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Lea S. applied for Production.
Cologne
Social Recruiting · Meta Ads
Hire employees through Facebook & Instagram.
Pre-qualified applications through Meta Ads. Predictable, calculable per hire, with no job boards and no headhunter commissions.
4.9 / 5 · 38 companies · over 120 hires since 2021
ACME Industries
Nordwerk GmbH
Brenner & Söhne
Pflegegruppe Vita
Stahlwerk Rhein
Hartmann Bau
Vogel SaaS
Lichtblick AG
Cost-per-Lead
€ 4.80Ø
average cost-per-lead across all industries
Time-to-Hire
14days
from first ad to first interview
Hires since 2021
120+
positions filled through Meta campaigns
Return on Investment
11.4×
average ROI over twelve months
Industries that hire with us.
We work across industries — anywhere good people are hard to find. If your industry isn't listed: ask us anyway.
Skilled Trades
Plumbing, Electrical, Construction, Auto
Healthcare
Registered Nurses, Assistants, Medical Staff
Hospitality & Hotel
Service, Kitchen, Housekeeping
Manufacturing
Skilled Workers, Shift Leaders
Logistics & Transport
Truck Drivers, Warehouse
Retail
Sales Staff, Store Managers
Office & Admin
Specialists, Assistants
Sales & Field Service
Sales Reps, Account Management
You're not finding anyone. Sound familiar?
Four reasons why good employees won't come through the old channels in 2026 — and what Facebook and Instagram have to do with it.
01
Job ads only reach people who are actively searching.
That's just twenty percent of the market. The other eighty percent — the really good ones — are employed, content enough, and never check Indeed or LinkedIn jobs. But they scroll Instagram every evening.
02
Headhunters cost a fortune and don't build anything for you.
Twenty-five to thirty percent of annual salary. Per position. No guarantee. And for the next hire, you start from zero again. Your own campaign costs a fraction and keeps running.
03
Your ideal candidates are on Facebook and Instagram.
On average, two hours a day. That's exactly where they decide whether an employer looks interesting — or not. If you're not there, you don't exist to them.
04
Building a Meta campaign yourself is a full-time job.
Pixel, Conversion API, Custom Audiences, Lookalikes, creatives, funnel, pre-qualification, reporting. Anyone trying to do this on the side burns through budget. We do nothing else — all day, every day.
Your recruiting today — and with us.
The difference isn't "better ads." The difference is a different system behind them.
Today
You hope someone applies.
- Job ad posted — and waiting.
- Two or three applications — rarely a fit.
- Headhunter hired — fifteen to thirty thousand euros in commission.
- No pipeline. Next time you need to hire: back to zero.
With Recruiting Partner
You know what's coming in — and what it costs.
- Meta campaign live in fourteen days.
- Fifteen to forty pre-qualified applications per month.
- Cost-per-hire known — predictable per position.
- Pipeline keeps running. Even for the next hire.
Recognize yourself here?
If even two of these points hit home, it's worth a conversation.
Our services at a glance.
We offer end-to-end recruiting solutions — from social media content to websites. From candidate sourcing to final selection: we're your partner.
Employee Acquisition
Find qualified skilled workers.
We build and run recruiting campaigns on Facebook and Instagram that deliver predictable applications every month.
- Meta Ads campaigns
- Targeting & Lookalike Audiences
- Phone pre-qualification
- Cost-per-hire reporting
Websites
Your digital business card, refreshed.
Career pages and landing pages that turn clicks into applications — fast, mobile-optimized, and with a clear funnel.
- Career page
- Multi-step application funnel
- Conversion-optimized design
- Tracking & pixel setup
Regional Visibility
Visible right where your employees live.
With Google Business Profile and local targeting, you become the go-to employer in your region.
- Google Business Profile optimization
- Local geo-targeting
- Review management
- Regional campaign management
Social Media Content
Content that carries your brand.
Consistent social media content that builds your employer brand and attracts qualified talent.
- Content calendar & strategy
- Photo, video, and reel production
- Community management
- Monthly reporting
Process Optimization
Faster from click to contract.
We analyze your existing application process and remove the friction points that cost you good candidates today.
- Application audit
- Response-time optimization
- Automated workflows
- Reporting & KPI dashboard
Authentic Employer Presence
Professional photos and videos.
Real footage from your business instead of stock photos. We come on-site and produce content that builds trust.
