Everyone talks about strong social media recruitment campaigns. But what happens after the ads start working? Over the past few years, I’ve worked with dozens of recruiters. Smart concepts.Highly optimized Meta Ads. But the moment candidates start coming in… 📉 No clear overview 📉 No automatic follow-up 📉 No link between campaigns and the backend And that’s where things go wrong. Many recruiters are still using ATS systems that simply aren’t designed for social media recruitment. They’re built for job boards and career sites. Not for a reality where applications come through Instagram or TikTok. Not for candidates who would rather message on WhatsApp than send an email. As a result, gaps appear — real gaps — in the funnel. Strong candidates drop off before anyone even says,“Thanks for applying.” And that’s a missed opportunity. 👉 A question for the recruiters in my network: Are you truly happy with your ATS or backend setup? Does it support the way you recruit today? Or are you still relying on workarounds and spreadsheets just to stay in control? How satisfied are you with your ATS (or backend system) when it comes to social media recruitment?

(Disclaimer: I promise I typed this out with my own actual human hands. If I used ChatGPT to write this, it would probably be using words like "delve" and "tapestry" right now.) I have been reading a lot of posts lately about AI in our industry. It seems like the reaction is usually split: people are either completely ignoring it, or they are terrified about data privacy. I run a recruitment agency and I completely get the hesitation. The idea of feeding sensitive candidate data into a public model sounds like a nightmare. But avoiding the tech completely because of fear is a mistake. To stay relevant, you have to find ways to utilize these tools safely. I used to spend hours on manual admin, but I realized I was spinning my wheels on the same dumb tasks day in and day out. Here is how we are saving about 15 to 20 hours a week using LLMs (text AI) without compromising security: 1. Sourcing without the headache I stopped manually guessing keywords. Now, I use AI to generate high quality Boolean strings based on the Job Description. I run those in LinkedIn and it cuts the sourcing time in half. I also built a workflow where the AI checks candidate profiles against a specific requirements list to see who is actually a fit. 2. The "Closed" Knowledge Base (Safe Training) This is the big one for security. We use tools (like NotebookLM) to train a bot *only* on our own documents. The data stays contained. We use it for: * Drafting policies based on our past docs. * Summarizing investigation interviews or long transcripts. * Creating "podcast style" overviews of complex documents so I can listen to a summary instead of reading 50 pages. 3. Checking for Bias People say AI introduces bias, but we actually use it to help remove ours. We run our JDs and emails through the system with prompts like: *"Hey, is there any language here that’s not inclusive? Or what about exclusionary language?"* It catches things we miss. 4. The Grunt Work It handles the stuff that breaks my focus. turning images of text (like resume screenshots) into bulleted lists, creating timelines from scattered dates in client notes, or doing quick math and Excel formulas.

Hi everyone, Today we’re hosting a Q&A where you can ask all your questions about social recruiting ads or running your own social recruiting agency. You can join via the calendar. See you there!

Job boards are fading. Social recruiting is taking over. And for entrepreneurs, that’s a potential goldmine. Recruiting has become marketing. And many companies haven’t realized it yet. But the shift is already happening. The days of “post and pray” on job boards are over. They barely reach a fraction of the talent pool—and rarely the people businesses actually want to hire. So where are the ideal candidates in 2025? Scrolling social media. They’re not actively job hunting—but they’re curious. Open to new opportunities—if you know how to reach them. That’s where social recruiting comes in. Smart ads. Laser-focused targeting. Seamless funnels.And yes—better candidates, faster, and at a fraction of the cost. 💡 While traditional recruiters are burning thousands on outdated tactics,we’re getting high-quality applicants for just $3–$10 each. This isn’t the future. This is already happening. Still, I see so many businesses stuck in the old way. Reposting the same job ads to the same platforms—and wondering why nothing changes. Which means one thing: 👉 There’s a massive opportunity for entrepreneurs. 👉 Millions of businesses need help making this shift. 👉 And there’s a proven, scalable agency model ready to tap into. Social recruiting isn’t a trend. It's becoming the new standard in hiring. Will you lead the change, or miss out on the opportunity? Thinking of starting your own social recruiting business? Or already in recruitment/marketing and ready to adjust? Drop a comment or DM me. I’d love to connect.

The perfect candidate?They’re already employed. They’re not scrolling through job boards.They’re not browsing your careers page. And yet… they are reachable. How? Social recruiting. Smart, targeted campaigns that show up exactly where your ideal candidates spend their time: On social media. Here’s the truth: Around 80% of top talent isn’t actively job hunting.But that doesn’t mean they’re not open to a better opportunity. Social recruiting flips the script. You’re no longer hoping they stumble onto your careers siteor spot your post buried among thousands of listings. Instead, you put your opportunities in front of them—with the right message, at the right moment, on the right platform. What does that get you? 🎯 Your open roles reach people who aren’t actively looking but are open to change 🎯 A steady stream of qualified applicants—on autopilot 🎯 And a major advantage over competitors fishing in the same crowded talent pool So maybe the real question isn’t: “Where do I find the right people?” But rather: “How do I get the right people to notice my opportunities?” Because they’re not out there searching for you. You need to grab their attention—on their timeline—with a message that actually resonates. Curious what social recruiting could do for you? Shoot me a DM. I’d love to show you.