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Recruiting, like everything, has changed with the digital age, but many companies and corporations still rely on outdated methods and are struggling to reach the employees of tomorrow.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.
Our approach to content creation and Gen-Z recruiting has already been featured by renowned media. See for yourself!
"Finding young professionals for our tax firm had been a struggle for a long time. With data-driven Gen-Z recruiting, we were able to fill open positions quickly and at significantly lower cost."
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.
Oberösterreich hat traditionell eine der niedrigsten Arbeitslosenquoten Österreichs – gut für die Region, hart für jeden, der einstellen will. Für einen Betrieb im Bezirk Gmunden, Vöcklabruck oder Kirchdorf bedeutet das: Die passenden Leute sind fast immer schon in einem Job. Sie suchen nicht aktiv, sie lesen keine Stelleninserate und sie sind auf Jobportalen nicht unterwegs. Erreichbar sind sie nur dort, wo sie sich ohnehin aufhalten – auf Instagram und TikTok, abends auf der Couch. Genau deshalb funktioniert Social Recruiting hier, wo klassische Inserate längst leerlaufen: Es geht nicht darum, Suchende zu finden, sondern Zufriedene neugierig zu machen.
Bei Recruiting-Kampagnen ist die geografische Eingrenzung der wichtigste Hebel überhaupt – und der, bei dem am meisten Budget verbrannt wird. Wer im Bezirk Gmunden sucht, muss wissen, dass viele Fachkräfte aus der Region täglich nach Linz oder Wels pendeln und dafür 40 bis 60 Minuten in Kauf nehmen. Ein Betrieb in Laakirchen oder Vorchdorf kann also mit dem Argument „acht Minuten statt einer Stunde Fahrtzeit“ werben – und das ist für jemanden mit Familie oft überzeugender als hundert Euro mehr im Monat. Wir bauen solche konkreten regionalen Vorteile direkt in die Hooks ein, statt allgemein von „guter Work-Life-Balance“ zu sprechen.
Was in unseren Recruiting-Kampagnen in Oberösterreich zieht, ist selten das, was Betriebe zuerst nennen wollen. Nicht „familiäres Betriebsklima“, sondern: Wer ist der Chef und wie redet der? Wie schaut die Werkstatt aus? Wie kommt man hin? Gibt es Früchstart am Freitag? Wie läuft die erste Woche ab? Genau das filmen wir vor Ort – mit echten Mitarbeitern, im echten Dialekt, ohne Sprechertext. Betriebe unterschätzen regelmäßig, wie stark allein die Erkennbarkeit wirkt: In einer Region, in der man sich kennt, ist ein bekanntes Gesicht im Video ein Vertrauensvorschuss, den keine Anzeige kaufen kann.
Recruiting-Content lässt sich nicht aus der Ferne briefen. Weil unser Standort in Laakirchen liegt, sind wir in Gmunden, Vöcklabruck, Wels und Kirchdorf in unter 40 Minuten und in Linz oder Steyr in rund einer Stunde. Wir drehen einen halben Tag im Betrieb und haben daraus Material für mehrere Kampagnen-Wochen inklusive Varianten zum Testen. Und wenn ein Hook nach zwei Wochen ausläuft, kommen wir für Nachschub wieder – statt dieselbe Anzeige laufen zu lassen, bis der Cost per Bewerbung durch die Decke geht.
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 really spends their time: TikTok, Instagram, YouTube Shorts and, depending on the role, increasingly LinkedIn. In terms of content, this ranges from Reels and behind-the-scenes to employer branding series, 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.
