Marketing for recruitment agencies, on both sides of the market.
LinkedIn, Google and Meta that win new client briefs and attract the candidates you need, measured on placements.
In short
Arche Digital Media runs marketing for Australian recruitment agencies. We use LinkedIn and Google to reach hiring managers and win new client briefs, Meta and job-focused campaigns to attract candidates for hard-to-fill roles, and a website and CRM setup that tracks both sides through to placements.
Where recruitment marketing is won.
The details that bring in clients and candidates worth having, not just enquiries.
Win client briefs
Hiring managers search for specialist recruiters and respond to useful market insight. LinkedIn, Google and salary or market content position your agency as the expert in its niche.
Candidates for hard-to-fill roles
Some roles need active outreach beyond job boards. Targeted social campaigns reach passive candidates in the right roles and locations.
Specialist positioning
Agencies win by owning a niche. Pages, content and campaigns built around your specialist sectors outperform generic recruitment messaging.
Placements, not applications
Applications are easy to get and hard to place. Tracking connects campaigns to shortlists and placements, so spend follows what produces fees.
The channels we use for recruitment agencies.
Where we'd start.
A senior specialist looks at these first, then sets out the three changes most likely to move your numbers.
What we would check first
- Where new client briefs come from today, and what each is worth
- Candidate sources for your hardest-to-fill roles
- Specialist sector pages and salary or market content
- CRM tracking from enquiry or application to placement
Built in from day one
The advertising rules we work within
Recruitment advertising must not discriminate or mislead. Job ads must comply with Australian anti-discrimination laws, and job and salary details should be accurate. Meta and LinkedIn also have their own employment advertising policies. We set targeting and copy up to meet them.
General guidance only, not legal advice.
Read before you spend.
Recruitment marketing questions.
Straight answers for this industry. More questions.
Should we market to clients or candidates?
Usually both, with separate budgets. Client acquisition wins the briefs that create fees, while candidate campaigns help fill roles that job boards don't. We weight the split to where your agency is short.
Is LinkedIn worth the cost for recruiters?
For reaching hiring managers in a specific niche, often yes. It is more expensive per click than other platforms, so we use it for tightly targeted client acquisition and content, and use cheaper channels where they work.
Can you help us rank for jobs and salary searches?
Yes. Specialist sector pages, salary guides and market updates attract both hiring managers and candidates, and build authority in your niche.
How do you measure recruitment marketing?
By new client briefs, shortlisted candidates and placements, not clicks or applications. We connect your CRM where possible so campaigns learn what produces fees.
Other industries we work with.
Senior specialist standing by
Ready to bring in more clients and candidates?
Free strategy session valued at $1,500. A senior specialist reviews your setup and you walk away with three specific things to fix.
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