Social recruiting reaches people who do not read job ads. We check whether they match your criteria as part of the application.
We see these four reasons with open positions again and again.
People who are happy in their job do not look at job boards. These are exactly the people you are missing.
For a single key position a headhunter makes sense. For several open positions at once it hardly pays off.
HR sifts through applications that would fail at the very first question. And management asks why the positions stay open.
Upload your CV, cover letter, required fields. On a phone almost everyone gives up here.
Every week with an open position means extra work for the team and orders left undone. Job ads that only active seekers see cost money every time. And every application abandoned on a phone might have been exactly the person you are missing.
None of this is a bad idea. It just starts in the wrong place.
More job ads reach the same people who are actively searching. Those who are happy in their job but would still switch never see them.
Often the right choice for a single key position. For several open positions at once it hardly pays off.
Benefit lists appear in almost every ad. What convinces are real people from your team and an application that is quick to complete on a phone.
In our recruiting cases, for example for CC4 and Voxtronic, the budget was not what decided things. The difference came from the visual, the application path and the right questions.
Applicants want to see who they will be working with. We film on site in portrait format. You do not need to prepare anything.
Name and contact details are enough, and the CV comes later in the interview. On a phone the short application brings far more than the long form.
A short quiz asks about qualifications, region or working hours. HR sees straight away who is a fit and does not have to sift through piles.
This feedback flows back to Meta and Google. That way the campaigns learn from suitable applicants instead of clicks.
Your company remains the controller. We work under a data processing agreement, the data stays in the EU, and deletion periods are agreed.
Social recruiting is finding employees through paid ads on social networks such as Instagram, Facebook and TikTok: your vacancy reaches people with the right profile, even if they are not actively looking.
This is how we set up social recruiting. Every step can be measured individually, and if a headhunter is the better fit, we tell you in the first step.
Measured by qualified applicants, not clicks. We define with you before the start what qualified means.
Book an intro callWhat makes the position attractive? Who should apply, and where do we reach these people?
Photos and video with real employees instead of stock images.
Apply in under two minutes on a phone, no CV required.
The right channel for each target group, with several visuals in testing.
Short questions pre-filter. The application reaches HR within 24 hours.
You see every stage through to the hire in your live dashboard.
Who is a fit and who was hired goes back to the platforms. That way the budget follows the good applications.
Measured by qualified applicants, not clicks. We define with you before the start what qualified means.
Book an intro callElectrical, installation, carpentry, mechatronics: people who are happy at work and would still switch.
Show shift models, the team and appreciation instead of listing benefits.
Seasonal roles need speed: a short funnel, a quick offer, clear conditions.
You reach apprentices where they are, and their parents along with them. In sales, results and career development are what convince.
Truck drivers and warehouse staff are hard to find on job boards. For CC4 in Vienna, a landing page and Meta ran with real team photos.
Tech talent chooses between large employers. For Voxtronic we were looking for a Product Manager Software, with a landing page only for the job ads.
ad.boutique is a social recruiting agency and recruitment marketing agency with an office in Vienna and a base in Zurich.
These services work together so you find employees who do not read job ads.
A selection, from warehouse and logistics through a tech role to skilled workers for a care marketplace. We built social recruiting for these companies.
Measured by applications and cost per application, not by clicks. Every number here comes from a published case.
In the intro call we tell you whether social recruiting works for your roles or whether a headhunter is the better fit.
HR and management still decide whom to hire. We change what happens before: who sees the position, how easy it is to apply and how quickly the application reaches HR.
For a single top position, a headhunter is often the better fit. We will tell you so in the intro call.
Guide: social recruitingOften today: only people who are actively searching
With ad.boutique: also suitable people who are happy at work and would switch
Often today: stock photos and benefit lists
With ad.boutique: real people from your team, several creatives in testing
Often today: CV, cover letter, mandatory fields
With ad.boutique: short application on mobile, CV optional
Often today: HR screens piles itself
With ad.boutique: short questions with your criteria, with HR within 24 hours
Often today: asks why roles stay open
With ad.boutique: sees applications and costs every week in their dashboard
We define in advance what qualified means, you see every application live and decide after twelve weeks based on the results.
Recommended to start
Week 1Week 12: evaluation
12 weeks at a fixed price, with qualified applicants as a shared goal.
Ongoing support
Month by monththe longer, the cheaper
Ongoing support with the same team.
Skin in the game
Fixed fee covers costsProfit only with growth
Instead of being paid for effort alone, we earn from the result we agree on together before the start.
Paid per result defined in advance, for example per qualified application, hire or demo.
Terms discussed in person. Whether a model makes sense is something we check together before the start.
See the Boutique OfferEnter roles, timeframe and your experience and see how many qualified applications you need. No email needed, calculated with your numbers only.
qualified applications per month
Range 13 to 21. Range: a quarter fewer to a quarter more applications per hire.
