Employee recruitment campaigns
Stop chasing applicants. Start booking interviews.
We run paid hiring campaigns that reach active and passive candidates in your area, screen them before they reach your team, and drop interview-ready applicants straight into your calendar.
- Role-level targeting
- Pre-screened applicants
- Interview booking built in
Hiring pipeline
Live0
Applicants
0
Screened
0
Interviews
Illustrative account view, not a client account
Candidate reach across the channels people actually scroll
Meta Ads
Google Ads
YouTube
TikTok
LinkedIn
SMS + WhatsAppMeta AdsGoogle AdsYouTubeTikTokLinkedInSMS + WhatsAppWhy hiring stalls
Why do job boards deliver volume instead of hires?
Most hiring teams are buried in unqualified applications while the people they actually want never see the role. That is a distribution and screening problem, not a recruiting problem.
Wrong applicants
Broad job board listings attract anyone who can click apply, which turns your recruiter into a filter instead of a closer.
Invisible to passive talent
The strongest candidates are employed and never browse job boards. They need to be reached where they scroll.
Slow follow-up
Applicants go cold within hours. Without instant SMS and email follow-up, most never reply to a first call.
No cost visibility
Without tracking per role, you never learn what a hire actually costs or which channel produced it.
Cost per hire model
Model your cost per interview before you spend
Recruitment budget is usually judged on applications, which is the one number that does not matter. Move the inputs to see the two that do: what an interview costs and what a hire costs once no-shows are priced in.
Hiring inputs
Cost per interview
$167
Media budget against interviews booked
Indicative cost per hire
$866
Assumes about a third of interviews convert
Illustrative model. Real figures depend on role, market, wage level and creative.
What we run
Which campaigns does Growbi run for each open role?
Every open role gets its own audience, creative angle, and screening logic so your pipeline stays specific instead of generic.
- 01
High-volume hiring ads
Meta and TikTok campaigns geo-fenced around your sites for roles you hire repeatedly: drivers, technicians, care staff, warehouse, retail, and field crews.
- 02
Skilled and licensed roles
Commute-radius targeting plus credential-based screening on licence, certification, and years of experience for trade-specific positions.
- 03
Conversational apply funnels
Mobile-first applications under three minutes, with SMS or WhatsApp follow-up in the first five minutes so candidates finish while intent is high.
Employer brand content
Short video and photo creative shot around your real team, shifts, and pay structure so expectations are clear before the first interview.
Interview booking automation
Qualified applicants self-book onto your hiring manager's calendar, with SMS reminders 24 hours and 1 hour before to cut no-shows.
Knockout screening logic
Location, availability, license, and experience questions filter applicants before your team ever opens a resume.
Next step
Want the same pipeline for your open roles?
We map your roles, hiring volume and a realistic cost per interview on one call, before any budget is committed.
- No obligation
- Role level plan
- Cost per interview modelled
How it works
How does an open role become a booked interview?
A repeatable operating system your hiring team plugs into, not a one-off ad campaign.
- 1
Role intake and offer clarity
We map each role: pay range, shifts, location, must-have credentials, and what makes the job attractive against local competitors.
Output: Role brief per position
- 2
Creative and audience build
We produce hiring creative in your voice and build audiences around commute radius, job titles, interests, and lookalikes of past hires.
Output: Campaign ready to launch
- 3
Screening funnel setup
Applicants move through a short mobile form with knockout questions, then into instant SMS and email sequences.
Output: Automated screening flow
- 4
Launch, test, and scale
We launch across channels, test angles weekly, and shift budget toward whichever creative and platform produces qualified applicants.
Output: Weekly optimisation cycle
- 5
Reporting on cost per interview
You see applications, pass rate, booked interviews, and cost per interview by role so hiring spend becomes a predictable line item.
Output: Live hiring dashboard
What good looks like
What metrics does Growbi manage hiring campaigns against?
Results depend on role, market, pay competitiveness, and budget. These are the benchmarks we build campaigns toward and report on transparently.
Primary metric
Cost per interview
Reported per role, not blended across the account.
Screening quality
Pass rate
Share of applicants who clear knockout questions.
Interview attendance
Show rate
Reminder sequences keep booked interviews on the calendar.
Campaign snapshot
How a multi-location service operator runs hiring with us
- 1
Separate campaigns for each role family instead of one generic careers ad
- 2
Knockout questions on license, radius, and availability before a recruiter call
- 3
SMS follow-up within minutes of application submission
- 4
Weekly report on applications, pass rate, and booked interviews per location
- 5
Budget shifted monthly toward the locations with open headcount
Who it fits
Which hiring teams does recruitment marketing fit?
If a vacant seat costs you revenue every week, recruitment belongs in paid media.
Transport and logistics
Drivers, dispatch, warehouse, and delivery crews across multiple depots.
Field service and trades
Technicians, installers, and crew leads for HVAC, roofing, plumbing, and electrical.
Healthcare and care homes
Nurses, aides, and support staff where credentials and shifts must be screened upfront.
Multi-location retail and hospitality
Store, kitchen, and front-of-house roles with high turnover and seasonal peaks.
What you get
What does a managed hiring campaign include?
One team owns media, creative, screening, and reporting so nothing falls between recruiter and agency.
One pipeline view for every open role
- Role-by-role campaign structure and budget plan
- Hiring creative: video, static, and ad copy variants
- Mobile-first application funnel with knockout logic
- Instant SMS, WhatsApp, and email follow-up sequences
- Interview self-booking with automated reminders
- CRM or ATS handoff via webhook or spreadsheet sync
- Weekly performance reporting by role and location
- Monthly strategy call with your hiring lead
Client feedback
What do hiring leads say about Growbi?
We went from sorting hundreds of irrelevant applications to interviewing people who already met our license and radius requirements.
Operations DirectorMulti-site logistics operatorThe self-booking calendar changed everything. Candidates pick a slot while they are still interested instead of waiting for a callback.
Head of TalentRegional home services groupFor the first time we can say what a hire costs us per branch, and we plan headcount budget around it.
General ManagerCare services providerThe difference
How is Growbi different from job board reposting?
Where a typical setup stops at spend and impressions, we build toward interviews attended.
Primary metric
Screening
Follow-up
Reporting
Creative
Next step
Get a role by role hiring plan
Tell us the roles you need to fill this quarter and we will show you where the applicants come from and what each interview should cost.
- Reply within one business day
- Built on your live roles
Questions
What do employers ask about recruitment campaigns?
Keep reading
Guides worth your time
Other sectors
We also run campaigns for
Market context
70%
of the workforce is passive talent that never browses job boards, so the best candidates only see roles that reach them in the feed
92%
of candidates who click apply abandon long application forms, which is why our funnels are short and mobile-first
$4,700
average cost per hire in the US, before counting the revenue lost while the seat sits empty
Fill your open roles with candidates worth interviewing
Book a strategy call and we will map your open roles, local candidate supply, and a realistic cost per interview target before you spend anything.
- No obligation
- Role-level plan on the call
- US and Canada coverage