A staffing agency serves two audiences: companies that pay for recruitment, and candidates. We split them into separate campaigns so cheap job applications don't eat the budget meant for employer leads.
Staffing & Recruitment Agencies We group searches by intent: high-intent queries go into separate campaigns with higher bids, informational ones become negative keywords or content.
Employers and candidates search with similar words but have different value. If you mix them in one campaign, automated strategies start collecting cheap candidate applications. We separate campaigns, budgets, landing pages and conversions.
There are far fewer recruitment contracts than job applications, and often not enough of them to train the algorithm. We send deal stages from your CRM — qualified lead, approved vacancy, position filled — each with a different value.
Some companies aren't looking for an agency but for sites where they can post a job themselves, or tips on how to find an employee. We cut these searches with negative keywords and regularly review search terms.
An employer risks time and reputation, so they compare specialization, the selection process and replacement guarantee terms. Remarketing with industry case studies and a description of your process helps move the decision to a contract.
Every campaign has its own role. We set the order and budget after analyzing demand in your city and your competitors.
Separate campaigns for employers — by specialization and seniority — and for candidates, with different budgets and conversions.
How it works 02High-volume candidate sourcing on YouTube, Discover and Gmail with visual job ads for blue-collar and entry-level roles.
How it works 03Short videos about working conditions for high-volume hiring, and videos about the agency's process for employers.
How it works 04We bring back employers who looked at your services but didn't submit a request, with case studies and partnership terms.
How it worksThis is just one variation. In a responsive search ad, we write up to 15 headlines and 4 descriptions, and Google assembles the best combination for each search.
Ad descriptions
We find specialists and executives for your company. We verify experience and references.
High-volume and targeted hiring across regions. We agree on the candidate profile first.
Automated bid strategies learn from the data we feed them. That’s why we only count actions that lead to sales.
Demand seasonality
Employer demand rises at the start of the year, when hiring budgets are approved, and ahead of seasonal peaks in retail, logistics, construction and agriculture. Candidate activity has its own rhythm, so we plan budgets for the two audiences separately.
Google Ads restrictions in this niche
Job ads can't contain discriminatory requirements: Ukrainian law, among other things, prohibits age or gender restrictions in job ads except in cases provided for by law. In the US and Canada, Google restricts personalized targeting of employment ads by age, gender, marital and parental status, and ZIP or postal code. Promises about earnings and working conditions, including abroad, must be realistic, or ads may be disapproved.
We set the priority — employer leads, candidate applications or both — and create a separate campaign structure, landing pages and conversions for each.
We set up GA4, GTM, enhanced conversions and sending deal stages from your CRM, so employer leads and candidate applications don't get mixed up in reports.
We launch Search for employers and sourcing campaigns for candidates. We check job ads for discriminatory requirements and unrealistic promises.
We shift employer bidding to signed contracts and filled positions, and tie candidate campaign budgets to actual hiring needs.
Answers to the questions business owners ask most often before launch.
These audiences have different value and behavior. A candidate application is cheap and frequent, while an employer request is rare but generates revenue. In a single campaign, automated strategies start optimizing for cheap applications, so we separate campaigns, budgets and conversions.
Yes. Search campaigns for queries like “warehouse jobs” work for this, as do Demand Gen and YouTube with visual ads about working conditions. The ads must be accurate and honest, with no discriminatory requirements or exaggerated promises.
We add negative keywords like “post a job”, “free” and “how to find an employee” and focus on queries with intent to hire a service: “staffing agency”, “recruitment services”, “recruiting”. We review search terms regularly and update exclusions.
Ads must describe working conditions honestly, and earnings promises must be realistic. If the agency's activity requires permits, the website should show their details. We check copy and landing pages before launch to avoid disapprovals.
Leave your contact — a specialist will review your ads or website and prepare a short breakdown with concrete next steps. No obligations, no hard selling.
We reply within 1 business day
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