Revenue Driven for Our Clients $2,400,000,000+
888-256-9448
Start Growing ↗
Employment & Recruiting Marketing | RisingPlans
Marketing Automation Service

Employment & Recruiting Marketing That Fills Roles Faster

Stop losing top talent to competitors. RisingPlans builds data-driven recruiting marketing campaigns that attract qualified candidates, cut cost-per-hire, and keep your talent pipeline full — all year round.

Get a Free Strategy Call ↗
No long-term contracts Free candidate audit Transparent reporting
📈 Recruiting Campaign Snapshot
3.2x
More qualified applicants
–41%
Cost per hire reduction
+218%
Career page traffic
68%
Faster time-to-fill
Live campaign data 500+ clients served
What It Is

What Is Employment & Recruiting Marketing?

Employment and recruiting marketing applies the same precision targeting, data analytics, and multi-channel strategies used in consumer marketing to the problem of finding and attracting talent. Instead of selling a product, you're selling your opportunity.

It covers everything from programmatic job advertising and employer brand content to SEO for your careers page, social recruiting campaigns, and retargeting passive candidates — all tied back to real hiring outcomes, not just clicks.

RisingPlans treats your open roles like revenue targets: every campaign is built around measurable KPIs, optimised weekly, and reported in plain language.

🎯
Precision Candidate Targeting Reach job seekers who match your exact role criteria — by title, location, experience, and intent signals.
📣
Employer Brand Amplification Build a reputation that attracts candidates before they even see a job ad.
📊
Hiring Funnel Analytics Track every step from first ad impression to accepted offer — no guesswork.
⚡
Speed-to-Hire Optimisation Automated nurturing and retargeting keeps warm candidates engaged until they apply.
73%
of candidates research employers online before applying
5×
more applications from companies with strong employer brands
$4,700
average cost per bad hire — marketing ROI pays for itself fast
50%
of job seekers start their search on Google — SEO matters
Our Services

Everything Your Recruiting Pipeline Needs

From first impression to accepted offer — we run every channel of your employment marketing so you can focus on interviewing, not sourcing.

📋

Programmatic Job Advertising

Automatically distribute your roles across 1,000+ job boards and media sites, with real-time budget optimisation that shifts spend toward the placements driving real applicants.

🔍

Careers Page SEO

Rank your careers landing pages and individual job postings for high-intent searches. Capture candidates already looking for exactly what you offer — before they see a competitor's ad.

📱

Social Recruiting Ads

Targeted paid campaigns on LinkedIn, Meta, TikTok, and Instagram that reach both active job seekers and passive candidates who aren't yet looking — but would switch for the right role.

🏢

Employer Brand Content

We create video, blog, and social content that showcases your culture, values, and team — so candidates choose you, not just the job title. Authenticity converts browsers into applicants.

📩

Email & Talent Nurturing

Automated email sequences that keep warm candidates engaged across long hiring cycles — with personalised messaging based on the roles they've viewed and the stage they're at.

🔁

Candidate Retargeting

Re-engage visitors who viewed your careers page or job listing but didn't apply. Smart retargeting across display, social, and search turns near-misses into completed applications.

🖥️

Landing Pages & Funnels

High-converting careers landing pages built around specific roles or candidate personas — with A/B testing, streamlined application flows, and tracking tied to actual hires.

📺

Connected TV & Video Ads

Reach passive candidates with employer brand video ads on streaming platforms — building awareness and brand affinity before they ever start an active job search.

📈

Hiring Analytics & Reporting

Every campaign connected to real outcomes: cost per application, cost per qualified candidate, cost per hire. Monthly plain-English reports — no vanity metrics, ever.

The Challenge

Why Traditional Recruiting Is Broken

Posting on one job board and hoping is no longer a strategy. Today's candidates research employers the same way consumers research products — and they choose accordingly.

  • 01
    Job Boards Alone Don't Cut It

    The average Indeed listing gets 250+ applications — mostly underqualified. You need targeting, not volume, to find the right fit faster.

  • 02
    Passive Candidates Ignore Job Posts

    72% of the workforce is passive. They won't see your listing — but they will see a well-targeted ad on LinkedIn or Instagram while scrolling.

  • 03
    Poor Employer Brand = Ghosted Offers

    Candidates research your reviews, culture, and values before applying. A weak online presence means losing talent before the first interview.

  • 04
    No Visibility Into What's Working

    Most HR teams can't attribute a hire to a specific channel. Without that data, budget gets wasted on channels that don't convert.

Real Results From Our Campaigns
–41%
Cost per qualified applicant reduced for a regional healthcare network after shifting to programmatic + social targeting — from $186 to $109 per hire.
3.2×
Increase in qualified applications for a national logistics company within 60 days of launching a full-funnel recruiting marketing campaign.
+218%
Organic career page traffic growth in 6 months for a SaaS firm after a careers SEO overhaul — cutting dependency on paid job boards.
Why RisingPlans

Built for Hiring Results — Not Impressions

We're not a job board. We're not an ATS. We're a full-service digital marketing agency that builds recruiting campaigns the same way we build revenue campaigns — data-first, outcome-focused, and transparent.