17 qualified applications per month. For 5 roles in 3 months, that is around 50 qualified applications.
A worked example based on your inputs, not a promise. The starting values are arbitrary, not benchmarks.
Discuss the resultIn your live dashboard you see every application instantly, with its stage up to the interview and a note on whether it matches your criteria. We count who gets invited, not who clicks. Shown here with demo data.
New entries appear instantly, with every detail from the form.
Dragging a card to another column sets the stage, clicking it shows every detail. Your feedback (good fit / not a fit) helps us steer the campaigns towards better applicants.
Headhunter, job board and social recruiting compared, plus the set-up of careers landing page, pre-qualification quiz and applicant dashboard. The paper itself is written in German.
Step 1 of 2
Two short questions, then just your name and email. You will receive your results as a PDF report by email.
Preview
Many good professionals are not actively looking for a job and therefore never see a job ad. This paper shows how to reach them where they already spend their time, and when a headhunter or job board is still the better choice.
The full paper arrives after you enter your email.
You speak directly with the people who build your campaign. They also explain the numbers to you in the reporting call.
Florian Hörmann
Founder
Leads the strategy session and translates open roles into measurable stages.
Steve
Performance Manager
Builds the account structure and reallocates budget as soon as a creative tips over.
Alexis Streimelweger
Sales
Brings in the sales perspective: which application is really an application.
Which roles, which region, from when. That is all we need to get started.
We tell you whether social recruiting is a fit. Even if the answer is no.
Criteria, funnel, creatives with your team and the applicant dashboard.
The campaigns are running. Every week we look at the numbers and reallocate the budget.
You answer three short questions and pick a time. We tell you honestly whether social recruiting works for your positions.
Get in touch in three steps.
An honest assessment and one point of contact instead of a call centre.
Step 1 of 3
Confidential: we sign your NDA before any data is exchanged.
Who replies to you
Florian HörmannManaging Director, Strategy and Performance
Daniel HaydenManaging Director, Creative and WebWe usually reply within 24 hours on working days, personally and without a ticket system.
Prefer to write? hello@ad.boutique
When job boards bring no applications, you are usually not reaching the right people because they are not actively searching. Social recruiting addresses these people on Meta and Google where they already spend their time, with a short application in just a few steps.
Social recruiting means finding employees through paid ads on social networks such as Instagram and Facebook, complemented by Google. Instead of waiting for applications, you show your vacancy specifically to people with a matching profile and guide them to apply via a short careers landing page.
Headhunters suit individual key positions, job boards suit people who are actively searching, and social recruiting suits roles where the right people are not currently searching or several roles are open at the same time. A combination is often the most cost-effective.
Before submitting, applicants answer a short quiz with the criteria that matter for the role, such as training, experience, region or working hours. HR immediately sees in the applicant dashboard who fits, instead of screening every application individually.
Recruiting campaigns are measured by qualified applicants, not by clicks or reach. ad.boutique agrees this metric before the start, and you see it live in the applicant dashboard.
Social recruiting works well for roles with many suitable people in the region, such as care, skilled trades, hospitality, retail, engineering or sales. For very rare specialist profiles, we check honestly in the intro call whether a headhunter would be a better fit.
As a recruiting agency from Vienna and Zurich, ad.boutique wins applicants through social recruiting: ads on Meta and Google reach people who are not looking for a job right now, a short questionnaire checks your criteria in advance, and HR sees every application in the applicant dashboard. We measure by qualified applications, not by clicks.
No, nobody can seriously guarantee hires, because offer, region and your selection process all play a part. In the POC we agree a number of qualified applicants in advance as a shared goal, and you see every application live. If you prefer to pay per result: with pay per outcome in the Boutique Offer, we earn per qualified application or hire.
That depends on the role, region and offer. Two examples from our cases: for CC4 there were 34 applications in 13 campaign days, for Voxtronic 31 applications in 8 days. From the start you see every application live in your dashboard, and we go through the numbers with you every week.
Your company remains responsible for the applicant data. We process it on your behalf under a data processing agreement according to Art. 28 GDPR, which also sets out the deletion periods. The applicant dashboard in boutique.OS stores data in a data centre in the EU (Frankfurt am Main), and only your team and the people at ad.boutique assigned to your project have access.
Yes. After the intro call you get a range for your positions in writing, and after that you see the real cost per application every week in the dashboard. The calculator on this page puts the headhunter fee next to it.
Yes. Your contact in Zurich is Alexis Streimelweger, on site or by video. Budget and billing can also be in CHF, and data protection follows the revFADP.
Usually not. A fast careers landing page for each position or job group is enough, and your existing careers page stays. What matters is that the application can be completed on a phone in a few steps.