- On-site photo shoots
- Video production (employee testimonials)
- Drone footage
- Editing & post-production
Employee Retention with BenefitBindung 360° Plus
Turn new hires into long-term employees.
Winning new employees is good. Keeping the right ones long-term is better. BenefitBindung 360° Plus combines modern recruiting with attractive employee benefits and makes your company a first-choice employer.
Our method compared.
Why recruiting through Meta Ads outperforms traditional channels — side by side.
Job Boards
Print Ads
Headhunters
High volume of applications
✔
✕
✕
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Reach active job seekers
✔
✔
✔
✔
Reach passive, switch-ready candidates
✔
✕
✕
✔
Builds your employer brand
✔
✕
✔
✕
Sustainable recruiting system
✔
✕
✕
✕
Optimized using personality psychology
✔
✕
✕
✕
BenefitBindung 360° Plus
✔
✕
✕
✕
A fraction of what you pay today.
We're open about money. Here's a comparison of what a hire costs through traditional channels — and what's realistic with us.
Headhunter
€ 15,000+
per hire, one-time
- 25–30% of annual salary
- Pipeline ends with placement
- Candidates belong to the headhunter
- Next hire starts from zero again
Job Boards
€ 800–2,500
per ad, per month
- Recurring cost, no guarantee
- Reaches only active seekers
- Ads get ignored
- No control, no tracking
Recommended
Recruiting Partner
€ 400–1,200
per qualified hire
- Fixed price, no salary commission
- Reaches passive candidates too
- Pipeline belongs to you, long-term
- Every application is trackable
Numbers from real client projects, 2024–2026. The exact figure depends on the position, industry, and region — and we'll calculate yours specifically in the strategy call.
How much could you save?
In the strategy call, we'll calculate your real cost-per-hire — free and no strings attached.
Four phases. Applications.
From first introduction to the first application in your inbox. No gut feeling, no luck. A system we've refined across more than a hundred campaigns since 2021.
01
Week 1
Strategy & Target Audience
We define exactly who you need, which pain point we address, and what message stops the right people from scrolling. Plus: pixel setup, Conversion API, clean tracking from day one.
- Target audience briefing
- Meta Pixel & CAPI
- Tracking setup
02
Week 2
Funnel & Creatives
We build the landing page that turns a click into an application — with pre-qualification questions that filter out candidates who don't fit. In parallel, we produce ad creatives: photo, video, copy, multiple variants for A/B testing.
- Recruiting landing page
- Pre-qualification funnel
- Ad creatives (photo · video)
03
from Week 3
Launch & Optimization
The campaign goes live on Facebook and Instagram. We test new audiences, creatives, and hooks every week. What works, we scale. What doesn't, gets paused immediately. You see every day exactly how much budget each application costs.
- Live launch on Meta
- Weekly A/B testing
- Daily reporting
04
ongoing
Pre-Qualification & Handover
Applications come in. Our team reviews every single one — by phone or video — before it reaches you. You only interview people who actually fit. Complete with a full candidate dossier, availability, and salary range.
- Phone pre-screening
- Candidate dossier
- Interview scheduling
Active client · Q1 2026
Healthcare group in NRW · anonymized at the client's request
87 applications. 14 hires. € 412 per hire.
87
Pre-qualified applications in 3 months
14
Healthcare staff actually hired
€ 412
Cost-per-hire (vs. ~€ 9,500 via headhunter)
8.2×
ROI compared to headhunter
Numbers from an active client project, January to March 2026. Headhunter comparison is based on the previously standard 25% commission on annual salary for this position. Reference available on request during the strategy call — the client is happy to be contacted by phone.
Three industries. Three bottlenecks. Solved.
Three real projects from the past twelve months — each with the bottleneck, the approach, and the concrete result.
Bottleneck
HVAC technicians in a rural region.
11
hires in five months
- Cost-per-Lead
- € 3.90
- Cost-per-Hire
- € 980
- Time-to-Interview
- 14 days
Bottleneck
Skilled workers for the second shift.
22
skilled workers in nine months
- Cost-per-Lead
- € 5.20
- Cost-per-Hire
- € 1,850
- Time-to-Interview
- 12 days
Bottleneck
Registered nurses despite an industry-wide shortage.
9
hires in four months
- Cost-per-Lead
- € 6.80
- Cost-per-Hire
- € 2,400
- Time-to-Interview
- 21 days
What clients actually say.
