Managed Attraction is an agency-managed service, not self-service software. Our team takes responsibility for the media plan and ongoing campaign decisions, guided by recruiting experience and real response.
We start with a conversation about your vacancies, recruitment process and existing activity. Together, we define the applicant profile, identify where applicant flow is falling short and agree what the available data can tell us.
We build an appropriate channel mix across owned properties, third-party job boards, aggregators and other relevant sources. Budgets follow hiring priorities, with your advertising budget, agency management fees, terms and reporting scope agreed together.
Our team manages campaign activation and job distribution. We review the response alongside your recruiting feedback, rather than treating every application as an equally valuable outcome.
We assess relevance, cost per qualified applicant and cost per hire where the data supports it. Roles with sufficient applicant flow can have spend reduced or paused; roles needing support receive renewed attention.
Reporting depends on the information you can share and the sources in your media plan. We agree quality criteria, attribution boundaries and any measurement limitations upfront. Where a hire cannot be reliably attributed, we say so.
Managed Attraction combines recruiter-led strategy with hands-on media management. Our team plans, buys, distributes and optimises your recruitment advertising, using campaign data and your recruiting feedback to guide decisions.
Decisions grounded in hiring realities, not clicks alone.
Your media plan is never limited to SoJobs inventory.
Relevant applicants matter more than an impressive total.
Clear allocation, agreed measures and honest reporting.
From sufficient applicant flow to vacancies needing support.
Conceptual example. Not client results or a proprietary platform.