Recruiting for employers
Recruiting agency from Hamburg: reach skilled workers beyond the job boards.
For employers in Germany and internationally. Around 85 % of professionals open to a move are not actively searching. We reach them where they spend every day: on social media. A short applicant funnel asks what matters to you first. Only matching profiles land on your desk.
Free and without obligation. Reply from the owner.
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No CV needed
Question 3 of 3
When could you start?
- Right away
- In 1 to 3 months
- With more notice
- applications generated
- 10,000+
- campaigns managed
- 500+
- per application, best case
- from €2.81
- industries
- 25+
These companies work with Weber Media
01 / The problem
You run job ads and pay job boards. And nobody who fits applies.
Perhaps this sounds familiar: the role has been open for months, the team is at its limit, projects are stalling.
The problem is not your offer. The problem is where you are looking.
The really good people are already employed. They do not open StepStone. They scroll through Instagram in the evening.
Four reasons why roles stay open
Job boards only reach active seekers
StepStone and Indeed reach around 15 % of skilled workers. Everyone else never sees your ad. One listing costs €500 to €2,000, often without a single suitable application.
Headhunters are expensive
20 to 30 % of the annual salary per placement, quickly €8,000 to €15,000 per role. A bad hire costs €30,000 to €50,000, with no guarantee of success.
The search takes months
On average, 4 to 6 months pass before a hire. Every day without the role filled costs productivity and strains your team.
Many applications, no fitting profile
Screen 200 applications, hold 15 interviews, find 0 suitable candidates. Without pre-qualification, all the effort lands on you.
This is exactly what we do differently.
02 / Our recruiting site
Recruiting has its own address.
On weber-media.de you will find everything that helps with open roles. Free, no sign-up.
Weber Media is a digital agency with three building blocks. Recruiting matters so much that it has its own site: with case studies, guides, calculators and the free four-question potential analysis.
- Case studies with real numbers
- Guides on costs, trades and care
- Career pages and Google for Jobs
- Free job ad generator
- Potential analysis for your open roles
Straight to the topic (in German)
03 / The solution
The Weber Media recruiting system
Social ads find the skilled workers who are not searching. Career page, funnel and automation pre-qualify. Integrations send the data where your team works.
What a campaign looks like in numbers
- 01 / Presence
50,000+impressions per campaign. Your company stays top of mind.
- 02 / Attention
1,000 to 2,500link clicks lead straight into the applicant funnel.
- 03 / Selection
30 to 150+applicants, pre-qualified automatically.
- 04 / Fit
Only matching profilesYou only talk to people who fit.
Typical values from our campaigns. Role, region and budget all play a part.
Six building blocks, one continuous process
Meta Ads
Facebook and Instagram reach skilled workers where they spend hours every day. Targeted by location, interests and work experience.
- Story and Reels ads
Google Ads
Anyone searching for "job plus your industry" sees your role at exactly that moment. Where it fits, we add structured job data and Google for Jobs.
- Search ads
- Display and YouTube
- Google for Jobs
Indeed and Kleinanzeigen
Job boards as an additional channel for active seekers, with optimised ads and clean tracking.
- Indeed
- Kleinanzeigen
- Sponsored
Career page and applicant funnel
Your own career page with employer brand and job overview. Apply on mobile in under two minutes: three questions, then contact details. Multilingual on request.
- Mobile first
- Pre-screening questions
- A/B tests
Automation
Email sequences, reminders and clear status handovers. Less manual chasing, an orderly candidate flow for HR and managers.
- Email automation
- Notifications
- Workflows
Integrations
Connection to your ATS, HR software or CRM via API, webhooks or exports. No break between campaign and HR process.
- API and webhooks
- ATS and HR
- CRM
In the Kanban board, every stage triggers the right action:
- Request documents and CV as soon as a candidate qualifies
- Send polite, professional rejections without manual work
- Send interview invitations including a booking link
- Live dashboard with impressions, click rate, conversion and cost per application
04 / Cost comparison
What does a hire really cost?