"We'd been posting on Indeed for 18 months. Zero usable applications. Three weeks after launching with Recruiting Partner, the first candidates were sitting across from us for interviews."
MH
M. Hartmann
CEO, Plumbing & Heating · 42 employees
"We never knew what an application cost us. Now I see it every morning in the dashboard. Our cost-per-hire dropped by sixty-eight percent — and the quality went up."
SV
S. Vogel
Head of HR, Healthcare Group · 4 locations
"Honest, direct, results-oriented. No PowerPoint marathons, no branding fluff. We wanted applications — we got applications. End of story."
TB
T. Brenner
CEO, Mechanical Engineering · 180 employees
Ready for your case?
Over 120 companies have made the move. Shall we look at your open position?
About us
Specialists in Meta recruiting.
A team of 14 specialists from performance marketing, creative production, and HR. We're based in Cologne, work remote-first, and do exactly one thing: win applications through Meta Ads.
Risk-free trial
No applications, no risk.
If you don't have a qualified application in your inbox within the first thirty days, we keep working for free — until the first candidates arrive. We're confident enough in our method to put it in writing.
01
First application within 30 days
If not, we keep working for free — until it arrives.
02
Monthly cancellation
After the minimum term. No long-term lock-in, no fine-print tricks.
03
Full transparency
Every application is traceable in the dashboard — from ad impression to hire.
Who we don't work with.
Recruiting through Meta Ads works — but not for every role and not for every company. Here are the cases where we'll point you somewhere else.
You need someone in forty-eight hours.
An honest Meta campaign needs two to four weeks from briefing to the first qualified application. If you need someone at the door the day after tomorrow, a staffing agency is the better fit.
You're hiring senior roles above € 80,000.
C-level, senior physicians, top engineers — these audiences don't scroll Instagram looking for jobs. For those, direct outreach through LinkedIn or executive search is more honest and more effective.
You don't have budget for a four-to-six month test.
Meta Ads are an optimization game. In the first few weeks, we learn your audience; the real results come from month two onward. Anyone who only wants to "try it" for a month burns budget and ends up frustrated.
You want applications — but won't respond to them.
We deliver pre-qualified candidates — but someone on your team has to respond within twenty-four hours. Letting applications sit for three weeks burns our work and loses candidates to the competition.
Who's left: mid-sized companies with 20 to 500 employees, positions paying € 30,000 to € 75,000 gross, multiple hires needed per year, willingness to build a long-term system instead of applying a quick fix. If you see yourself here — let's talk.
Get started
Free strategy call.
Thirty minutes. No sales pitch. We look at your open roles and tell you honestly whether and how a Meta campaign would work for you.
What you'll take away from the call
- An assessment of whether your role can be filled through Meta Ads
- A realistic cost-per-hire range for your position
- An outline of what your funnel would look like
- A clear answer: yes, no, or "not yet."
Your questions answered.
The most common questions about Meta Ads, funnel setup, and working together. If your question isn't here — just ask us directly.
How do we start working together?
You book a free strategy call. In thirty minutes, we clarify whether your open role can be filled through Meta Ads, what a realistic cost-per-hire would be, and how the funnel would look for you. If it's a fit for both sides, we launch the first campaign within two weeks.
How long until the first applications come in?
Based on our experience, the first applications hit your inbox seven to fourteen days after launch. The first few days are used by Meta to optimize delivery. By week three, the campaign runs at a stable, predictable level.
How is social recruiting different from traditional job ads?
Job ads on Indeed or LinkedIn only reach people actively searching — about twenty percent of the market. With Meta Ads, we also reach passive candidates who are happy in their current job but would switch for the right offer. That's exactly where the best people are.
How long does a campaign run?
We recommend at least three months so the campaign can reach its full potential. Many clients stay with us for years and use the funnel for ongoing recruiting. We discuss the minimum term individually — depending on position and volume.
What does it cost?
We work with a monthly retainer plus the ad budget that goes directly to Meta. The exact amount depends on industry, position, and competition. In the strategy call, we give you a concrete range — and we'll be honest if the investment isn't worth it for you.
Does it work for every industry?
For most, yes. It works especially well in skilled trades, healthcare, manufacturing, sales, office and administrative roles, and hospitality. It gets harder for highly specialized positions with a very small talent pool — we'll tell you that upfront, too.