Process
A practical four-stage campaign process
Diagnose the role first, build the conversion path second, launch the appropriate channels third, and optimize from real campaign data.
- 1
Review & Diagnose
Assess the job title, compensation, requirements, geography, employer value proposition, application path, budget, and hiring goal.
- 2
Design & Build
Develop the message, landing page, screening questions, tracking events, channel plan, and response workflow.
- 3
Launch & Manage
Publish the page, activate selected channels, verify tracking, monitor applicant quality, and control budget pacing.
- 4
Optimize & Report
Improve weak points in the title, copy, audience, media mix, application form, screening rules, or employer response process.
Campaign audit
What is reviewed before launch
- Job title and search demand
- Compensation and OTE clarity
- Required versus preferred qualifications
- Location, commute, travel, and work arrangement
- Candidate value proposition
- Application form length and usability
- Advertising budget and channel fit
- Employer follow-up speed
- Tracking and reporting requirements
- Legal and platform compliance
Questions
Common process questions
Does every role qualify for a campaign?
No. The title, compensation, geography, requirements, employer reputation, application process, and budget must support a realistic applicant goal.
When does advertising begin?
Advertising begins after the campaign scope, job message, landing page, application path, tracking, budget, and approval process are confirmed.
What is reported?
Reporting can include traffic, clicks, conversion rate, applicants, cost per applicant, qualification results, and recommended adjustments.
Do you guarantee hires?
No. Campaign performance depends on the market, employer offer, candidate supply, response speed, interview process, and other factors outside the campaign.
Next step
Ready to review your sales hiring campaign?
Start with the role, goal, budget, geography, and application process.