10 quality job applicants. 30 days. guaranteed
Answer a few quick questions and pick a time
Tell us what you're hiring for and the calendar opens up on the next screen.
Pick a time that suits you
We've got your answers. Grab a spot below and we'll come to the call having already looked at your roles.
Don't take our word for it
"Why didn't we do this sooner?"
Kristina, AirSmart
Six full crews. Not six blokes.
What one campaign did for Brett's business
10 quality applicants, or we keep going
We guarantee at least 10 quality applicants you would genuinely consider hiring for the role you brief us on. If the campaign hasn't delivered that, we keep building, testing and optimising at no extra management cost until it does.
What we're on the hook for
- 10 quality applicants for the role you brief us on
- We keep running it and improving it until it delivers
- No extra campaign fee while we're doing that
What you have to hold up
- Keep the ad budget running at the level we agree
- Contact applicants within 48 hours
- Keep the brief fixed and go with the job offer we recommend
We'll say this plainly: we guarantee qualified people in front of you. We can't guarantee you'll hire them. That part is yours.
From the desk of Cody Smith and Kaleb Benney
Gold Coast, Queensland
Dear business owner,
It's not that nobody wants to work anymore.
It's not that everyone has gone soft in your industry.
And it's not that your job ad wasn't written well enough.
The reason you can't find good people is far simpler than any of that, and once you see it you cannot unsee it.
The best worker in your industry already has a job
Think about the best operator you have ever seen do your kind of work. Gets through double what everybody else does, never needs babysitting, lifts the whole team just by walking in the door.
Now ask yourself honestly. Is that person sitting at home tonight refreshing job ads, or enrolling with a recruitment agency?
Of course not. Somebody already worked out what they're worth and made sure they stayed.
A job ad can only be answered by the people who are available, and the best people in your industry are never available.
So you post the ad. You pay your money. And you get back a pile of applications from whoever happened to be free that week.
You already know how it goes from there.
The work piles up, so you take on somebody your gut told you wasn't right. You train up a backpacker and the visa clock runs out on you at six months. A little while later you're writing the same ad, spending the same money, having the same conversation with yourself.
Or you ring an agency, and they want a percentage of the salary for one person. Need three of them? Triple it. And when it's finished you own nothing. No list, no pipeline, no reputation. The day you stop paying is the day the candidates stop arriving, because you were never buying people. You were renting access to them.
All of it for mediocre talent that barely meets what you asked for, and that often doesn't last the year anyway.
Sound familiar?
The harsh truth nobody else will tell you
There are more than three million people across the Gold Coast and Brisbane.
So posting one job ad, or handing the job to an agency, and deciding your industry has no good workers left in it, is a bit like this.
You take a glass. You dip it in the ocean. Then you look into the glass and say "there are no fish in here, so there mustn't be any fish in the ocean."
The fish are out there. You just haven't had the tools to find them or catch them yet.
We were a marketing team first
And we still are. (Do not fill in the form above for marketing. Marketing applications are closed.)
But it turns out that when you do a genuinely good job of marketing, you run into a problem.
The businesses we were marketing got busy fast, and the conversation changed from "we need more work" to "we need more staff."
One thing led to another. We took the same sales tactics, the same system and the same approach, and we pointed the whole thing at recruiting instead.
The results left people speechless.
Because selling to somebody who wasn't in the market that morning is the entire job. That is all marketing has ever been. So we aimed it at the hardest sale in your business, which is convincing a great person to leave somewhere they're comfortable and come and work for you instead.
A job ad asks "who is looking for work?"
A campaign answers a far better question. Why would the top talent in this industry want to work for you?
Then it puts that answer in front of them, whether they're looking or not, in your line of work and in your area.
It makes them question where they are now, and it gets them actually considering the move.
Some get in touch that week. Others file you away and come knocking months later, when they've finally had enough. Either way your name is now sitting in front of your entire local industry at once.
What that looks like once it's running
- An ad that sells your business as a place worth leaving a good job for, not a listing nobody reads
- Facebook and Instagram, pointed at the people who already do this work near you
- Half a day filming. We come to you, we bring the script, and the video is yours to keep
- Every applicant gets an instant reply instead of going cold, and the system chases the CV politely so you don't have to
- The ad, the form and the CV step filter out the tyre kickers before they ever reach your phone
- A pipeline you own, sorted by stage, so you always know who to ring next
- Everyone you don't hire stays on your list, so next time you're hiring you don't start from nothing
One last thing that matters more than people think
The best people haven't touched a CV in a decade. They have never needed one. Sit and wait on a document and they are exactly who you lose.
Ring them the same day, while your ad is still fresh in their head, and you have the biggest leg up on your competition that recruiting has to offer.
Let me be clear
This is not for the typical business owner.
