Client companies and candidates for your recruitment agency.
Job orders to win, candidates to source: your agency needs both. We build an acquisition system that brings in qualified client companies and feeds your candidate pools, with exclusive leads and a controlled cost per placement, across Toronto and the rest of Canada.
- 2 marketsclient companies and candidates
- Exclusiveleads that are yours alone
- <48 hoursto launch a first campaign
Two markets to feed: clients and candidates.
A recruitment or staffing agency lives off a double flow: companies that entrust job orders, and candidates to present. If either dries up, the business stalls. Word of mouth and ever-pricier job boards are not enough to manage that double flow.
Not enough client job orders
Business development rests on the founders' network and cold outreach. Without an acquisition channel, hard to build a regular flow of companies entrusting searches.
Candidates hard to source in a tight market
On in-demand profiles (skilled trades, tech, healthcare), good candidates are rare and already courted. Indeed and LinkedIn sponsorship costs climb while delivering fewer qualified applicants.
A positioning lost in the crowd
Most agencies look alike. Without a clear message about your specialty (sector, roles, seniority), you get compared on fees, and on fees there is always someone cheaper.
What you deal with, and what we put in place.
For each obstacle, a concrete answer, on both markets: client companies and candidates.
- What you are living
"We lack client job orders."
Development depends on the network, with no lever to generate clients.
What we put in placeTargeted B2B campaigns
Google and LinkedIn aimed at HR decision-makers and executives in your specialty, with messages by sector and role type. We generate exclusive job-order inquiries under your brand.
- Google Ads
- B2B
- What you are living
"We can't source enough candidates."
In-demand profiles are rare and expensive to reach.
What we put in placeCandidate sourcing campaigns
Meta and Google campaigns that feed your pools on in-demand roles, with ads and application pages built to make the right profiles apply, including passive candidates the job boards never reach.
- Meta Ads
- Sourcing
- Talent pools
- What you are living
"We get compared on fees."
Without clear positioning, you are one agency among many.
What we put in placeA message per specialty
We put your sector expertise forward (what you place best) to attract the clients looking for exactly that profile of agency. You step out of the fee war.
- Positioning
- Specialty
- Value
- What you are living
"We don't know what it brings back."
Without measurement, no way to know which lead becomes a signed mandate.
What we put in placeTracking on both markets
Job-order inquiries and applications tracked separately, cost per lead and per placement. You manage both markets on results and shift budget between them deliberately.
- Tracking
- Cost per placement
- Reporting
From audit to a double flow, no friction.
Four steps to feed clients and candidates in parallel, at your pace.
- 01Week 1
Audit & framing
We map your specialty, your target companies and the roles you place, plus the competition on Google, LinkedIn and the job boards.
- 02Weeks 1-2
Launch
Client campaigns (Google, LinkedIn) and candidate campaigns (Meta, Google), landing pages and qualifying forms. Targeted go-live.
- 03Ongoing
Optimization
We refine messages, targeting and budget split between the two markets according to your needs of the moment. Continuous testing.
- 04Ongoing
Measurement
Job orders and applications tracked, cost per lead and per placement, clear reporting on both flows.
A double flow that is managed and measured.
Orders of magnitude from our recruitment acquisition systems. They vary with your specialty and your budget.
- 2.2xjob-order inquiriesvs. network alone
- -25%cost per applicationvs. job boards
- 100%exclusive leadsclients and candidates
- 48 hoursto launchfirst campaigns
Specialized recruitment agency
- +12job orders / quarter
- 3.0xclient ROAS
- -25%cost / candidate
Illustrative figures, based on our acquisition systems in recruitment.
A recruitment agency runs on two engines: clients and candidates. When only one turns, the agency stalls. Our job is to feed both continuously, on the right roles and the right territory.
Tony GomezFounder · EclixiaEclixia, growth & operations studio, Lyon
Tools for your business
Put numbers on your acquisition and measure your local visibility, free, before you contact us.
Profitable CPL
The maximum cost per lead you can pay and stay profitable.
Use the tool AuditLocal SEO audit
Your local visibility on Google, put under the microscope.
Run the analysis Checklistlocal SEO audit
Everything to check to show up on searches in your area and in the local pack.
DownloadThe questions agencies ask us.
Do you work the client side or the candidate side?
Both, and that is the point. B2B campaigns generate client job orders (Google, LinkedIn), sourcing campaigns feed your candidate pools (Meta, Google), and the budget is arbitrated between the two according to your priorities.
How do you find client companies?
Google Ads to capture decision-makers already searching for an agency, and LinkedIn to precisely target HR functions and executives in your specialty. The message is built around your sector expertise.
Can you source candidates for in-demand roles?
Yes. Meta and Google campaigns targeted by role and by region reach candidates where they actually spend time, including passive ones. It complements your job boards, usually at a lower cost per qualified application.
Does this work for temporary staffing too?
Yes. For staffing agencies we run the same double flow at higher volume: worker recruitment by role and by region on one side, client accounts on the other. Where provincial licensing applies to temp agencies, as in Ontario, we put your licence forward as a trust signal.
What budget should we plan for?
We calibrate the media budget together after the audit, split between clients and candidates according to your priorities, starting from a controlled test amount. No long lock-in.
Another question?
Talk to an expert