What You Can Achieve with Kontrast
More qualified applications, less wasted reach—and a binding, agreed-upon time-to-shortlist for your target profiles. We combine employer branding, performance campaigns, social recruiting, and active sourcing with ISO-certified processes and documented compliance (AGG/GDPR, Best Selection). The result: predictable response rates, audit-ready handoff to the selection process—and a faster path to signing the contract.
Our Trust Approach (Proof Instead of Promises)
Kontrast stands for in-house headhunting teams, transparent KPIs, and thorough documentation. Every campaign begins with a target profile and key metrics (e.g., cost per apply, conversion rate, qualified applications), is optimized weekly, and is tracked transparently in our reports. For the public sector, we operate in a manner that enables the selection of the best candidates and complies with the AGG, including GDPR-compliant data pathways. ISO 9001 quality standards form the framework.
Your benefit: Time-to-Shortlist by target group
Together, we define realistic “time-to-shortlist” targets and support them with specific measures and channels. Typical target ranges (depending on region, level of detail required, and compensation):
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Engineering (Project/Management): approx. 10–20 business days
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Public sector & municipal agencies: approx. 14–21 business days
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Healthcare (Physicians & Healthcare Professionals): approx. 7–14 business days
These figures are examples—your profile is the deciding factor. We commit to measurable goals and document every step.
Our Recruitment Marketing Industry Focus
SMEs (Germany, Austria, Switzerland)
Standing out against strong brands: value propositions, short decision-making processes, and job impact. We leverage technical niche channels, regional job boards, and business platforms—using social recruiting and direct outreach for hard-to-find talent. Goal: qualified applications and a guaranteed time-to-shortlist.
Recruitment Marketing for Engineering
Reaching high-caliber candidates: project stories, references to methods and standards, clear career paths. A campaign mix of industry portals, LinkedIn, and active outreach. We guide interested candidates through a focused application process—and deliver shortlist-ready candidates in a thoroughly vetted handover package.
Recruitment Marketing & Candidate Acquisition for the Public Sector & Municipal Enterprises
AGG-compliant texts, communication optimized for selecting top talent, accessible UX, and thorough documentation. We increase the response rate and quality of applications without losing sight of legal and procurement requirements—including a complete campaign file for the selection process.
Healthcare Recruitment Marketing: Medicine & Nursing
From physicians to healthcare professionals: clearly explain work models, team culture, and continuing education; lower barriers; and increase speed. Social recruiting combined with active sourcing ensures streamlined processes—with a data-protection-compliant lead pipeline and a clear time-to-shortlist.
Our three talent marketing service packages
1 Employer Branding & EVP
We refine your employer positioning (EVP), develop CI-compliant templates (visuals, copy, CTAs), and create messages tailored to target audiences for specialists and executives. Texts are reviewed for compliance with the General Equal Treatment Act (AGG), formulated to meet public sector requirements, and optimized for engagement—serving as the foundation for scalable campaigns and a reliable time-to-shortlist.
2 Multi-Channel Campaigns & Social Recruiting
We plan the channel and budget mix (job boards, Google, Meta, LinkedIn), combine performance marketing with active sourcing, and manage campaigns based on KPIs: reach, CTR, conversion, cost-per-apply, and qualified applications. Weekly optimization, clear status reports, and flexible adjustments ensure speed and quality.
3 Career Site, Candidate Experience & Analytics
Career landing pages, applicant-centric forms, mobile UX, tracking/attribution (UTM), and dashboard reporting. We bridge the gap between marketing response and legally compliant selection: audit-ready handover packages for your selection process (e.g., DIN 33430-compliant), no temporary work—focus on permanent employment.
Our Talent Acquisition Service Process—Concise & to the Point
Kick-off with target vision and KPI definition → EVP/content → channel & budget plan → campaign go-live → weekly tuning & reporting → shortlist-ready candidates in the handover package → support through the start of interviews. All ISO-compliant and documented to ensure best-candidate selection.
KPIs & Reporting – Performance Monitoring
We agree on goals per profile and channel: impressions, CTR, conversion rate, cost per apply, qualified applications, time to shortlist. You’ll receive an easy-to-understand dashboard and a campaign file (for the audit department, works council, or contracting authority).
How quickly do you deliver a shortlist?
Depends on the profile and is agreed upon in writing—typically 7–21 business days. We actively monitor progress and report transparently.
Is your recruitment marketing compliant with public sector laws?
Yes: AGG-compliant, GDPR-compliant, capable of selecting the best candidates—including a verifiable campaign file.
Do you also use active sourcing?
Yes, especially for hard-to-fill roles as a supplement to performance-based campaigns.
Across Germany, Austria, and Switzerland?
Yes, with fine-tuning for regional channels and languages.