Mass IT hiring — 40 roles in 3 months

Fill 40 engineering roles via paid acquisition without paying recruiter retainers

Solution

LinkedIn + Meta segmented by stack and seniority, separate landing per grade, CRM funnel handed off to internal HR

Approach

Most employer-brand campaigns fail because they treat all roles the same. A senior backend engineer and a junior QA tester respond to completely different messages, live in different online communities, and have different trigger points for switching jobs.

We built a segmented campaign architecture: 8 audience-role combinations, each with its own creative angle and landing page variant. LinkedIn was used for senior and mid-level roles (strong intent signal via job title targeting). Meta was used for mid and junior roles where salary and growth framing outperformed company prestige.

Every landing page matched the exact role and seniority advertised. The CRM was configured to auto-route applicants by stack to the correct internal HR manager, with a 24-hour SLA on first contact built into the process.

At peak, we were running 40+ active ad sets simultaneously. The winning creative format: a short video from an existing engineer at the company talking about a specific technical challenge they'd solved — not an HR spokesperson talking about culture.