Marketing Agency for Recruitment Firms
We are a marketing agency for recruitment and staffing firms that need two things at once: companies with open roles, and candidates to fill them. Those two audiences search, decide and respond in very different ways. We run separate programs for each and report on both.
- Free 30-minute growth audit, no obligation
- Plans from $1,000 a month, month to month
- Reply to every request within 24 hours
Key takeaways
- Candidate and employer campaigns run separately, because a job seeker and an HR director need different pages and messages.
- Employment ads on Meta and Google cannot target by age, gender or ZIP code, so we reach candidates by radius, job title and site.
- Applicant source data passes into your ATS, so you can see cost per applicant, submittal and placement by channel.
Two Audiences With Different Buying Habits
Your clients are HR leaders, hiring managers, operations heads and sometimes procurement teams. They choose a staffing firm on specialty, speed, candidate quality, compliance and local presence. Large employers often work through a managed service provider or vendor management system, which controls who gets on the supplier list. Winning that work takes relationships, proof and patience.
Your candidates are job seekers, mostly on their phones. They search job boards and Google, scroll social media and respond to texts. They choose based on pay, shift, location and how fast you reply.
Staffing agency marketing has to serve both without mixing them up. A candidate who lands on a page written for HR directors leaves. So does a client who sees only job ads.
Recruitment Marketing for Candidates
Candidate campaigns aim for qualified applicants at a cost you can sustain.
Job Ad Distribution
Sponsored jobs on Indeed, LinkedIn and ZipRecruiter, plus programmatic job ads that shift budget toward the sites sending real applicants.
Google for Jobs
Job pages marked up with JobPosting structured data so openings can appear in Google's job search results.
Paid Social
Facebook and Instagram ads for hard-to-fill shifts, run under Meta's employment ad category rules.
Text and Email to Your Talent Pool
Automated follow-up to past applicants and placed workers, sent only with the consent the TCPA requires.
Employer Reputation
Reviews and replies on Google and job sites, since candidates check how you treat workers.
Staffing Agencies Marketing to Win Client Accounts
Client-side work looks more like B2B marketing. We build pages for each vertical you serve, such as light industrial, healthcare, IT or accounting, with clear proof of what you fill and where. Each branch gets a Google Business Profile and a local page, through our local business marketing work, since many employers search for staffing near them.
LinkedIn ads and targeted email reach HR and operations leaders at the companies you want. Placement stories, salary guides and hiring market updates give your recruiters a reason to follow up. For cold email and LinkedIn outreach to employers, see our staffing lead generation service.
We route client-side leads to your sales staff as they come in, and track which ones become accounts.
Job Ad Rules and Data From Your ATS
Job ads carry legal rules. Several states, including Colorado, California, Washington and New York, require pay ranges in many job postings. Equal employment opportunity language belongs on every listing. Meta and Google both restrict targeting for employment ads in the US, so we cannot target by age, gender or ZIP code. We reach candidates through location radius, job titles, interests and the right sites.
Tracking needs to connect to your applicant tracking system, whether that is Bullhorn or another platform. We pass the source of each applicant through to the ATS, so you can see cost per applicant, cost per submittal and cost per placement by channel. Our marketing analytics and tracking service sets up that connection.
We are not your employment lawyer. You approve job ad wording and pay ranges.
Pricing for Staffing Agency Marketing
Programs start at $1,000 a month. Firms with several branches or verticals get a quote up front, based on how many they need. Cost depends on how many markets you hire in, your job ad budget, how much client-side content you need and how complex your ATS connection is. Job board and ad spend is paid to the platforms directly.
We will not promise a fill rate, a set cost per applicant or a number of new accounts. Labor markets shift, and so does demand for each role. We will show which channels bring applicants who get placed and which bring clients who sign.
How Pricing Works
Vynce Digital LLC is a registered US company, with our head office in Dubai and our delivery team in Srinagar. Here is how working with us is billed.
Plans from $1,000 a month
The fee depends on channels, accounts and workload. We confirm it in writing before anything starts.
Month to month
No long contract. You can stop with 7 days' written notice, and your website, data and content stay yours.
Ad spend and tools are separate
Ad spend is billed separately from our fee, and any software is billed by its provider. Your website, data and content stay yours.
A free 30-minute growth audit
A strategist looks at your account and goals on a call, with no obligation. We reply to every request within 24 hours.
Staffing Marketing Questions, Answered
Straight answers to the questions we hear most. Ask us anything else on the free audit call.
No. If you need digital marketing recruiters to fill a marketing job at your company, a staffing firm that focuses on recruitment for marketing roles is the right fit. We market staffing and recruiting firms themselves.
We test job sites, ad copy, pay display and apply flows, and shift budget to what works. A shorter application often helps most. We report cost per applicant and per placement, but we will not promise a set figure.
Yes. We connect to common platforms such as Bullhorn so each applicant keeps its source. If your ATS has limits, we tell you what we can and cannot track.
Yes. Those campaigns need separate funnels for each license type and specialty, with pay, shift and location details up front. Licensing and credential details must be accurate in every ad.
It depends on where your bottleneck is. If you have open orders you cannot fill, candidates come first. If recruiters are idle, client-side work does. We review the split each month.
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