Recruitment marketing agency

    Recruitment advertising that fills your interview calendar.

    We run hiring ads on Meta, Google and TikTok for employers with roles to fill.

    Free 15-minute strategy call

    Cut your cost per hire

    • Campaigns per role and location
    • Screened before your team calls
    • Interview self-booking with reminders
    Free, no obligation.See how it works
    Hiring manager reviewing applicant profiles on a tablet in a warehouse office
    Intake to launch
    About 1 week
    Mobile application
    Under 3 min
    First SMS follow-up
    Under 5 min

    We run hiring ads on Meta, Google and TikTok for employers with roles to fill. Candidates apply on their phone in under three minutes, knockout questions screen them, and qualified applicants book their own interview.

    Candidate reach across the channels people actually scroll

    • Meta AdsLead forms and retargeting
    • Google AdsBuyers searching right now
    • YouTubeVideo that builds trust
    • TikTokShort-form reach
    • LinkedInProfessional and B2B audiences
    • SMS + WhatsAppNurture and reminders
    • Meta AdsLead forms and retargeting
    • Google AdsBuyers searching right now
    • YouTubeVideo that builds trust
    • TikTokShort-form reach
    • LinkedInProfessional and B2B audiences
    • SMS + WhatsAppNurture and reminders
    • Meta AdsLead forms and retargeting
    • Google AdsBuyers searching right now
    • YouTubeVideo that builds trust
    • TikTokShort-form reach
    • LinkedInProfessional and B2B audiences
    • SMS + WhatsAppNurture and reminders
    • Meta AdsLead forms and retargeting
    • Google AdsBuyers searching right now
    • YouTubeVideo that builds trust
    • TikTokShort-form reach
    • LinkedInProfessional and B2B audiences
    • SMS + WhatsAppNurture and reminders

    Why hiring stalls

    Why do job boards deliver applications instead of hires?

    Most hiring teams are buried in unqualified applications while the people they want never see the role. That is a distribution and screening problem, not a recruiting problem.

    70%

    of the global workforce is passive talent, people not actively job hunting who only see a role if it reaches them

    Source: LinkedIn Talent Solutions
    92%

    of candidates who click Apply never finish the application, which is why our applications are short and built for phones

    Source: SHRM, 2022
    $4,700

    average cost per hire in the US, before counting the revenue lost while the seat sits empty

    Source: SHRM, 2022

    Solving your employee recruitment challenges

    What is holding your employee recruitment campaigns back?

    Your challenges

    1. Wrong applicants

      Broad job board listings attract anyone who can click Apply, which turns your recruiter into a filter instead of a closer.

    2. Invisible to passive talent

      Many of the strongest candidates are employed and not browsing job boards. The role has to reach them in the feeds they already scroll.

    3. Slow follow-up

      Applicants go cold within hours. Without instant text and email follow-up, most never answer the first call.

    4. No cost visibility

      Without tracking per role, you never learn what a hire costs or which channel produced it.

    How we fix it

    What does a managed recruitment marketing service include?

    One team owns media, creative, screening and reporting, so nothing falls between recruiter and agency.

    15 minutes, free, no obligation

    • Role-by-role campaign structure and budget plan
    • Hiring creative: video, static and ad copy variants
    • Mobile application funnel with knockout logic
    • Instant SMS, WhatsApp and email follow-up, with consent captured on the application
    • Interview self-booking with automated reminders
    • ATS or CRM handoff through webhook or spreadsheet sync
    • Weekly performance reporting by role and location
    • Monthly strategy call with your hiring lead

    What we run

    The recruitment advertising campaigns Growbi runs

    Every open role gets its own audience, creative angle and screening logic, so your pipeline stays specific instead of generic.

    High-volume hiring ads

    Meta and TikTok campaigns for roles you hire again and again, such as drivers, technicians, care staff, warehouse, retail and field crews, set up in Meta's Employment category with a radius of at least 15 miles around each site.

