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Gratis adviesgesprek
We put your vacancies in front of the right people while they're still scrolling, not searching. Reaching passive candidates on the platforms they already spend time on.
They're scrolling Instagram, watching YouTube, and building their careers not refreshing Indeed. The companies reaching them there, before a role even opens, win the hire.
of the workforce is passive talent, not job-hunting.
of candidates judge your employer brand before applying.
cost per hire, with strong employer branding.
average hire time, waiting on applications alone.
Only 3% of the workforce is actively browsing job boards on any given day. The other 97% are working, performing, and open to the right offer but invisible to anyone still waiting for applications. We reach them first, on the platforms they're already using.
Job boards reach a few hundred thousand people actively looking. Social platforms reach tens of millions scrolling every day, including the best candidates who aren't looking at all. We put your vacancy in front of the ocean, not the pond.
A "Sales Manager" search misses why someone actually says yes: career growth, work-life balance, flexibility. We build candidate personas around what motivates each type of hire, then trigger them with messaging that speaks to that, not a generic job ad everyone else is running.
20x the daily reach of job boards, a fraction of the competition, and the lowest cost per candidate on the table. That's why we start on Meta.
We map who actually succeeds in this role- the personas, the platforms they're on, and where your current recruitment is losing them.
Job ads, employer brand content and targeting built for social and passive candidates, not a repost of your job board listing.
We put the role in front of the right people while they're scrolling, using custom audiences and lookalikes built from your best hires.
We track applications through to actual hires, then shift budget toward what's producing candidates who get offers. not just cheap clicks.
Story BMW needed skilled technicians across three locations, a hard-to-reach audience traditional job ads weren’t delivering.
The strongest healthcare leaders rarely browse job boards. We positioned Salios’ roles around purpose, autonomy and impact, reaching experienced managers before they started searching.
Complex-care leadership roles require more than a strong CV. We attracted and pre-qualified candidates for the leadership, resilience and care experience the role demanded.
From first-line technicians to fleet account managers, Hedin needed a faster way to reach qualified automotive talent. We built targeted recruitment campaigns that delivered.
Persistent vacancies were increasing workloads and reliance on costly agency staff. We built a steady pipeline of qualified candidates for hard-to-fill medical and leadership roles.
“Gamechangers helped us reach candidates we simply weren’t finding through job boards. The vacancies were filled faster and recruitment became predictable.”
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Recruitment across 30+ physiotherapy practices had become a major growth bottleneck. We solved it with a fully outsourced recruitment system.
Book a Discovery Call.
We start with a discovery call to understand your business, goals and current marketing setup.
You receive:
Receive a clear strategy and key action plan.
After the discovery call, we translate the findings into a practical growth plan built around your goals.
You receive:
Launch with momentum, clarity & professionalism.
Once we start, we move fast. Your workspace is set up, priorities are locked in and the first sprint begins.
You receive:
Book a Discovery Call.
We start with a discovery call to understand your business, goals and current marketing setup.
You receive:
Receive a clear strategy and key action plan.
After the discovery call, we translate the findings into a practical growth plan built around your goals.
You receive:
Launch with momentum, clarity & professionalism.
Once we start, we move fast. Your workspace is set up, priorities are locked in and the first sprint begins.
You receive:
Recruitment marketing uses advertising, content and targeting to put your vacancies in front of the right people, before they actively search on job boards.
Job boards mostly reach people already looking. Recruitment marketing also reaches passive talent: people who are open to change, but not actively applying yet.
Yes. Instead of paying high recruitment fees per hire, you build campaigns that generate candidate flow directly for your business.
Yes. Hard-to-fill roles usually need more than a vacancy post. We build messaging around motivation, benefits, culture and timing to reach people who are not searching yet.
We use platforms like Meta, LinkedIn, Google, YouTube and niche channels depending on the role, audience and budget.
Meta has massive reach, strong targeting options and lower competition than many recruitment channels. It is especially effective for reaching passive candidates at scale.
Yes, but not always as the first channel. LinkedIn can be strong for specific professional roles, while Meta often delivers broader reach and lower cost per candidate.
Yes. We turn job descriptions into candidate-focused campaigns that explain why the role matters, what the opportunity offers and why someone should apply.
We look beyond job titles. We build audiences around experience, interests, behaviour, location, career stage and candidate motivations.
We optimise for real hiring outcomes, not cheap leads. That means tracking applications, qualified candidates, interviews and hires.
Yes. Strong recruitment campaigns do not only sell the vacancy, they sell the company, culture, team, mission and growth opportunity.
Yes. Depending on the campaign, candidates can apply through a landing page, lead form, WhatsApp flow, application funnel or your existing ATS.
Campaigns can launch quickly and generate interest fast. Results improve as we test audiences, messaging, creatives and application flows.
Recruitment marketing supports recruiters by filling the top of the funnel with more relevant candidates, so they spend less time searching and more time closing.
We measure applications, qualified candidates, interviews, hires, cost per candidate and cost per hire, not just clicks or impressions.
