What we do

Rewrite the job ad. Highest return on the list and the cheapest thing here. A real pay range, a description of the actual day, a job title people search for rather than the one in your org chart, and a reason to work for you specifically.

Run it as a paid campaign on Indeed and ZipRecruiter. Sponsored placement, budget managed daily, and the ad adjusted when the applications aren’t the right ones. Indeed runs on a pay-per-click model against a budget you set. Cost per application varies a lot by role, so we watch it and shift spend rather than setting it and hoping.

Extend to Meta and Google when the role justifies it. Some roles (CDL drivers, experienced techs, anything where the good candidates aren’t actively job hunting) don’t get filled from job boards alone. Those get the same targeting treatment as a lead campaign.

Automate the screening. Knockout questions on the application so unqualified candidates filter themselves out, and everyone else moves forward automatically instead of waiting for someone to read an inbox.

Make first contact within minutes. An automated first response goes out immediately, and qualified applicants get a real conversation started the same day. The candidate you want is talking to two other employers and the fastest one usually wins.

Book the in-person interviews. Screened candidates get scheduled directly onto your calendar, with confirmation and a reminder so they actually show up. You get a name, a time, and their application, and your first involvement is the interview itself.

Build the careers page they land on. Real photos of your building and your crew, pay and benefits stated plainly, one clear action. Built on the brand you already have, on the website you already own.

Retarget the people who quit mid-application. They started, they got distracted, and they’re the warmest audience in the entire campaign. Almost nobody runs this.

What we don’t do

We don’t source candidates. Nobody here is cold-calling people at their current job or working a network to find a passive candidate. That’s a search firm and it’s a different service with a different fee structure.

What we do is advertising, screening and scheduling. If a role genuinely needs a headhunter, we’ll say so rather than sell you another month of ad spend.

How it works

• 1. Role intake, 30 to 60 minutes. What the job actually involves, what it pays, what makes it hard, and why the last person struggled.
• 2. Ad and page build, about a week. Job ad written, careers page live, screening questions set, calendar connected.
• 3. Launch. Indeed and ZipRecruiter first, plus whatever else the role needs.
• 4. Manage the flow. Cost per application and cost per qualified application, watched daily in the first two weeks. Applications get responded to within minutes and screened within hours.
• 5. Interviews on your calendar. With reminders, because no-shows are the other half of this problem.
• 6. Report and adjust. Applications, qualified applications, interviews booked, interviews attended.

Common questions

Who this is for

Businesses hiring for real roles they’ll actually fill, especially trades, service techs, drivers and front-desk positions where the applicant pool is thin and speed decides who gets the good one.

Not a fit if you need a specialized senior hire (that’s a search firm), or if you can’t get to an interview within a few days of us scheduling it. Speed is most of what makes this work, and it has to run at both ends.