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Measure and Optimize
We track funnel performance - from brand impression to hire - using data to refine strategy and maximize ROI on every spend.
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Manage Execution
We deploy and manage campaigns across selected channels, ensuring consistent brand presence and candidate experience.
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Design Campaigns
We develop role-specific messaging, compelling content, and channel mix based on where your ideal candidates engage.
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Define Talent Demand
We clarify role requirements, target profiles, and hiring priorities to build campaigns focused on the precise audiences you need to reach.
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HOW RECRUITMENT MARKETING WORKS
Activate targeted campaigns exactly where you need them - for niche positions, hard-to-find talent, business units, or entire regions. Then, simply switch them off when your pipelines are full.
FAQ
Recruitment marketing is the use of targeted campaigns, content, and channels to attract qualified talent aligned to specific roles, skills, and locations. It focuses on generating relevant candidate demand before and during hiring, supporting recruitment teams with stronger inbound pipelines rather than replacing sourcing or selection.
Recruitment marketing is role-driven and campaign-based, while employer branding focuses on long-term reputation. Recruitment marketing activates employer brand messaging to support active hiring needs, generating applications for specific roles, whereas employer branding builds awareness without directly targeting immediate recruitment outcomes.
Success in recruitment marketing is measured through impression-to-application conversion, applicant relevance, cost per applicant, and downstream hiring outcomes. These metrics show how marketing activity contributes to qualified pipelines and supports hiring performance, rather than focusing on reach, clicks, or vanity engagement alone.
Yes. Recruitment marketing reduces time-to-hire by increasing pipeline readiness and improving the quality of inbound applications. When the right candidates see the right message in the right place, recruiters spend less time sourcing and filtering. Results are strongest for competitive markets, recurring roles, and urgent hiring waves.
Channels are selected based on role, market, and talent behavior. Recruitment marketing may use programmatic job boards, LinkedIn, niche communities, social platforms, referral boosting, and dedicated landing pages. The channel mix is tested and adjusted using performance data, ensuring spend follows results rather than habit or preference.
Recruitment marketing can show early signals within weeks through traffic, click-through, and application conversion data. Hiring impact typically follows as pipelines mature and recruiters process candidates, often across several weeks to a few months depending on role complexity and market tightness. Optimization improves results over successive cycles.
The Serendi RPO Journey
We transform the complex into the simple. Our proven, five-phase framework is designed for speed, quality, and seamless integration.
Discover & Plan
We define needs and create a tailored recruitment strategy
Source & Engage
We source and engage candidates using our local market expertise
Select & Assess
We screen rigorously to ensure perfect skill and culture fit
Hire & Onboard
We handle offer management to ensure a great experience
Optimize & Report
We measure KPIs and improve process on the go
Integrate Recruitment Marketing into your hiring engine. We align brand, content, and channels to attract quality talent systematically.
What You Can Expect
Role-Specific Messaging
Campaigns and content tailored to the unique motivations and career drivers of your target talent for each position.
Channel Precision
The right mix of platforms, social channels, and communities optimized for each role, market, and hiring context.
Candidate Conversion
Candidate journeys designed to reduce drop-off and increase the number of qualified applications.
Attraction Intelligence
Track and analyze impressions, engagement, and applicant quality in real time to continuously improve outcomes.
Cost Optimization
Budget is dynamically allocated, tested, and rebalanced - based on actual performance and not fixed plans.
Seamless ATS Integration
All applicants flow directly into your ATS and hiring workflows, ensuring process continuity and data visibility.
The Serendi RPO Journey
Your Blueprint for Hiring Success
We transform the complex into the simple. Our proven, five-phase framework is designed for speed, quality, and seamless integration.
Phase 1: Strategic Discovery
We define your goals to build a winning hiring plan.
Phase 3: Targeted Talent Campaigns
We engage pre-vetted candidates using our local market expertise.
Phase 2: Data-Driven Intelligence
We arm you with market insights for smart, competitive workforce planning.
Phase 4: Rigorous Validation
We ensure every candidate is a perfect skill and culture match.
Phase 5: Flawless Execution
We handle offers and onboarding to guarantee a great candidate experience and higher retention.
Case Snapshot: IT Scale-Up
A global aerotech company partnered with Serendi to overcome critical hiring challenges: hard-to-fill roles, fragmented hiring processes across departments and rapid global expansion.
Roles Filled
1000+
Number of countries
25 / 4 continents
Timeline
3 years
Avg. Days to Present
13
Avg. Days to Fill
32
Avg. Cost of Hire
EUR 4000
Are these situations familiar to you?
Low Applicant Volume
Your critical roles fail to generate sufficient candidate flow, due to a lack of visible, qualified interest.
Hard-to-Fill Roles
Specialist or leadership positions struggle to gain visibility in saturated or competitive talent markets.
Fragmented Employer Brand
Inconsistent messaging across teams, regions, and channels weakens your impact and confuses potential candidates.
Rising Cost per Hire
Increasing recruitment spend delivers less returns, with no clear insights on which channels or messages drive qualified talent.
Hiring Roadblock:
WHEN RECRUITMENT MARKETING MAKES SENSE
Competitive Talent Markets
Your roles struggle for visibility and engagement in markets with high demand or limited talent supply.
Specialist or Niche Hiring
Generic job postings fail to attract or resonate with hard-to-find or passive candidate profiles.
Low Inbound Quality
You receive applications, but candidate fit remains low, leading to poor conversion rates and wasted screening effort.
Scaling Hiring Stability
You need to generate consistent, qualified candidate flow to support sustained growth, multi-region expansion, or specific hiring programs.