    Skilled and licensed roles

    Google Search campaigns on job-seeker queries, plus screening on license, certification and years of experience for trade-specific positions.

    Conversational apply funnels

    Mobile applications that take under three minutes, with SMS or WhatsApp follow-up in the first five minutes so candidates finish while interest is high.

    Employer brand content

    Short video and photo creative shot around your real team, shifts and pay, so expectations are clear before the first interview.

    Interview booking automation

    Qualified applicants book onto your hiring manager's calendar themselves, with text 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 opens a resume.

    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

    6
    $4,000
    55%

    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.

    Next step

    Get the same pipeline for your open roles

    We map your roles, hiring volume and a realistic cost per interview on a free 15-minute call, before any budget is committed.

    • No obligation
    • Role level plan
    • Cost per interview modeled

    15 minutes, free, no obligation

    How it works

    How an open role becomes a booked interview

    A recruitment marketing strategy your hiring team plugs into: a repeatable system, 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.

      Role brief per position

    2. Creative and audience build

      We produce hiring creative in your voice and build audiences from commute radius, approved interests and, where the platform allows it, people who already visited your careers page. Every campaign runs in the Employment category on Meta.

      Campaign ready to launch

    3. Screening funnel setup

      Applicants move through a short mobile form with knockout questions, then into instant text and email sequences.

      Automated screening flow

    4. Launch, test and scale

      We launch across channels, test angles weekly, and move budget to whichever creative and platform produces qualified applicants.

      Weekly optimization 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.

      Live hiring dashboard

    What good looks like

    The metrics Growbi manages hiring campaigns against

    Results depend on role, market, pay competitiveness and budget. These are the benchmarks we build campaigns toward and report on openly.

    • Primary metric

      Cost per interview

      Reported per role, not blended across the account.

    • Screening quality

      Pass rate

      Share of applicants who clear the knockout questions.

    • Interview attendance

      Show rate

      Reminder sequences keep booked interviews on the calendar.

    LED Facial campaign

    $1,450

    Ad spend

    110

    Appointments

    $13.18

    Cost per result

    Appointments campaign

    $3,036

    Ad spend

    83

    Appointments

    $36.59

    Cost per result

    Skin tightening campaign

    $4,916

    Ad spend

    102

    Appointments

    $48.20

    Cost per result

    Real Meta Ads Manager results from a Growbi med spa account, shown as an example of how we report. Not employee recruitment results.

    New hires in an onboarding orientation session
    From ad click to orientation day

    Campaign structure

    When demand outgrows the team: two Growbi clients who had to hire

    • Arctic Air HVAC: monthly service calls rose from 40 to 143 in 60 days, and the team grew from 3 to 7 technicians
    • Protect Chimney: 134 appointments in the first 90 days, then 3 more certified technicians hired and a service area 15 miles wider
    • Both were customer lead campaigns, not hiring campaigns. Recruitment uses the same targeting, fast follow-up and reporting
    • For hiring we run a separate campaign per role family, with knockout questions on license, radius and availability
    • Weekly reporting on applications, pass rate and booked interviews per location

    Results from other appointment-based businesses

    Growbi case studies from appointment-based businesses

    We have not published a employee recruitment case study yet. These are real Growbi clients in other industries, run on the same targeting, follow-up and reporting.

    Arctic Air HVAC

    143

    service calls a month

    +215%ROAS increase

    HVAC client

    Arctic Air HVAC

    How Arctic Air HVAC went from 40 to 143 service calls a month in 60 days, at a $28 cost per lead and a 215% ROAS increase

    View full case
    Protect Chimney

    134

    appointments in 90 days

    $158krevenue

    Chimney service client

    Protect Chimney

    134 appointments and $158,000 in revenue in the first 90 days, at an $18 cost per lead

    View full case
    Summit Roofing

    $340k+

    in new jobs in 90 days

    87qualified leads

    Roofing client

    Summit Roofing

    How Summit Roofing closed over $340,000 in new jobs in 90 days, starting with 87 qualified leads at a 38% lower cost per lead

    View full case

    Our content is different

    What makes our ad materials win?

