Recruitment Marketing
Builds the pipeline the other four draw from.
Build the pipeline before you need it. Not after the req is late.
We build recruiting engines that scale. No fluff, no wasted motion, just the right people in the right seats.
Why the pipeline runs dry
You only start marketing the role once it's already late.
Most teams post the req the day it opens and hope the algorithm does the rest. By the time anyone notices applications are thin, the hiring manager is already asking why the role isn't filled. Maybe you've already tried boosting a job post and got a spike of unqualified applicants and nothing else. So let's address the elephant in the room: recruitment marketing isn't a job ad with a bigger budget. It's employer brand, content, and targeted media built before the req exists, so candidates already know who you are when the role opens. Here's how that actually plays out against posting it yourself or handing it to a generic ad agency.
How we build the pipeline
Six stages. Built before the req opens, not after.
We treat candidates like an audience, not a form submission. Brand, content, and targeting work together so the pipeline is already warm when a role opens.
01
Employer Brand Strategy
We define what makes working for you actually true and different, before writing a word of copy.
02
Talent Audience Research
We find where your ideal candidates already spend time, and what they care about beyond salary.
03
Content & Creative Production
Video, employee stories, and job ads built to convert, not generic stock-photo templates.
04
Targeted Media & Distribution
Paid and organic placement tuned to reach passive candidates, not just active job seekers.
05
Talent Community Nurture
We keep interested candidates warm between roles, so the pipeline is full when a req opens.
06
Funnel Measurement & Optimization
Vendor-neutral tracking shows exactly which channel and message actually produced hires.
Three ways to solve this
Recruitment marketing isn't what you're used to
Post it yourself, hand it to a generic ad agency, or bring in NXTThing. Here's how the three actually compare once you're a few months in.
| Comparison criteria | Internal team | Generic ad agency |  |
|---|---|---|---|
| Who's accountable when it slips | You, squeezed in between reqs | Nobody, once the campaign ships | We are, tied to actual pipeline results |
| Candidate targeting | Whoever sees the job board post | Broad demographics, not hiring-specific | Built around your actual candidate personas |
| Content quality | Reused templates, little bandwidth for more | Polished, but generic and brand-first, not hire-first | Recruiting-specific creative that converts |
| Timing | Starts the day the req opens | Campaign calendar, not tied to hiring urgency | Pipeline built ahead of the req, warm on day one |
| Measurement | Applies, if anyone tracks it | Impressions and clicks, not hires | Cost per hire and quality of hire, by channel |
The NXTThing difference
A pipeline that's warm before the req opens
25+ years of employer brand work, proprietary targeting technology, and content built for the roles that actually need it.
Audience-Led
Built around who you actually need to hire, not generic brand messaging
Content That Converts
Video, stories, and ads built for recruiting outcomes, not vanity metrics
Always-On
A talent community stays warm between roles, so the pipeline never starts from zero
Tech-Enabled
Proprietary targeting and tracking tuned specifically for hiring funnels
Provable ROI
Cost and quality per hire, by channel, not just impressions
What it costs
3x
Typical lift in qualified applicant volume once brand content is in market
40%
Average drop in cost per qualified applicant vs. boosted job posts
1
Media budget, managed for you, not billed per post
A truly configurable solution
Blend the hiring solutionsthat fit your situation
Start with one service—or a few—whatever today’s problem calls for. As you go, add, drop, or shift the mix as your needs change. Same team, same reporting, no new contract.
Managed Recruiting
A dedicated team runs your requisitions day to day.
Executive Search
For senior seats: confidential research and direct approach.
Contingent Labor (MSP)
Governs the workforce that isn't on your payroll.
Consulting
Keep running hiring yourself, process rebuilt first.
Frequently asked questions
The questions buyers actually ask, answered straight
What is recruitment marketing?
Recruitment marketing applies marketing principles to hiring, including employer brand, content, targeted media, and a talent community you keep warm—so that there are candidates waiting before the role opens.
How is this different from just boosting a job post?
Boosting reaches whomever the algorithm decides, for exactly as long as the budget lasts. Recruitment marketing builds a pipeline that’s still there next quarter.
Can this work alongside our current ATS and careers site?
Yes. It runs upstream of your existing systems, feeding better candidates into your existing process.
How is success measured?
Cost per qualified applicant and cost per hire, broken out by channel and campaign, as opposed to impressions or clicks that don’t convert.
What does recruitment marketing do?
Recruitment marketing helps organizations attract and engage candidates before and during the hiring process. It can include employer brand, content, targeted media, talent communities and analytics designed to build awareness, generate qualified interest and create a stronger pipeline for current and future hiring needs.
What are employer branding services?
Employer branding services define and express what it is actually like to work at your organization. That covers the employee value proposition, the careers site, the content candidates find before they apply, and the consistency of that message across every place they encounter you.
What is meant by employer branding?
Employer branding is your reputation as a place to work, and the deliberate management of it. It exists whether or not you invest in it, because candidates form a view from reviews, your careers site and the experience of applying. The work is making that view accurate and consistent.
What are the key components of employer branding?
The parts that do the work are a clear employee value proposition, proof from current employees rather than assertions, a careers site that answers what candidates actually ask, and a consistent message across job postings, social channels and the interview itself.
