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Recruitment marketing for employers who hire at volume.

Care, health, logistics, hospitality. In these sectors an empty role costs money every single day, and buying more job board slots rarely fixes it. Here is the work we do for in-house teams: what was wrong, what we built, and what changed.

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From the workNational healthcare provider
2x The active workforce, within a year. More than 10,000 uncovered hours a week went with it.
Problem
Gaps clustered in rural areas while recruiting was planned county by county.
Built
Recruiting at postcode level, with adverts and spend pointed where the hours were missing.

The work, row by row.

More media spend, the same number of applications.

What we found
Budget wasn’t the constraint. The operation behind the adverts was.
What we built
The recruitment marketing operation rebuilt end to end, measured on applications rather than clicks.
What moved
107% More applications in 12 months, with no increase in media spend.

Adverts written by hand can’t keep pace with the vacancies.

What we found
2 people were rewriting more than 100 job adverts a week, by hand, with no time left to think.
What we built
An automated system of AI, automations and job data agents that writes and publishes the adverts.
What moved
300+ Adverts a week, written and published automatically. The team got their week back.

Your careers site loses candidates you have already paid to attract.

What we found
Candidates who reach a careers site and don’t apply have usually hit a problem on the site, not with the job.
What we built
The Careers Site Check: your site reviewed by hand against 6 areas, written findings and a 30-minute walkthrough within 3 working days. Free.
What moved
A written list of where candidates drop out, in order of what to fix first.

Candidates ask AI about you before they apply.

What we found
The SetpointHQ Index scores 100 UK employer brands every month on how ChatGPT, Claude, Gemini and Perplexity describe them to candidates.
What we built
Pro: 12 months tracking your brand against that cohort, and the work that moves your score.
What moved
Your position against 100 UK employers, every month, with the reasons behind it.

Nobody owns attraction as a marketing problem.

What we found
TA teams have recruiters and a budget. What’s usually missing is senior marketing judgement across the whole function.
What we built
A fractional marketing director: 2 to 4 days a month of senior direction and hands-on execution.
What moved
One owner for attraction, accountable to the numbers you already report on.

Figures come from our founder’s in-house roles, so the employers stay unnamed. Where a row has no number, we haven’t got one we can publish.

Everything for in-house hiring teams

Services and products

Guides and reports

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Tell us which roles you can’t fill and what you’ve tried. A senior member of the team replies within 1 working day with a straight view on where to start.

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