We build a career page, run job ads and route every application into one place. The site brings candidates in, and an AI agent plus a CRM handle first replies and tracking. Your recruiter spends time only on people who fit.
Quote and schedule after your brief
We add channels where candidates already spend time: Meta, Google, LinkedIn for professional roles, and local messengers where relevant. Every ad points to a role page with source tracking, so you see what works.
We write the page the way a candidate reads it: pay range, schedule, location, what the first week looks like. The form is short and works on a phone in a minute.
An AI agent (a bot that holds the conversation) answers common questions and collects basic details. Applications land in a CRM with statuses, so none get lost.
We set up analytics for cost per application by channel and the path from click to form. You report hires back, and together we work out cost per hire.
Use a package to describe what you need. We agree on the quote and schedule after reviewing your brief and requirements.
For companies that already have traffic or pay for job boards and want applications on their own site
For teams that need new applications now: volume hiring, a new location, seasonal roles
For companies that hire continuously, with many applications and few recruiters
You describe the task and current workflow. We clarify requirements, choose a first stage and prepare a quote.
We build the career page, the form and source tags. You see a draft before launch and send edits.
We start several ads in chosen channels. In week one we watch applications and cut what doesn't perform.
We connect the CRM and, if needed, the AI agent. You see each candidate and their status.
We compare results with the KPI and show cost per application by channel. Then we decide together: continue, change channels or stop.
On a board you compete with dozens of similar listings and pay per placement. On your own page you explain the terms, see the source of each application and don't depend on a platform's rules. We don't drop job boards; they can work alongside the page.
You pay the ad budget directly to the platform from your own account. The amount depends on location, role and competition for candidates. We give a starting estimate in the brief, and the first month is usually enough to see whether a channel works.
Yes. We work with Meta, Google and LinkedIn for clients in the EU, UK, US, Canada and Australia. In the US and Canada, Meta restricts targeting for employment ads, and we build the campaigns around that.
It answers common questions about schedule, pay and location, collects basic details and passes the application to your recruiter. It doesn't make hiring decisions; a person always has the final say. You approve the scripts and rules before it goes live.
A list of roles with pay and schedule, a contact person for hiring, and photos or video from the workplace if you have them. We also need access to your site and ad accounts, or we create new ones in your name.
We agree on the handover of code, materials and account access before work starts. Third-party licences and services are listed separately when needed.
Describe your business, the outcome you need and your current workflow. We will clarify the requirements and prepare a quote after your brief.