The job is advertised where the target audience isn't
The ad runs on the usual job boards. The people you're looking for read trade media and newsletters or follow certain communities, and never see the ad.
Goal · Find employees
Reach people who fit your open position.
Recruiting rarely fails because the people don't exist, but because they never see the job or don't see themselves in it. We work on job profile, credible outreach, relevant channels, easy application, and feedback process. The decision stays with HR.
Analyze my shop
Initial consultation: we look at whether the job is visible and whether the outreach is credible.
How you'll notice
Three reasons suitable applications don't come in
The outreach sounds like everyone else's
“Dynamic team, flat hierarchies, exciting tasks.” Anyone you want to apply wants to know what's actually in store: department, tasks, people, training.
Applying is too much work, and the response is too slow
Cover letter, form, registration, and then weeks without a reply. By then, anyone with options is long gone.
How we proceed
From job to application
Example process as we have used it in recruiting projects. Selection and hiring stay with HR and the department.
- 01
Sharpen the job profile
Together with HR and the department: What does the person really do, what do they learn, who do they work with? Not a list of requirements, but a picture of the role.
- 02
Develop credible outreach
An editorial that shows the department, instead of an ad that advertises a job. From the perspective of the people who work there.
- 03
Choose relevant channels
Where the target audience actually reads, for example relevant newsletters, supplemented by social media. Not everywhere, but targeted.
- 04
Make applying easy
A short path from outreach to application, with as few required fields as possible.
- 05
Define the feedback process
Who replies when, who conducts the first conversation, how does the person learn where things stand? HR decides, but nobody waits in the dark.
Documented case studies
How we carried out recruiting projects
Three recruiting projects from healthcare with the figures documented in the respective case studies. They are examples, not a promise of comparable results.
The figures cited come from the case studies and refer only to the campaigns described there.
What you hold in your hands
Visibility and a process that responds
Job profile in plain language
The basis for outreach and selection, aligned with HR and the department.
Editorial and campaign material
Credible content that shows what the person can expect.
Channel plan with evaluation
Which channels were used and what reach and responses they delivered.
Feedback process
Responsibilities and deadlines for replies to applicants.
Assessment
We make jobs visible. HR decides.
We don't do candidate selection or staffing. We make sure the right people see the job, recognize themselves in it, and can apply easily. Selection, interviews, and hiring stay with you.
- No promise about the number or quality of applications
- No staffing agency or headhunting
- Figures from case studies apply only to the campaigns described there
Keep reading
Case studies and matching services
Frequently asked questions
Clearly answered.
Do you handle selecting applicants?
No. We make the job visible and ensure a clear feedback process. Selection, interviews, and decisions stay with HR and the department.
Does this only work in healthcare?
The documented case studies come from healthcare. The process (profile, credible outreach, suitable channels, easy application) is transferable; whether it works in your industry, we'll check honestly in the initial consultation.
Can you tell us how many applications we'll get?
No. The figures in the case studies apply to the respective campaigns. We define with you how we measure reach and responses, and adjust accordingly.
Matching services