This is for the one who wants to build an exceptional team. A players. The equivalent of a Navy SEAL team for your industry. You are not going to find those people scrolling Seek.
It is not for the business paying as little as it can get away with and treating staff like they're lucky to be there. It is for the owner who already knows that a good team is worth more than anything else in the business.
If that sounds like you, fill in the form above and we'll take a quick look at the role you're offering and tell you honestly whether it has the makings of a campaign.
Cody Smith and Kaleb Benney
Linked Up Marketing, Gold Coast and Brisbane
P.S. We guarantee at least 10 quality applicants for the role you brief us on. If the campaign hasn't delivered that, we keep working on it at no extra management cost until it does.
Questions we get asked on every call
How is this different to using a recruitment agency?
An agency rents you access to their database and charges a percentage of the salary for each person you take on. Need three people and you pay three times. When it's finished you own nothing, and the moment you stop paying, the candidates stop coming. We build the campaign and the pipeline inside your business. You pay per campaign rather than per head, one campaign can bring one hire or ten, and every applicant stays yours afterwards.
What does it cost?
It depends on how many roles you're filling, the type of work and the market you're in, so we won't throw a number at you before we understand any of that. What we can tell you is how it compares. An agency typically takes 15 to 25 percent of the annual salary for a single placement, and businesses hiring three people are looking at tens of thousands. We charge per campaign, and that campaign can fill more than one seat. We'll give you the exact figure on the call, along with an honest read on whether it's worth doing at all.
I've already tried Seek and Indeed and it was a waste of money. Why is this different?
Because those platforms can only show your ad to people who are actively looking for work. That's a small slice of the workforce and it is not where the best operators are. We put your business in front of people who are employed and performing well, in your trade and in your area, who would never think to search for a job in the first place.
Do I have to be on camera?
Not necessarily you. It needs to be someone from the business, but it doesn't have to be the owner. Plenty of the time it's a manager, a foreman or whoever the new person would actually be working alongside, and often that lands better anyway. Whoever it is, it's half a day, we come to you, and we bring the script. Nobody writes anything or memorises lines. People want to see who they'd be working for, and that's a big part of why this beats text on a job board.
How quickly do applicants start coming in?
Usually within a few days of going live, and it picks up from there as the ads work out who is paying attention. Three things decide how well it goes: how good your job offer is, what you put behind it on Facebook, and how fast you ring the good ones.
Who screens the applicants?
The system does the first pass. The ad itself repels the wrong people, the form asks your qualifying questions, and the CV step filters again. You'll still get the odd dud, everyone does, but our job is to be so clear about who you want that they're rare. We watch it daily and we want your honest feedback on quality.
What if a hire doesn't work out in six months?
You're not paying another placement fee. You switch the campaign back on, or you go straight to the list of people you already collected who liked the look of your business the first time.
Do I need to know anything about Facebook ads?
No. We build it, run it, watch it and optimise it. We connect it to your Facebook account so the assets stay yours, and we walk you through the pipeline so you and your team know how to use it.
What happens if I don't hire anybody?
This won't happen, and the reason is that we won't let you run the campaign if we don't think it's going to work. We look hard at your job offer before anyone films anything, and if it isn't strong enough to move a good person out of a job they're comfortable in, we either fix it with you first or we tell you straight that it isn't a fit. Nobody wins if we take your money and it flops. The two things that would sink a campaign are a weak job offer and slow follow up, and we sort the first one up front and hold you to the second in the guarantee.
Who this will work for
This isn't built for one trade. It works anywhere good people are already employed somewhere else and hard to reach through a job ad. Here is a summary of the industries it fits.
- Air conditioning and HVAC
- Plumbing
- Electrical
- Carpentry and framing
- Roofing
- Concreting and civil
- Landscaping
- Earthmoving and plant
- Steel fabrication
- Manufacturing
- Transport and logistics
- Warehousing
- Automotive workshops
- Commercial cleaning
- Pest control
- Security
- Healthcare and allied health
- Aged care and disability support
- Childcare and early learning
- Hospitality and venues
And who it won't work for
We'd rather tell you now than take your money and find out later.
- You pay under market and talk up a culture you haven't actually got
- You treat a job at your place like a privilege and expect gratitude for it
- You can't improve the job offer no matter what we suggest
- Nobody at your end can ring a good applicant back within a couple of days
The whole idea is to plant a seed that the grass might be greener at your place. That only works if it genuinely is.
The best person in your industry is out there right now, doing a great job for someone else
The only question is whether they'll ever hear about you. Answer a few quick questions and pick a time that suits. We'll look at the roles you need to fill, tell you honestly whether your job offer is strong enough, and show you what a campaign would look like for your business. If it isn't a fit, we'll tell you that too.
We only take on a small number of new builds each month, so start dates book out.