What makes us different
Counting from hires, not clicks
The goal is not applications but people who start work. We work back from it: how many people are needed in each city, what share of applications reaches an interview and a contract, how many applications and what budget that takes. Assumptions in the calculation are marked as assumptions.
Hiring is part of marketing
Once advertising to customers works, growth runs into people: nobody to go out and measure, to install, to pick orders. So we plan the flow of candidates together with the flow of customers, not as a separate topic.
A form that filters
Candidates readily write in a form what an employer wants to see. So the key requirements become firm questions, checked by a scripted call and a test task — before anyone spends time on an interview.
An application must not go cold
The share of candidates who reach the job depends largely on speed: how quickly they were called back, whether anyone got through, whether the person came to the meeting. We set up a separate pipeline in the CRM and show where applications stall.
An honest job ad
Real earnings rather than the highest possible figure, two or three key benefits per creative, real employees on camera — with their written consent to filming.
Not only advertising
We post vacancies on job boards and in niche chats, write the texts of vacancies and messages, and advise on how to run interviews. Advertising is one channel, not the only one.
What we do
The work runs from the hiring plan to advertising and back — to checking how many candidates actually started work.
We calculate the plan
- How many people are needed, for which roles, in which cities and by when.
- What counts as an application: a form on a landing page, a response on a job board or a call.
- The share of applications that end in a hire — from your history, or as an assumption we check after the first two weeks.
- A budget calculated from the hiring goal, broken down by city.
We prepare the offer
- Vacancy texts for advertising, job boards and chats.
- Video scripts and creatives with the working conditions.
- A landing page or form with questions that filter out unsuitable candidates.
We launch the channels
- Advertising on search and social media, with separate campaigns by city and country.
- Posts on job boards and in niche communities.
- A separate candidate pipeline in the CRM: application, call, test task, meeting, first day at work.
We review and adjust
- A weekly report: how many applications, how many of them suitable, and what a suitable candidate costs.
- Where candidates drop out — in the advertising, in handling or at the interview.
- Changes to screening, creatives and geo based on the results — not just a bigger budget.
What is not included
- Interviews, contracts and onboarding — that is your HR team; we give recommendations and see the pipeline.
- Employment contracts, visas and relocation of employees.
- A guaranteed number of hires: the share of applications that reach the job depends largely on how quickly and well they are handled.
- The advertising budget and fees for paid job boards.
Ways to work with us
Plan and launch
- Calculation from the hiring plan
- Vacancy texts and creatives
- A screening form
- A candidate pipeline in the CRM
- Advertising launched in one channel
The first period: we find out the real cost of a suitable candidate in your niche and geo.
Steady flow
- Everything in plan and launch
- Several channels and job boards
- A weekly report on suitable candidates
- Adjustments to screening and creatives
- Day-to-day contact in chat
The main format: for when you hire all the time.
Hiring and customers
- Everything in steady flow
- Advertising to customers in the same project
- One plan: how many people the flow of orders needs
- Recommendations on interviews and onboarding
For when growth runs into both customers and people, and both flows need to be planned together.