Do the maths yourself. With market figures and numbers from our campaigns.
| Comparison of traditional recruiting routes with the Weber Media recruiting system | Headhunter, temp agency, job board | Weber Media recruiting system |
|---|---|---|
| Cost | Headhunter €8,000 to €15,000 per role, temp agency €4,000 to €8,000, job board €500 to €2,000 per ad | Guide value €1,890 per month for up to 5 vacancies, plus €10 ad budget per day and role |
| Reach | Only the roughly 15 % actively searching | Also the 85 % passively open to a move |
| Pre-qualification | Pre-screening cuts unsuitable applications by 60 % | |
| Cost per application | Unclear, often high wastage | €8 to €15 on average, best case €2.81 |
| Several roles | Each role paid separately | One setup for all open roles |
| Transparency | Live dashboard and regular reporting |
A worked example: With a headhunter fee of €12,000, performance recruiting saves you up to €10,000 per hire. That is up to 85 % lower cost, with more reach and better pre-selection.
Guide values. We agree the exact split between management and ad budget in the strategy call.
05 / Results
Real campaigns. Real numbers.
One named case, the others anonymised. Plus three voices from clients who filled roles with us.
BAT Agrar GmbH & Co. KG
Agricultural and logistics company from northern Germany with more than 20 locations: agricultural trade, logistics and animal feed, part of an internationally positioned group.
We have worked together on performance recruiting for more than three years, from the first test run to a lasting partnership. In the stronger campaigns, applicant numbers are well above what job portals typically deliver. We optimise the cost per application together.
Roles filled
- Truck drivers
- Warehouse staff
- Process technologists
- Sales
- Apprentices
- Dispatchers
- Nautical watch officers
- Seasonal workers
Strongest campaigns
- Seasonal workers2,100+ applications in the peak run
- Warehouse staff920+ applications, cost well below portal level
- Truck drivers480+ applications from a hard-to-reach audience
- Apprentice campaign3,200+ clicks, applications in the hundreds
- average cost per application
- €8 to €15
- platform
- Meta Ads
- average run time
- 30 days
- campaigns managed
- 150+
- locations nationwide
- 20+
- years of partnership
- 3+
- best cost per application
- €2.81
Results by industry
Agriculture
Seasonal workers, agricultural mechanics, process technologists
158
applications in the season
from €2.81
per application
Trades and construction
Electricians, mechanics, welders, technicians
Ø €25
per application
3 to 5 weeks
to hire
Care
Registered nurses, nursing managers, geriatric nurses
Top
candidate quality
5/5
client rating
Logistics and transport
Truck drivers, dispatchers, warehouse staff
73
truck driver applications
€17.82
per application
Hospitality
Chefs, service staff, hotel professionals
Ø €12
per application
Fast
time to hire
Industry and manufacturing
Warehouse staff, production assistants, specialists
110
warehouse applications
€6.68
per application
Three more cases, anonymised
Care facility, northern Germany
Nurses won via social media
In Germany’s toughest recruiting market, nursing staff and managers were hired. Strategy and creative work were “top level”, according to the client.
Top
candidate quality
5/5
client satisfaction
Sporting goods company, Hamburg
Filled entirely without job boards
StepStone and co. left behind. All open roles filled at a fraction of the previous cost, purely through social media campaigns.
€0
job board costs
100 %
fill rate
Trades business, Hamburg
Skilled trades workers found
Electricians, mechanics and technicians: roles that stayed open through traditional channels. Performance recruiting delivered qualified applicants.
3 to 5 weeks
time to hire
85 %
cost saving
What clients say
„Our roles were filled successfully, quickly, professionally and without the usual effort on job boards. The whole process was simple, communication excellent and the team competent and committed.“
„Weber Media’s expertise is excellent. They work in a structured, service-oriented way and are always there with advice.“
„I like the portal. A straightforward agency, easy to work with, good results, highly recommended.“
06 / The process
From analysis to hire
A clear process that keeps your back free. Your effort: clarify requirements, then hold the interviews.
Analysis and strategy
Requirements, target group, channels. We get to know your industry, your location and your ideal candidates.
- Target group analysis
- Channel strategy
Campaign setup
Design ads, set up the career page, configure funnel, automation and integrations, define pre-screening questions.
- Ad design
- Career page
- Pre-screening
Launch and reach
Campaigns run on Meta, Google, Indeed or Kleinanzeigen. Your audience sees you where they are active every day.
- Meta Ads
- Google Ads
Pre-selection
Automatic pre-qualification filters out unsuitable applicants. You only receive profiles that fit.
