacted by many companies. SEOcruiting goes two steps further: Through SEO, you’ll be found on Google consistently whenever someone searches for relevant jobs, and through social recruiting, we actively bring your job openings into the daily lives of passive candidates—in their feeds, Stories, and Reels. This ensures greater reach, better predictability, and, in most cases, significantly lower costs per qualified application than ads on job portals alone.

Yes, an existing or “perfect” social media presence is not a requirement. We create our own campaign assets (ads, landing pages, recruitment funnels) and search engine-optimized career pages that work independently of your existing channels. We use existing profiles as a supplement, but they are not necessary. Upon request, we can also advise you on how to strengthen your presence over the long term.

The costs typically consist of two components: the agency fee for strategy, SEO, creative services, campaign management, and the sales funnel, as well as the media budget, which goes directly to the platforms (such as Meta or LinkedIn). The appropriate budget depends on the industry, location, desired number of applicants, and the complexity of the role. Together, we define a realistic goal and tailor the budget and campaign duration accordingly. We optimize for cost per qualified application, not for the highest possible number of clicks.

We believe in predictable collaboration, but without restrictive contracts. In practice, we work with a reasonable minimum term to set up, test, and optimize campaigns (ranging from a few weeks to a few months). After that, you can extend the agreement flexibly, depending on your goals and staffing needs. Transparent, agreed-upon notice periods give you planning certainty.

All applications are submitted through a clearly structured application process (short form, landing page, funnel), allowing you to manage them centrally. We only ask for the information you truly need for the initial screening, so that the process remains simple for candidates. You’ll receive each application in a format you can work with right away (email, export, or transfer to your system), and you can contact candidates immediately. We’re happy to provide recommendations for response times and follow-ups to help turn applications into hires.