Enza Zaden / Client Story
From first interest to a new job. In four weken.
Reaching seasonal workers, pre-qualifying them, and inviting them to experience the role first-hand.
- from campaign to hire
- 4 weeks
- recruitment event location
- Enkhuizen
- introduction and offer
- 1 evening
The brief
Enza Zaden needed additional pollinators and crop care workers for the season. They wanted to pre-qualify suitable candidates before inviting them to a recruitment event.
The approach
Meta campaigns reached the target audience around Enkhuizen and Wervershoof. A chatbot posed qualifying questions. Candidates who matched received an invitation for a site tour and a conversation with the line manager.
The result
Within four weeks, new seasonal workers were in post. Candidates who were a good fit and showed enthusiasm could receive an offer on the evening itself. Reach, qualification, and personal contact came together in one event.
These results describe this specific engagement. Lead times and outcomes vary by role, region and labour market.
Enza Zaden – seasonal recruitment in four weeks
At Enza Zaden, the process ran from first interest to a new job in four weeks. The assignment was seasonal recruitment – a type of recruitment where candidates need to be available at the right moment and the process leaves little room for delay.
This is a historical case. Red Rocket's current approach – WhatsApp conversations with the AI recruiter based on hard criteria defined upfront, insight via Cockpit, and personal follow-up after that – was not yet in place in this form. Four weeks gives a reference for what was possible in this specific project. Every seasonal assignment has its own variables: role level, region, availability, and timing. This is an orientation point, not a guarantee and not a forecast for your vacancy.
Your next colleague
Start a conversation with qualified candidates.
Discuss your role, region and requirements with Red Rocket.