- 60 % fewer unsuitable applications
Selection and hire
You choose from pre-qualified candidates. We support the selection and provide transparent data.
- Candidate selection
Optimise and scale
Ongoing, data-driven optimisation: more locations, more roles, lower cost per application.
- Reporting
- Scaling
Knowledge
Performance recruiting in brief
What is performance recruiting?
Performance recruiting means advertising roles the way you advertise products. Instead of posting on a job board and waiting, we put your role in front of people who fit professionally, even if they are not looking right now.
The path to applying is short: ad in the feed, three questions in the funnel, contact details. Anyone who does not fit is filtered out beforehand. Every number is measurable, from click to application.
Why employer branding makes the difference
Good candidates google your company before they apply. A strong employer brand decides whether they click "Apply" or keep scrolling. It reduces wastage in your ads and raises the quality of applications. Recognition does not happen overnight; it grows through continuous visibility.
- A career page that shows your culture authentically
- EVP: what makes you unique as an employer
- Employee videos and behind-the-scenes insights
- Audit of your current employer brand
- One common thread across ads, Google, job boards and career page
Google for Jobs with Jobflare
With Jobflare, our own software, your roles get structured data, clean feeds and more control over how they appear in Google for Jobs. It complements Meta, Google Ads and your career page. We handle setup and coordination.
Which industries?
Performance recruiting works wherever qualified professionals are missing. It is especially strong in industries facing skills shortages, because it also reaches people who are not actively looking.
- Agriculture, energy and environment
- Automotive, real estate, retail
- Construction and trades, manufacturing and industry
- Healthcare, care and social services
- Logistics and transport
- Tourism, hospitality and gastronomy
- Technology and start-ups, education and training
07 / FAQ
Frequently asked questions about recruiting
Still have a question? We will answer it for your roles in the strategy call.
How soon do the first applications arrive?
In our experience, the first qualified applications often arrive 5 to 10 days after launch. In the first week we set up and optimise the campaigns. Many clients hire after 3 to 5 weeks. We do not promise this, because role, region and budget all play a part.
What does performance recruiting with Weber Media cost?
The cost consists of management and ad budget. For up to five parallel roles, the guide value is €1,890 per month, plus €10 ad budget per day and role. We agree the exact split in the strategy call, with no surprises mid-month.
Which channels do you use?
Mainly Meta Ads (Facebook and Instagram) for skilled workers who are not actively searching, Google Ads for people intending to move, Indeed and Kleinanzeigen for active seekers, and dedicated career pages with an applicant funnel. We also automate follow-ups and connect your ATS, HR software or CRM. Where it fits, we add Google for Jobs, TikTok or LinkedIn.
Which industries does this work for?
Across industries. We have results in agriculture, trades, care, logistics, hospitality and manufacturing, among others. The approach is especially strong where skills are scarce, because it also reaches people who are not actively looking.
How are applicants qualified?
The applicant funnel asks about experience, qualifications, salary expectations and availability up front. Anyone who does not fit is filtered out. This cuts unsuitable applications by 60 %. You only receive pre-qualified applications.
How is this different from job boards?
Job boards only reach the roughly 15 % of employees who are actively searching. Performance recruiting on social media also reaches the 85 % who are open to a move but not looking. The cost per hire is usually well below StepStone, Indeed or headhunters.
How many applications can I expect per campaign?
That depends on role, region and budget. Our typical values over roughly 30 days: warehouse staff about 50 to 150 applications, truck drivers about 30 to 80, skilled specialists about 15 to 40. The cost per application usually lies between €2.81 and €35, on average €8 to €15.
How long does a campaign run?
On average 30 days. In that time, between 10 and 150+ applications come in, depending on role and location. You can extend, pause or adjust any campaign.
Why is there a separate recruiting site?
Because recruiting is a topic of its own. On weber-media.de you will find case studies, guides, cost comparisons, the job ad generator and the free potential analysis. Contacts and team are the same.
No more open roles. Let us get started.
In the free strategy call we look at your roles, show where the potential lies and outline a strategy. Without obligation.
Free and without obligation. Measurable KPIs and regular reporting.
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08 / The first step
30 minutes well spent
You receive an honest assessment and the biggest levers for your digital growth, whether or not you work with us afterwards.
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- A dedicated contact