Resources
Recruitment marketing, AI visibility, and the systems underneath, written from the work, not the news cycle. No email walls.
A software engineer weighing up her next move doesn’t type “software engineer jobs near me” into Google any more. She opens ChatGPT on a Sunday evening and asks which companies near her actually treat their engineers well. The AI answers in four sentences. It names three employers. Yours is not one of them. No job […]
A care worker weighing up two employers doesn’t open your careers site any more. She opens ChatGPT, and asks it whether you’re worth applying to. “Is [Employer] a good place to work? Are there enough available shifts? What’s the night-shift pay actually like? Better than [Competitor]?” Whatever comes back (confident, cited, sometimes wrong) decides whether […]
Twenty years ago I was the recruitment marketer at an agency, sitting at a desk surrounded by billers. I built the careers pages. Ran the ad campaigns. Wrote the job posts. They worked the phones. We rarely got in each other’s way. What I had that they didn’t was time to watch. And every quarter, […]
Most recruitment websites are leaking candidates, and nobody is measuring the leak. The careers page gets a redesign every three years. The job ad template hasn’t changed in five. The application form is six pages long because that’s what the ATS spat out at go-live. And every quarter, someone in TA gets asked why cost-per-hire […]
My first job in recruitment was as a solo recruitment marketer. No team. No manager who’d done the role before. No handover document, no playbook, no senior practitioner down the corridor I could tap on the shoulder and ask “is this right?” There was no plan. There was just me, a brief, and a blank […]
The best candidates aren’t refreshing job boards. They’re passive, discerning, and researching your reviews before you reach out.
Most organisations start from zero every time a vacancy opens. A talent pipeline changes the economics of recruitment.
If your recruitment advertising budget has increased year-on-year while results have declined, you’re experiencing a structural problem.
Most organisations think they know what it costs to hire someone. Most are wrong by 2-3x.
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