    Real ad creative Growbi produced for med spa, home service and B2B campaigns.

    Animated med spa treatment ad produced by Growbi, variation 1
    Animated med spa treatment ad produced by Growbi, variation 10
    Animated med spa treatment ad produced by Growbi, variation 12
    Animated med spa treatment ad produced by Growbi, variation 2
    Animated med spa treatment ad produced by Growbi, variation 8
    Animated med spa treatment ad produced by Growbi, variation 1
    Animated med spa treatment ad produced by Growbi, variation 10
    Animated med spa treatment ad produced by Growbi, variation 12
    Animated med spa treatment ad produced by Growbi, variation 2
    Animated med spa treatment ad produced by Growbi, variation 8
    Animated med spa treatment ad produced by Growbi, variation 1
    Animated med spa treatment ad produced by Growbi, variation 10
    Animated med spa treatment ad produced by Growbi, variation 12
    Animated med spa treatment ad produced by Growbi, variation 2
    Animated med spa treatment ad produced by Growbi, variation 8
    Animated med spa treatment ad produced by Growbi, variation 1
    Animated med spa treatment ad produced by Growbi, variation 10
    Animated med spa treatment ad produced by Growbi, variation 12
    Animated med spa treatment ad produced by Growbi, variation 2
    Animated med spa treatment ad produced by Growbi, variation 8

    The difference

    How Growbi differs from job board reposting

    Where a typical setup stops at spend and impressions, we build toward interviews attended.

    • Primary metric

      Growbi: Cost per qualified interview
      Typical agency: Cost per click or application

    • Screening

      Growbi: Knockout logic before recruiter time
      Typical agency: Recruiter filters every resume by hand

    • Follow-up

      Growbi: Automated text and email within minutes
      Typical agency: Manual calls hours or days later

    • Ad compliance

      Growbi: Meta Employment category and Google rules set up correctly
      Typical agency: Boosted posts that skip the category and get rejected

    • Reporting

      Growbi: By role and location, weekly
      Typical agency: Platform screenshot, monthly

    • Creative

      Growbi: Produced around your real team and offer
      Typical agency: Stock imagery and job description text
    Recruitment team reviewing a candidate pipeline on a wall screen
    9+Years of expertise
    MetaGoogle PartnerOfficial ad partners

    Who it fits

    The hiring teams recruitment marketing fits best

    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 up front.

    • Multi-location retail and hospitality

      Store, kitchen and front-of-house roles with high turnover and seasonal peaks.

    Official ad partners

    Vetted by the platforms your ads run on

    Platforms only grant partner status to agencies that meet their standards for spend, results and policy compliance. Growbi is an official partner of Meta, Google, TikTok and LinkedIn.

    Direct platform support when it matters

    • Meta logo

      Meta

      Meta Business Partner

    • Google logo

      Google

      Google Partner

    • TikTok logo

      TikTok

      Official ad partner

    • LinkedIn logo

      LinkedIn

      Official ad partner

    Our CPL vs CPA research, published on

    Read the press release

    Next step

    Get a role by role hiring plan

    Tell us the roles you need to fill this quarter. On a free 15-minute call we show you where the applicants come from and what each interview should cost.

    • Reply within one business day
    • Built on your live roles

    15 minutes, free, no obligation

    Questions

    Recruitment marketing FAQs

    A recruitment marketing agency runs the advertising that brings candidates to your open roles: ads on Meta, Google, TikTok and LinkedIn, short application funnels, screening and follow-up. It is different from a staffing agency or recruiter, which finds and places candidates for a fee. Growbi builds the candidate flow, and your team runs interviews and makes offers.

