We place your vacancy where suitable professionals actually read: career-related job boards and specialist portals, Interamt/bund.de in the public sector, LinkedIn/XING, and association media. The basis is a requirement profile and target person profile. We select channels, formulate clear titles and benefits, test variants, and manage run times. Tracking shows visibility, click and application rates, which we continuously optimize.
We Integrate employer brand & benefit communication (EVP/RVP). We leverage your employer messaging in the title/teaser and the benefit paragraph of the ad. Proof points are placed concisely, verifiably, and in line with industry standards (public sector: transparency/Article 33 II; healthcare: licensing/service models; SMEs: role impact/development).
Job advertisement publishing & online PR
Planning & Publication
We place your vacancy where suitable professionals actually read: career-related specialist portals and job boards, LinkedIn/XING, hospital/association media, and – in the public sector – Interamt/bund.de. The basis is the requirements profile and target person profile. We select channels, runtimes, and formats, create precise titles, teasers, and body copy, and ensure timely publication. Our wording is compliant with the General Equal Treatment Act (AGG) and the GDPR; in the public sector, it is also compatible with Article 33(2) of the Basic Law (GG).
Employer branding (EVP/RVP)
Your employer messages are incorporated into the ad in a controlled manner: three core EVP statements, a role-related benefit statement (RVP), and a maximum of five verifiable proof points (e.g., collective bargaining agreement/TVöD-VKA, continuing education, service models, technology/research). This creates an ad that clearly identifies benefits, manages expectations, and is understood by the market – without sales jargon, but with verifiable advantages.
Measurement and documentation
Every ad placement is documented (media plan, tracking links). We measure impressions, click and application rates, and qualification rates, and make weekly adjustments (variants, run times, placements). Unsuitable responses are filtered out early, and qualified responses are prioritized and passed on to applicant management. The result: verifiable reach, less wasted advertising, and a response rate that matches the profile – clearly documented for HR, departments, and committees.
