The Recruitment Marketing Agency for Firms That Want Exclusive Briefs
Job boards bring candidates. They don’t bring clients. We put your agency in front of the hiring managers and HR leads who hand out roles, so more of your desk is work you’re not racing other agencies for.
Racing other agencies to the same CV is a hard way to grow
Most recruitment advertising is aimed at candidates, because that’s where the job boards point it. The work that pays is won with clients, and they need to know your name before the role opens. That’s what a recruitment marketing agency should be working on.
Fills the candidate pool, not the client list
Builds a client list that calls you first
Who actually hands an agency the brief
In a business with an in-house talent team, the hiring manager rarely picks the agency alone. In a business without one, the owner does it between everything else. Each needs a different message.
Hiring managers
Engineering leads, operations managers, finance directors. They feel the empty seat every day and want a shortlist that doesn’t waste their interview time.
Talent acquisition & HR leads
Decide which agencies get used and on what terms. They’re often under pressure to cut agency spend, so they need a reason to make an exception for you.
Owners & GMs of growing businesses
Hiring without an internal recruiter, often for roles they’ve never filled before. They’re buying knowledge of the market, not access to a database.
Procurement & PSL managers
In larger organisations they run the preferred supplier list. Getting on it is a formal process, but hiring managers who ask for you by name help.
We’ve already sold a B2B service to recruitment firm decision makers
Aussie-Link is a Sydney visa services firm, not a recruiter. Its B2B relationships had started to run dry after compliance changes from the Australian government, and the Google Ads it ran to make up the gap brought in mostly time-wasters and people after free advice.
What we did: we researched industries where visa services were a required fit with a justifiable cost, and landed on the recruitment sector. Then we researched the problems and desired outcomes of recruitment firm decision makers, built ad creative around them, reached those decision makers with 3rd party audience data and synced every new lead to a consultant’s mobile for instant contact.
From an ad in the feed to signed terms of business
Recruitment is a relationship sale with a short window. When the role opens, the hiring manager calls whoever they already know. Every step below is built to make that you.
Known in your sector
Meta video and image ads to hiring managers and HR leads in your sectors, found with 3rd party B2B data, showing your consultants talking about the market they recruit in.
Something worth asking for
A landing page per desk with a useful offer, like a salary snapshot or a hiring market briefing for their role type, instead of “send us your vacancies”.
A call with the specialist
The form asks role type, location, hiring plans and current agency setup, then books straight into the right consultant’s calendar.
Warm when the role opens
Email and SMS follow-up plus a monthly market update, so when the vacancy lands they already know who to brief.
What a hiring manager sees from your agency
Angles we’d test, not past campaigns. Each one is filmed with your consultants in 4K, cut for square and vertical, and refreshed monthly. Final angles come from research with your billers and your best clients.
“ALVI+AD advised us, after researching our business and learning more about our key services, to target the recruitment industry. We agreed, they conducted research, created ad creatives and published ad campaigns and we’re seeing excellent results with multiple key b2b enquiries come inbound in the first 2 weeks!”
Hana K, Founder & Operator, Aussie-Link Visa Services
What about hard-to-fill roles?
Job boards and your own database cover most candidate searches. For the roles they don’t, like niche engineers or senior clinicians, the same research and creative approach can reach passive candidates on Meta.
We’ll tell you on the call whether that’s worth the spend for your desks. For most agencies we’d start on the client side, because that’s where a placement is won or lost before a single CV is sent.
Recruitment agency marketing questions
What does a recruitment marketing agency do for a recruitment firm?
It depends who you ask. Some agencies mean employer branding for in-house talent teams. We mean winning clients for recruitment agencies: researching what hiring managers in your sectors struggle with, targeting them by role and industry with 3rd party B2B data, producing video with your consultants, building a landing page per desk and following up every enquiry until it becomes a brief.
How do recruitment agencies win new clients without relying on cold calls?
You don’t have to stop calling, but calls land better when the person already knows you. Paid social with 3rd party B2B data keeps your consultants in front of hiring managers in your sectors, with something useful like a salary snapshot. Your BD team then follows up the people who asked for it, instead of starting every call cold.
Can you target hiring managers in a specific industry?
Yes. 3rd party B2B data lets us build audiences by job role, industry and company type, so your engineering desk can reach engineering and operations managers while your finance desk reaches finance directors. We used the same kind of data to reach recruitment firm decision makers for Aussie-Link Visa Services.
Should each recruitment desk have its own campaign?
Usually, yes. A hiring manager wants a specialist who knows their market, so an ad set and landing page per desk works better than one agency-wide message. It also shows you which desks deserve more budget, because each one reports its own enquiries and cost per enquiry.
Can advertising get us onto a preferred supplier list?
Not on its own. PSLs are won through tenders, terms and track record. What advertising can do is make sure the hiring managers inside those businesses know your consultants and ask for you, which strengthens your case when the list is reviewed.
Do you also work with HR consultants and HR tech companies?
Yes, each with a different angle. See our pages for HR consultants, payroll providers and HR tech companies, or our professional services overview.
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