A message hiring teams can act on.
Develop a repeatable creative process around the hiring problems employers are trying to solve.
Illustrative project · Proposed approach, not a client case study.
- Service
- Paid social
- Focus
- Employer messaging & creative
- Primary measure
- Qualified employer enquiries
The challenge.
Staffing campaigns need to distinguish employer demand from candidate interest. A generic recruitment message can attract attention while leaving hiring teams unsure which roles, markets, or engagement types the firm handles.
A clearer
way forward.
- Employer-message matrix
- Creative briefs and variants
- Enquiry routing rules
- Employer-quality feedback
Build around a hiring need.
Choose a specific employer problem, role category, and market for each message. Make the intended audience clear in the creative itself.
Give creative a repeatable brief.
Create a testing matrix of problems, offers, and proof points that the team can substantiate. Give each concept a written hypothesis.
Review with the recruitment team.
Classify employer enquiries separately from candidate responses. Compare accepted briefs and opportunity quality before expanding a concept.
What we would measure.
Employer intent
Separate companies seeking hiring support from candidates seeking roles.
Brief quality
Review role type, urgency, geography, and commercial fit with the team.
Creative learning
Document which message earns qualified demand and what to test next.