    Recruitment marketing is the use of paid advertising and automated screening to fill open roles. Campaigns reach active and passive candidates where they scroll, knockout questions filter them on location, availability and license, and qualified applicants book their own interview. Growbi runs this end to end: role-level campaigns on Meta, Google, TikTok and LinkedIn, instant text and email follow-up, and reporting on cost per booked interview, not clicks or raw applications.

    Recruitment advertising is paid media that promotes a job to the people most likely to take it. It includes job board placements, programmatic job ads, and social and search campaigns. Growbi focuses on social and search ads that link to a short mobile application with screening questions, so the ad produces interviews instead of a pile of resumes.

    Start with a brief for each role: pay range, shifts, location and must-have credentials. Then pick channels per role, build creative around your real team and pay, and use a short mobile application with knockout questions. Follow up by text or email within five minutes, let qualified applicants book their own interview with reminders, and report cost per interview for each role so budget moves to what works.

    Yes. In the US, Meta requires job ads to run in its Employment special ad category: age stays fixed at 18 to 65+, gender cannot be chosen, ZIP code targeting is unavailable, locations must cover at least a 15-mile radius, and lookalike audiences and demographic or behavior targeting are off. Google bars targeting employment ads by age, gender, parental status, marital status or ZIP code in the US and Canada. We build every campaign inside these rules.

    Often, yes. Hourly and trade workers spend time on Facebook and Instagram, and many are not searching job boards. Ads that show the pay, the shift and the real team, then link to an application that takes under three minutes, tend to outperform a reposted job description. Results still depend on how your pay compares locally.

    Programmatic job advertising uses software to buy and adjust job board placements automatically, usually paying per click or per application. Recruitment marketing reaches people in social feeds and search, including passive candidates who never visit job boards, and adds screening and interview booking. Many employers use both: programmatic for active seekers, social and search for everyone else.

    Most accounts launch within a week of the intake call, once pay ranges, shifts and screening criteria are confirmed. Creative timing depends on whether we use your existing footage or shoot new assets.

    Meta and Instagram for high-volume hourly roles, Google Search for active job seekers, TikTok and YouTube for video reach with hourly and trade workers, and LinkedIn for specialized or licensed positions. The mix is set per role, not by habit.

    We run paid campaigns in the feeds where employed candidates already spend time, with creative built around pay, shifts and real footage of your team. The role appears in front of them instead of waiting for them to search a job board.

    It depends on role scarcity, market size and how many hires you need. SHRM puts the average US cost per hire near $4,700, which is a useful ceiling to compare against. With Growbi, ad spend runs on your own accounts so you see every dollar, and we report cost per interview by role so you know what each hire costs.

    Budget depends on role scarcity, market size and how many hires you need per month. On the 15-minute call we look at your roles and target hires and tell you if the numbers do not work.

    We have not published a recruitment case study yet. What we can show is the problem this service solves: Arctic Air HVAC grew from 3 to 7 technicians, and Protect Chimney hired 3 more certified technicians, after our lead campaigns filled their calendars. Both case studies are on our site.

    No. We generate and screen candidate flow, then hand qualified applicants to your ATS, spreadsheet or recruiter inbox. Your team still runs interviews and makes offers.

    You do. Campaigns run on your ad accounts and applicants land in your ATS, CRM or inbox. Every contact is yours to keep and re-engage, and your talent pool grows with every campaign.

    Yes. We structure campaigns by location and role, so each site gets its own budget, reporting line and interview calendar.

    We do not promise a fixed hire count, because pay competitiveness and your interview process sit on your side. We commit to campaign structure, screening quality, response speed and transparent cost per interview reporting.

    Still have a question?

    Get a free forecast for your business and ask us anything on a 15-minute call.

    Have a question that is not covered here? Bring it to a free 15-minute call.

    Fill your open roles with candidates worth interviewing

    Book a 15-minute call. We will look at your open roles, local candidate supply and a realistic cost per interview before you spend anything.

    • 15 minutes, no obligation
    • Role-by-role next steps
    • US and Canada coverage

    Keep reading

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