Campaign Readiness
Can the role realistically attract the needed applicant response? Review title, compensation, geography, requirements, candidate value proposition, application process, budget, and response capacity.
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Recruiting & Campaign Methodology
A repeatable methodology creates clear expectations before money is spent, candidates are sourced, or applicants are delivered.
Agreed Candidate Profile
Define required knockout criteria, preferred qualifications, completeness, duplicates, review period, and credit rules before paid media or campaign execution begins.
Campaign Build
Create or refine the job message, landing page, application path, tracking, distribution plan, and approved advertising setup.
Applicant Generation
Drive targeted traffic and applications through approved owned, organic, job-board, social, referral, niche, and sponsored channels.
Qualification & Delivery
Evaluate submitted information against the Agreed Candidate Profile and identify Campaign-Qualified Applicants for delivery or employer review.
Measurement & Optimization
Track traffic, conversion, cost per applicant, Campaign-Qualified Applicant rate, credits, source quality, employer follow-up, and recommended changes.
The control point is Step 2. The Agreed Candidate Profile becomes the shared standard for execution, screening, reporting, and—when applicable—campaign credits.
Required Is Not the Same as Preferred
Required knockout criteria must be objective and approved before execution. Preferred attributes can influence ranking, but they should not be converted into retroactive disqualifiers after candidates have been generated.
Document the Rules Before Launch
The Statement of Work should record the project scope, Agreed Candidate Profile, duplicate rule, Applicant Credit Policy, review deadline, employer responsibilities, fees, third-party costs, and non-guarantee language.
Read the Agreed Candidate Profile standard → View the Statement of Work framework →