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Talents · Social Recruiting
Social Recruiting Agency for the Talent Job Boards Never Reach
Good roles stay open because the right people never even see that you're hiring. We build campaigns, a career page and an application process that reach active and passive talent and turn them into applicants.
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Where social recruiting usually gets stuck
Good people don’t apply on their own. Reaching them takes an employer brand, a funnel and speed — not just an ad.
The best aren’t on job boards
Your ad sits where only active seekers look. Those not searching never see it.
Without a target profile, campaigns scatter
There is no profile of the person you want. Reach yes, fitting applications no.
The career page is just a subpage
No dedicated landing page, no easy application. Interested candidates drop off before the first click.
The application process is too slow
Too long, not mobile. Good candidates have already signed elsewhere.
If you only wait on job boards, you only see who is actively searching. The best people usually are not.
How we work
Employer brand and candidate profile
We build a candidate profile from your top people: what they can do, what keeps them, what would attract similar people. From that we sharpen why someone wants to work with you, as a concrete value proposition instead of clichés. This foundation carries every ad and campaign. Without this step you optimize scatter, with it campaigns speak precisely to the right people.
Social recruiting funnel
Tested hooks and authentic creatives featuring real employees instead of stock photos, run on META, LinkedIn and TikTok, depending on where your audience actually is. Plus a mobile career landing page where applying takes minutes. Several messages run in parallel testing, the strongest get the budget. The result is a funnel that reaches passive talent too and delivers applications measurably.
Process and scaling
Fast response times and clean onboarding decide whether applications become hires, so we build both into the process. We measure cost per hire, not clicks. Hooks and audiences are continuously sharpened based on data, and what works gets scaled. Recruiting becomes plannable instead of depending on the luck of the next application.
What's included in your social recruiting system
Candidate profile and hook set, developed from your existing top people.
Precisely targeted campaigns on META, LinkedIn and TikTok that also reach passive talent who are not actively searching.
Authentic creatives with real employees instead of stock photos.
Conversion-optimized, mobile career landing pages with easy application, designed as their own destination, not a subpage of the corporate site.
Digital, discrimination-free and data-protection-compliant application process.
Clean onboarding as the last step of the funnel, not left to chance.
Projects for clients who stood right where you stand
We're currently documenting our own recruiting cases with numbers. Until then: our social recruiting framework is proven and runs on the same brand foundation with design roots as our other projects. Employer brand, candidate profile and funnel follow the same process we use for brand projects.
Selected projects
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How we work together
Social recruiting runs as a campaign plus ongoing support, usually a retainer. That way we keep adjusting hooks, creatives and audiences instead of launching once and hoping. Scope depends on the number of open roles, the chosen channels and the depth of support, including the career landing page and digital application process. A tailored offer comes out of the free intro call.
Your best candidates never see your job ad? Check your funnel.
In ten minutes you'll see why good applications don't come in and what a funnel looks like that also reaches passive talent. Free.
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FAQ
What is social recruiting?
Social recruiting means actively promoting open roles through social media channels instead of just waiting for applications through job boards. Campaigns specifically reach active and passive talent, where they already spend time.
What does social recruiting deliver compared to job boards?
Job boards only reach people who are actively searching. Social recruiting also reaches passive talent who are content but would switch for the right offer. It also adds an image- and video-led approach that goes beyond a plain text ad.
Do you only work with META, LinkedIn and TikTok, or also job boards?
The focus is on social media campaigns, because that is where passive talent is reachable, the majority of the market. Existing job board listings can be added and run with the same message, so all channels show the same picture.
Do you also build the career page?
Yes. We build conversion-optimized, mobile career landing pages with easy application, matched to the campaign. Ad and page make the same promise, and the application path stays short enough to complete from a phone in a few minutes.
Is onboarding included?
Yes. A clean, digital application process and a system for the first weeks are part of the offer. The reason: between acceptance and first day, many candidates drop out if nothing happens. A clear process keeps them on board.
How quickly do we see applications?
Usually within the first campaign weeks, depending on role, audience and budget. Quality then rises as hooks and audiences get sharpened on real data. Bottleneck roles need more patience than volume roles, and we tell you that honestly up front.
What does social recruiting cost with you?
Campaign plus ongoing support, usually a retainer, plus the media budget that goes directly to the channels. Scope depends on roles and audiences. In the free intro call you get an honest assessment of what your openings realistically require.
Do you work with our HR team?
Yes. We deliver campaign, landing page and process, your team contributes role profiles and decides on the people. We define handovers and response times together, so no application gets lost between agency and HR.
What to look for when choosing a social recruiting agency?
Does the agency build a real candidate profile, instead of just writing an ad?
Are hooks tested, instead of launched once and left alone?
Is there a dedicated, mobile career landing page with easy application?
Is the application process digital, discrimination-free and data-protection-compliant?
Is onboarding part of the scope, or does the work end at the application?
Is there ongoing optimization, or does it stop at a single campaign?
Related insights
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Reach the talent no one else finds
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Korbinian Lenzer, Co-Founder / Head of Sales
You talk directly to me: 30 minutes, a concrete assessment, no pitch.
In the free intro call we look at your open roles and show what a social recruiting funnel could look like for you.