RECRUITING MARKETING
Recruitment Marketing A job posting cannot show someone why people stay.
We show the people and the atmosphere of the workplace on social media, then convert that interest on a career page. The goal is not view counts. It is more people who know your company, understand it, and decide they want to work there.
OUR APPROACH
Reach the people who are not job-hunting yet.
Job boards reach people who have already decided to move. Everyone else — the larger group — never sees you. Social media reaches them earlier, while they are simply curious. And when they do search your company name before applying, what they find needs to reassure them rather than raise questions.
Reach people who are not actively looking yet, through the work itself.
Who they would work with, what a day looks like, what is expected.
A career page that answers the remaining questions and takes the application.
PRICE & MENU
Services and pricing
Prices are shown before tax, with the tax-included figure alongside. Travel costs for on-site filming are charged separately.
HOW IT WORKS
How we work together
- 01 Free consultation
We look at the roles you are hiring for and where applications currently stall.
- 02 Scoping
We decide what to show, who appears on camera, and how approvals work.
- 03 Production
Filming on site, then posts and the career page.
- 04 Review and adjust
We track applications and enquiries, not just views, and adjust from there.
FAQ
Frequently asked questions
Our staff do not want to appear on camera.
That is common and it is not a blocker. Hands at work, the workshop, the tools, the finished result and a voice-over can carry a great deal. We only film people who have agreed, and we confirm that in writing.
Will this replace job boards?
Not immediately, and we would not advise dropping them at once. Social reaches people earlier and reduces the mismatch; job boards still catch people at the moment they decide. Most employers get the best result from both for a while.
How long before we see applications?
It varies by role and region, and we cannot promise a date. What we can say is that the first thing to improve is usually not volume but fit — fewer, better-matched applicants who already understand the job.
Can we run it ourselves later?
Yes. The six-month in-house programme is built for that: we hand over the themes, the filming routine and the approval process so it keeps running without us.
Start with a conversation.
Tell us which roles you are trying to fill and what has not worked so far. The first consultation is free.
Get a free consultation