Recruiting Ads Agency in Berlin

01 — Approach

Recruiting is performance marketing with a different goal

Filling a role is a conversion just like a sale, only more valuable: an unfilled skilled position quickly costs five figures per month. Yet many job ads still run like it is 2015, as text on job boards, while the audience is somewhere else entirely. We have been running ads since 2006 and have treated recruiting like any revenue campaign for years: a clear audience, the right channel, tested messages and a funnel that makes applying easy.

The most important difference to product marketing: candidates are not buying an item, they are making a life decision. That is why trust and insight work better here than superlatives. "Apply now" on first contact tends to scare people off. Show who you are first. Then ask.

02 — Current

What is changing in recruiting right now

The numbers are unambiguous: around 86 percent of job seekers use social media in their search, and for young audiences TikTok and Instagram have overtaken LinkedIn in reach and engagement. At the same time, over 90 percent of recruiters report hiring successfully through social channels. If you are looking for skilled workers under 35 and rely on job boards alone, you are simply in the wrong place.

The second trend: authenticity beats gloss. Unstaged videos of real employees outperform polished image films in almost every test we run. The platforms' algorithms amplify this further, because genuine material gets watched longer. Good news for mid-sized companies: you do not need a film production, you need a phone and colleagues who feel like talking.

03 — Discipline

The right channel for each role

We choose channels by audience and seniority, not by habit:

• Meta (Facebook & Instagram): the reach foundation for almost every profession, strong for regional campaigns with radius targeting
• TikTok: unbeatable for apprenticeships, entry-level roles and jobs with a visible day-to-day, see our TikTok page
• LinkedIn: precise targeting by job title and seniority for professionals and executives, more expensive but on target
• Google: catches active seekers searching for "job as X in Y", ideal as a complement

Usually one lead channel plus one supporting channel is enough. We start focused, measure for two weeks and shift budget to wherever the applications come from.

04 — Discipline

Creatives that look like you

Candidates spot stock photos at a glance, and nothing says "something is off here" louder than laughing models in a supposed workshop. We produce with your real people: short videos from the working day, honest statements on pay and hours, concrete answers to the questions everyone asks themselves. The briefing and the variant logic come from us, the filming happens at your place, often on a phone.

05 — Discipline

From click to application without an obstacle course

The most common mistake in recruiting marketing happens after the click: an interested candidate lands on a job portal with a forced login and twelve required fields, and is gone. We build career landing pages that take two minutes to complete: name, contact, three questions, done. The CV can come later. The technology behind it, from multi-step forms to the handover into your applicant tracking system, comes from our web tech and custom development.

If you want, automated flows take over from there: instant confirmation to the applicant, a reminder to your team, a follow-up email for half-finished applications. That way you lose no one between interest and interview.

06 — Measurement

Cost per application instead of cost per click

Clicks do not hire anyone. We measure down to the submitted application and, where your process allows it, down to the hire. That way we see per channel and per ad what a qualified application really costs, and steer budget by those numbers. The setup comes from our tracking stack, including a clean handover of the source into your applicant tracking system.

Curious what is possible for your open roles? Send us one position and your current budget, we will run the numbers and get back to you with an honest assessment.