🤖

AI-Powered Candidate Targeting

Our proprietary audience models identify candidates by job title, behaviour, intent signals, and competitive employer research — not just keywords.

🔗

Full-Funnel Attribution

We connect every ad click, job view, and application to a specific channel and campaign — so you know exactly what your hiring budget is returning.

📡

Omnichannel Reach

LinkedIn, Google, Meta, programmatic networks, job boards, email, and OTT — your opportunity reaches candidates wherever they spend their time online.

🏗️

CRM & ATS Integration

We connect campaign data directly to your existing applicant tracking system — automating lead handoff and closing the loop between marketing and HR.

🧪

Continuous A/B Testing

Ad copy, job titles, imagery, landing page layouts — we test every variable weekly and iterate fast so your campaigns improve with every cycle.

📋

Dedicated Recruiting Strategist

You get a senior strategist who has run recruiting campaigns — not a generalist account manager. They know what moves hiring metrics, not just marketing metrics.

Our Process

From Kickoff to Qualified Candidates in 4 Weeks

A proven process that gets your roles in front of the right candidates fast — with no guesswork and no wasted spend.

1

Talent Audience Audit

We analyse your target candidate personas, competitor employer brands, and current career page performance to find your fastest paths to qualified hires.

2

Campaign Blueprint

Your strategist builds a multi-channel recruiting plan with channel mix, budget allocation, audience segments, and clear KPIs tied to actual hiring goals.

3

Launch & Optimise

Campaigns go live across all channels. We monitor performance daily, shift budget toward top performers, and test new creative weekly to improve results.

4

Report & Scale

Monthly plain-English reports connect every campaign to real hiring outcomes. We scale what works, cut what doesn't, and build on momentum month over month.

Proven Results

Hiring Metrics That Actually Move

Real numbers from real recruiting campaigns — across industries, company sizes, and role types.

Healthcare Network
–41%
Cost Per Qualified Applicant
A regional healthcare group running 60+ open roles monthly cut their cost per qualified hire from $186 to $109 using programmatic + LinkedIn targeting.
Logistics & Transport
3.2×
More Qualified Applications
A national logistics company tripled qualified driver and warehouse applications within 60 days by switching from job board blasting to audience-led social recruiting.
SaaS & Technology
+218%
Organic Career Page Traffic
A growth-stage SaaS company grew organic careers traffic 218% in 6 months — reducing job board dependency and attracting culture-aligned candidates already searching for them.
Industries We Serve

Recruiting Marketing Across Every Sector

Whether you're filling skilled trades, executive roles, or high-volume hourly positions, our strategies adapt to your candidate market and hiring velocity.

🏥 Healthcare & Medical 🚚 Logistics & Transport 💻 Tech & SaaS 🏗️ Construction & Trades ⚖️ Legal Services 🏦 Financial Services 🛒 Retail & eCommerce 🎓 Education 🏡 Home Services 🏭 Manufacturing 🍽️ Hospitality & Food 🔬 Biotech & Life Sciences
FAQ

Common Questions, Straight Answers

Everything you need to know about employment and recruiting marketing at RisingPlans.

How quickly will I see more qualified candidates? +
Paid campaigns (programmatic, LinkedIn, social ads) typically generate qualified applicants within 7–14 days of launch. SEO improvements to your careers page build momentum over 3–6 months and deliver compounding, lower-cost results long-term. We set clear timelines in your campaign brief from day one.
Do you work with our existing ATS or HRIS? +
Yes. We integrate with major ATS platforms including Greenhouse, Lever, Workday, iCIMS, BambooHR, and more. Campaign data flows directly into your existing system so your HR team sees applicants in the tools they already use — with full source attribution.
We already post on Indeed and LinkedIn — why do we need this? +
Job board posts reach only active job seekers — roughly 28% of your potential talent pool. Our campaigns also reach the 72% who are passively employed but open to the right opportunity, through targeted social ads, employer brand content, and retargeting. We also optimise your existing job board spend to reduce wasted budget on unqualified clicks.
How do you measure success beyond application volume? +
Application volume is a vanity metric. We track cost per qualified candidate, cost per interview, cost per offer, and cost per hire — tied to the specific channels and campaigns that drove each outcome. Every monthly report shows exactly what your recruiting marketing spend is returning in real hiring results.
Can you help with employer branding as well as job advertising? +
Absolutely. Employer brand content — culture videos, team spotlights, Glassdoor review strategy, and careers page copywriting — is a core part of our service. Research shows candidates who engage with employer brand content before applying are 40% more likely to accept an offer. We build awareness before the application, not just at the moment of the job post.
What contract lengths do you offer? +
We operate month-to-month for most clients. We believe you should stay because our campaigns fill your roles — not because of a contract. Most clients see strong enough results in the first 60–90 days that they continue scaling the programme. We'll be upfront about what's realistic for your hiring volume and budget before we start.