Traffic
Reach candidates through selected organic, job-board, social, referral, niche, and paid channels.
Applicant generation
Turn targeted traffic into an organized applicant pipeline
Define the applicant goal, qualification rules, delivery method, budget, and campaign economics before launch.
Funnel design
Measure every step from impression to employer follow-up
Conversion
Send traffic to a focused job page and mobile-friendly application process.
Qualification
Use location, experience, availability, compensation, travel, and role-specific questions.
Delivery
Send applicants to the employer by email, spreadsheet, form workflow, or approved ATS process.
Review
Compare volume, cost, source, applicant quality, and employer disposition data.
Optimize
Adjust the message, channel, budget, form, screening criteria, or response process.
Campaign definitions
Agree on quality before agreeing on price
A performance-based model needs written definitions for an applicant, qualified applicant, duplicate, invalid lead, excluded geography, delivery deadline, replacement policy, and dispute window.
Recommended applicant criteria
- Completed application and valid contact information
- Permission to be contacted about the specific opportunity
- Work-location or travel compatibility
- Minimum experience or skill requirements
- Compensation expectations within the stated range
- Answers to agreed knockout questions
Important: screening questions organize applicant information; they do not replace employer interviews, reference checks, background checks, or lawful hiring review.
Frequently asked questions
Applicant-generation questions
What counts as an applicant?
The definition should be written into the campaign agreement. It may require a completed application, valid contact information, location fit, and answers to agreed knockout questions.
Are applicants guaranteed to be qualified?
No applicant-generation channel can guarantee interview or hiring quality. Qualification improves when the job offer, targeting, questions, scoring, and employer response process are well designed.
How are duplicates handled?
Duplicate rules should be defined in advance, including the lookback period, matching fields, and whether prior applicants already in the employer ATS are excluded.
How quickly are applicants delivered?
Delivery timing depends on the role, market, budget, channel approvals, traffic volume, conversion rate, and agreed workflow.
Next step
Get a free campaign plan before you spend on advertising.
Submit the role, compensation, geography, applicant goal, application process, and budget for a no-obligation feasibility review and recommended next step.
The free campaign plan is a preliminary assessment and recommendation. It does not include paid advertising, campaign execution, landing-page production, applicant delivery, screening, or guaranteed results.