A hiring campaign should start with the job and end with measurable candidate progress.
Talent Magnet connects hiring goals, job requirements, audience evidence, media allocation, application readiness and recruiter feedback. Planning is only useful when it informs an executable campaign.
Why different jobs need different media plans.
Averages cannot account for every labor market, skill scarcity, candidate journey or recruiting team's capacity. Media decisions require job-specific assumptions and ongoing learning.
Define the business problem: jobs, roles, markets, required skills, urgency, hiring targets and application destinations.
Develop the audience and investment assumptions, separate verified evidence from hypotheses, then confirm channel and publisher availability.
Measure delivery, applications, qualified inquiries, recruiter progression and hiring outcomes where available; adjust based on the best evidence.
From open roles to smarter advertising.
Start with the hiring goals and candidate requirements, then connect audience decisions, investment and application measurement in one coordinated plan.
One process for several starting points
Share a job URL, careers page or hiring brief. Review the suggested audience and investment, make adjustments and move toward a campaign that fits your team.
Available channels and costs are confirmed before launch.
Start with the jobs you need to fill.
Campaign planning sequence: job intake, audience qualification, budget scenarios, media allocation, landing-page check, activation, reporting and optimization.
- 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.