Hire at scale. Without drowning in applications.
When you need dozens or hundreds of workers, advertising must create enough candidate flow without overwhelming recruiters with applicants who cannot or will not complete the process.
Recruiters need people who qualify, not just more names.
High application volume can raise screening costs and slow response if too few candidates meet the requirements or recruiting operations cannot handle the influx.
Plan backward from hiring goals, roles, locations, and the number of candidate actions recruiters can manage.
Allocate and adjust media by market, urgency, and hiring progress rather than treating all jobs equally.
Monitor cost per qualified inquiry, screens, interviews and hires when feedback is available.
Make every application easier to act on.
Plan campaigns at scale while keeping the right job, location and application destination attached to every response. Use qualification feedback to improve the flow your recruiters receive.
When repeated hiring needs require scale
Recurring operations, healthcare support, logistics, hospitality, retail, customer service, and production hiring can benefit from coordinated campaigns with readable role-level outcomes.
Available channels and costs are confirmed before launch.
Start with the jobs you need to fill.
Example: 120 warehouse and production hires across four facilities with location-specific pacing and weekly recruiter feedback.
- Bring your jobsAdd one or more jobs or connect them through your employer account.
- Approve the approachReview audience signals, initial media allocation, and the planned budget.
- Fund and measureActivate supported placements and review available job-level candidate outcomes.