Recruiting advertising · applications, not impressions

Recruiting advertising priced per worker application

Niro Digital runs recruiting advertising for companies that need worker applications: paid campaigns on Meta and Google, a mobile application funnel, applicant tracking, and a price per qualified applicant agreed before launch.

Tell us the role

A person replies within one working day.
First call: role, location, volume, hiring deadline.
Applicant criteria agreed before any budget is spent.

What is it, exactly?

Paid campaigns that bring in applications from the workers you need: drivers, operators, warehouse and production staff. You get the ads, a mobile application funnel, applicant tracking and a price per qualified applicant. It starts with one call: role, location, volume, deadline.

What we build

//01Campaign strategy and how the job is positioned
//02Paid campaigns on the platforms your candidates actually use
//03Application funnels built for candidates on a phone
//04Applicant tracking and reporting
//05Blue-collar recruitment as the specialty
//06A price per qualified applicant, not per hour

Is it for us?

Best for: Companies that need operators, drivers, warehouse and production workers, technicians or field staff, mostly across Europe.
What we don't do: We don't interview, hire or set employment terms; you do.

What does it cost?

How it's priced: Per qualified applicant, with the applicant criteria agreed before launch.

How does a project run?

//Stage 01

Candidate profile definition

We define who the company needs, where those candidates are likely to respond, what motivates them, and what information the application flow must collect.

You get: Profile, channels and applicant criteria, agreed

//Stage 02

Campaign and funnel build

We build ads, landing or lead forms, screening questions, conversion tracking, and reporting around the agreed applicant criteria.

You get: Ads, application funnel, tracking, live

//Stage 03

Applicant optimization

We monitor applicant volume and quality, then adjust audience, creative, copy, and funnel friction to improve the cost per useful application.

You get: Weekly cost per useful application

What changes for us?

30+

workers hired through the Evroproces campaigns in 2024 alone

*Figures from our own accounts and case studies. Ask on the first call and we'll open the accounts.

What changes

//01More real candidate applications
//02A predictable cost per applicant
//03Campaign performance you can actually see
//04Less dependence on job-board postings

Do you work only with blue-collar recruitment?

Blue-collar recruitment is our strongest focus, but the same performance model can be adapted for other worker profiles when the candidate criteria are clear.

What does pay per applicant mean?

It means the commercial model is tied to generated applications instead of only hours or ad management. Applicant criteria are agreed before the campaign starts.

Do you handle the hiring decision?

No. We generate and track candidate applications. The client remains responsible for interviewing, compliance, employment terms, and final hiring decisions.

Selected work

Work in Recruiting advertising

All 2 projects

Start here

Tell us the constraint

Operations, workers or customers. One sentence is enough, we'll reply within one working day.