Immediately qualified specialist personnel, thanks to modern recruiting approaches

You only need to invest a little extra time in social recruiting.

• We handle strategy, campaign setup, ad creation, targeting, and ongoing optimization.

• Your main responsibility is 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.

• Typically, we start with a brief meeting and then coordinate through regular but streamlined check-ins (e.g., weekly or biweekly).

• The clearer your internal processes for follow-ups and interviews already are, the less extra work social recruiting will require.

Typically, the first qualified applications start coming in within a few days of the campaign launch—often as early as the first week. Exactly how quickly this happens depends on factors such as region, job profile, time of year, and the appeal of the position. We plan each campaign to reach suitable candidates as early as possible, rather than waiting for visibility to develop “at some point.”

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

Yes, social recruiting is particularly well-suited for reaching out to experienced, “older” employees.

All age groups are now well represented on platforms such as Facebook, Instagram, and LinkedIn—including those in their 40s, 50s, and older.

It is crucial to tailor the messaging, visual style, and benefits to suit this target audience—for example: stability, security, a value placed on experience, and predictable work hours.

We tailor our campaigns and target audience settings to reach exactly these people, rather than just appealing to young digital natives.

Small and medium-sized businesses, in particular, benefit greatly from social recruiting because it allows them to build a local and targeted presence—without huge employer branding budgets.

Instead of getting lost among large corporations on major job portals, SMEs can showcase their strengths: quick decision-making processes, a family-like atmosphere, and opportunities for personal growth. By clearly defining target audiences and tailoring our approach to specific regions, we reach exactly the people who are a good fit for your company and can actually work in your area.

This allows even smaller teams to generate a steady stream of applications in a predictable and cost-effective way.

Traditional job boards primarily reach active job seekers who are consciously looking for a job—this target group is highly competitive and has often already been contacted by many companies. Social recruiting takes it a step further: We also target passive candidates who, while not actively looking, are open to an attractive opportunity. Instead of hoping someone finds your ad, we actively bring your opportunity into the daily lives of the right audience—in their feed, Stories, or Reels. This ensures greater reach, better predictability, and, in most cases, significantly lower costs per qualified application compared to ads placed solely on job portals.

Yes, an established or “perfect” social media presence is not a prerequisite for successful social recruiting campaigns.

We create our own campaign assets (ads, landing pages, conversion funnels) that work independently of your existing channels. If profiles already exist, we can use them as a supplement, but they are not strictly necessary.

Upon request, we can also advise you on how to strengthen your social media presence over the long term in order to further enhance your employer brand and the impact of your campaigns.

The costs typically consist of two components: the agency fee for strategy, creative work, campaign management, and the sales funnel, as well as the media budget, which goes directly to the platforms (e.g., Meta, LinkedIn). The appropriate budget depends on the industry, location, desired number of applications, and the complexity of the role. Together, we define a realistic goal (e.g., number of qualified applications per month) and align the budget and campaign duration accordingly. Importantly, we optimize for cost per qualified application, not for the highest number of clicks.

We believe in predictable collaboration, but without unnecessary “restrictive contracts.”

In practice, we typically work with a minimum term that allows us to set up, test, and optimize campaigns (e.g., a few weeks to a few months). After that, flexible extensions are possible—depending on your goals and current staffing needs. Transparent, agreed-upon notice periods ensure that you have planning certainty while also knowing at all times what options are available to you.

All applications are submitted through a clearly structured application process (e.g., short form, landing page, funnel), allowing you to manage them centrally and efficiently.

We make sure to request only the information you truly need for the initial screening—so that the onboarding process for candidates is as smooth as possible. You’ll receive every application in a format that allows you to work with it right away (e.g., email, export, or integration into your system), and you can contact candidates immediately. We’re happy to support you with recommendations for response times, follow-up processes, and quick, respectful communication—so that applications actually turn into hires.