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Recruiting, like everything, has changed with the digital age, but many companies and corporations still rely on outdated methods and are struggling to reach the employees of tomorrow.
You invest a lot of budget in job portals, but the inbox remains empty or the quality of the applications is simply not right.
Standard benefits such as “flat hierarchies” and “free coffee” no longer attract anyone from behind the stove, especially young talent.
Applicants drop out in the middle of the process or don't show up for the interview.
Social recruiting only looks unprofessional if you treat it like entertainment. We use the platforms as a distribution, not as a stage: clear messages, real insights, clean design and an appearance that fits the brand. The decisive factor is that content makes job reality understandable and that applying is easy, then the result is not a “TikTok show,” but a predictable flow of applicants.
Unqualified applications are almost always a funnel problem: incorrect start, too generic promises or no pre-qualification. We therefore rely on clear role claims in content, use short qualifiers in the application process (e.g. location, availability, experience/skills, must-haves) and optimize based on genuine quality signals from your feedback. In this way, we attract less “anyone” and more people who really fit in.
If you just buy “range,” it's burning money. When you build a system, you can calculate it. We not only measure clicks, but applications, costs per application and, if you track it, the interview and recruitment rate. This makes it transparent what works, where the budget belongs and from when the campaigns are profitable for you.
Start clean once, then go into a repeatable loop of shooting day, playback and optimization. You only provide feedback on the quality of the applicants, we take care of the rest and make adjustments until it really hits the mark.
At the beginning, we tighten down everything that later determines success or burning money: Which job are we looking for, in which region, with which deal breakers and which offer is attractive enough for the target group to click. To do this, we define the funnel (application path), the KPIs and clean tracking so that decisions later on are data-based, not gut feeling.
Good content is useless if it is played out incorrectly. We set up campaigns in a structured way, manage creatives cleanly and ensure that ads don't end in chaos. At the same time, depending on the package, we can also co-manage the social channels: posting plan, editorial logic, community basics and a consistent presence on TikTok, Instagram, YouTube shorts and, if appropriate roles, LinkedIn.
The first version is rarely the best. We systematically test hooks, creatives, target group clusters and landing page variants, move budget to where real applications arise, and stop what only produces reach. The result: more stable costs per application and, more importantly, a better hit rate.
“Marketing is just burning money — it's true if you don't measure, don't test, and don't have a funnel. With a system, it can be planned.”
Reach is not hiring. That's why we get your quality feedback (e.g. interview rate, no-show rate, “fits/doesn't fit”) and optimize it exactly for that. As a result, the cycle gets better with every round: less wastage, fewer unsuitable leads, more candidates who really fit into the team.
We build up your recruiting channel like a performance campaign: sharpen positioning and offering, develop and produce content, play out campaigns, constantly test and optimize, with the aim of “advertising”, not “views.” The end result is a simple, mobile application process that quickly qualifies and relieves your HR.
We go where your target group is really out and about: TikTok, Instagram, YouTube shorts and — depending on the role, increasingly LinkedIn. In terms of content, this ranges from reels and behood-the-scenes to employer branding series to creator collaborations and higher-quality long-form/image productions when it makes sense.
Not through gut feeling, but through a system: We develop several hooks, test variants against each other and only scale what measurably brings in applications. To do this, we show real job reality instead of phrases and keep the flow radically short — if the first few seconds and the application process don't work, the target group is gone.
