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01 / Performance RecruitingOwner-managed

PerformanceRecruitingAgency

Performance recruiting means: campaign-driven candidate acquisition using performance methods—not proactive direct outreach like active sourcing, and not the general HR page. We run recruiting ads, manage cost per application, and optimize the application process.

  • WhatRecruiting ads, target groups, application process, and evaluation.
  • For whomCompanies with specific staffing needs looking to measurably increase applications.
  • Why usProven work for Slected.me and Eurowings.
Request recruiting project View work

Trusted by

3x Application increase Eurowings 1,5 Mio Traffic Slected.me -40% CPI reduction Wolt 35K App downloads Badoo

Figures from our case pages. You can find the period and details in each case.

Problem & goal

Who
Social Media One: owner-managed advertising agency with in-house photo and video production.
For whom
Companies with specific staffing needs looking to measurably increase applications.
What
Recruiting ads, target groups, application process, and evaluation.
Why us
Proven work for Slected.me and Eurowings.
Next step
Brief initial meeting. Afterwards, you receive an assessment and concept before anything is produced or booked.

What we deliver specifically

Concept, implementation, and analysis from a single source, with dedicated contacts.

  • Job ads
  • Applicant funnel
  • Quality
  • CPL
  • Process
  1. 01

    Target group & job profile

    You know whom you need to reach and where.

    Your challenge
    Job postings written for everyone reach no one.
    Our approach
    We refine profile, messaging, and target group with your department.
    Result
    A clear picture of your ideal candidates.
    • Target group analysis
    • messaging
    • channel selection
  2. 02

    Recruiting ads

    Ads reach people who are not actively looking.

    Your challenge
    Job boards only reach active job seekers.
    Our approach
    We build campaigns on social and search with clear objectives.
    Result
    More relevant reach.
    • Campaign setup
    • creatives
    • target groups
    To social ads
  3. 03

    Creatives & videos

    Content that makes the position attractive.

    Your challenge
    Ads look like standard job postings.
    Our approach
    We develop videos with real employees and test variations.
    Result
    Ads that stand out.
    • Concept
    • videos
    • variations
    To Employer Branding
  4. 04

    Application process

    The application path is short and mobile-friendly.

    Your challenge
    Many abandon the application process.
    Our approach
    We review pages and forms and shorten steps.
    Result
    Fewer drop-offs.
    • Process review
    • form
    • mobile
    To CRO
  5. 05

    Measurement

    You see what an application costs and where it comes from.

    Your challenge
    The origin of applications remains unclear.
    Our approach
    We set up tracking through to the application and align it with your system.
    Result
    Reliable figures for each channel.
    • Measurement concept
    • setup
    • testing
    To tracking & analytics
  6. 06

    Optimization & reporting

    Budget is allocated to the channels that deliver suitable applications.

    Your challenge
    Quantity matters, not quality.
    Our approach
    We manage based on application quality and report at regular intervals.
    Result
    Better match in applications.
    • Management
    • Quality review
    • Reporting

Found the right service?

Discuss recruiting project

How we work

Clear answers to the questions brands ask us most often.

Distinction

We work campaign-driven. For direct outreach, see our page on HR & Recruiting.

Quality over quantity

Many applications are not helpful if they are not a good fit. We focus on suitable applications.

Mobile first

Many applicants use their mobile phones. We review the process on mobile devices.

Data protection

We pay attention to consent and minimal data usage. This does not replace legal advice.

Approach and decision criteria

  1. 01

    Initial meeting

    We clarify who you are looking for, how many positions there are, and what sets you apart as an employer.

    Result: Clear target group profile.

    From you: Job profiles and contacts in the team.

  2. 02

    Concept

    Messages, channels, and formats are developed from the target group and employer brand.

    Result: Concept with channel and format plan.

    From you: Insights into the team and approvals.

  3. 03

    Production & launch

    Authentic content is created with your team and published on the selected channels.

    Result: Finished content and campaign launched.

    From you: People in front of the camera and appointments.

  4. 04

    Optimization

    We monitor applications and quality, and adjust content and budget accordingly.

    Result: Analysis with recommendations.

    From you: Feedback on the quality of applications.

Project references

These projects demonstrate work close to performance and recruiting.

Featured case / Slected.me 1.5M Traffic — Career Platform Initial situationHR tech platforms face a unique social media challenge: career topics can quickly seem dry and corporate. IdeaWe implemented a data-driven creator strategy focused on career and lifestyle creators. ImplementationCreator mit authentischen Karriere-Stories und professioneller Glaubwürdigkeit — Gehaltsvergleich aspirational machen, nicht unangenehm. 1,5 Mio Traffic3 Creator View case
Wolt Wolt -40% CPI, pitch won for 2026 Optimizing cost per install (CPI) in one of the most competitive app categories. -40% CPI reduction3+ Months active tesa tesa 179+ ads, partnership extended How do you make adhesive tape exciting on social media? 11+ Campaigns44+ Ad sets

Planning a similar project?

Discuss recruiting project

More work

Persil (Henkel) Dark posting strategy 10+ Creator variations500K+ Ad impressions Badoo TikTok growth for dating app 6 Mio+ Views380K Likes Eurowings 3x more applications through humor 500K+ Video views3x Application increase
All cases

Measuring success & limitations

Cost per application and its quality count. We define in advance how we will assess them.

Limitations: In Performance Recruiting, applications depend on employer, region, industry, and offer. We do not promise a specific number of applications.

Contact person

Stephan M. Czaja

Owner, Social Media One

From the start, you speak directly with the people implementing your project, not with a sales team. Briefly tell us what it's about, and we’ll get back to you with a concrete proposal.

Stephan on LinkedIn

Questions before commissioning

What is Performance Recruiting?

Applicant acquisition through ads and measurable management, similar to performance marketing.

How does it differ from Active Sourcing?

With Active Sourcing, individuals contact candidates directly; in Performance Recruiting, campaigns run. Both complement each other.

For which positions is this suitable?

For positions with a sufficient target group and clear requirements, such as skilled workers, trainees, and care staff.

How does the collaboration work?

Discussion, setup and measurement, launch, then a fixed cycle of management and reporting.

How is the quality of applications measured?

Through your team's feedback on suitability. We review this regularly.

What affects the effort involved?

Number of positions, target group size, creative requirements, and budget. We clarify this in the initial meeting.

Your recruiting-Start project.

Briefly tell us what you have in mind. You will receive an honest assessment and a concrete proposal.

Request recruiting project