The short answer
Recruitment marketing is about reaching and engaging candidates. Recruitment and selection focuses on finding and choosing the right candidate for a hire with the employer. In secondment, someone typically works on an assignment through a different employer. Which approach fits depends on the staffing need and on who carries out the recruitment work.
Bring your vacancy and current recruitment process. In 30 minutes, we discuss the reach, qualification and division of responsibilities that fit your team.
Compare the desired outcome first
Do you want to hire someone permanently, add temporary capacity, or build a steady flow of candidates over time? Those are different questions. A campaign that generates interested candidates is a different product from a fully managed placement or the deployment of someone for an agreed period.
The names of providers do not always tell you where their service begins and ends. A recruitment agency may also run campaigns; a recruitment marketing party can add qualification and personal contact. Always ask for a description of the actual work.
These are the main differences
| Approach | Where does the emphasis lie? | What do you need to agree on? |
|---|---|---|
| Recruitment marketing | Target audience, proposition, campaign, and candidate flow. | Who qualifies, follows up, and schedules conversations? |
| Recruitment and selection | Searching, assessing, and guiding through to a hire. | Search brief, selection process, rate, and any guarantee terms. |
| Secondment | Deployment of staff through a different employer. | Scope of work, duration, rate, and contractual arrangements. |
Assess a proposal on its actual scope. Two quotes with the same name can carry a very different division of work and responsibility.
When can recruitment marketing be the right fit?
It can be the right fit when you want to reach a recognisable target audience and have a concrete proposition. You also need to be able to manage what happens after someone responds. Without follow-up, a campaign can generate interest but rarely delivers conversations.
If you have limited capacity for intake and follow-up, ask explicitly which tasks the partner takes on. If you have a highly specialised brief, discuss whether the intended audience can be reached through a campaign and whether additional direct outreach is needed.
Hold these questions against every proposal
- What counts as a candidate, a qualified candidate, or a placement?
- Who discusses experience, practical conditions, and motivation?
- Who manages the personal contact and monitors agreements?
- Are advertising budget and internal time included?
- Which data and results can your own team view?
Red Rocket combines social campaigns with AI qualification through WhatsApp and complete profiles in the Cockpit. The standard is no placement, no recruitment fee, with a placement fee starting from 11% of annual salary upon successful placement. We agree the percentage, advertising budget and terms in advance. The proposal should specify the scope. This describes our approach, not a claim that it is the best choice for every vacancy.
Read how to compare the cost per hire and then assess which division of tasks suits your team.
A real client example
Mobido CarProf: a manager found in 39 days.
The campaign brought in 44 candidates. Advertisements and targeted WhatsApp questions revealed experience and availability before the personal follow-up began.
From campaign launch to placement. A result from this case, not a promise for every vacancy.
Recruitment as a service
From social post to qualified candidate
Red Rocket handles the campaign, the conversation, and the initial qualification. You make the hiring decision.
- Campaign and reach
- We build targeted social ads around your role and organisation. Candidates who respond enter a WhatsApp conversation with the AI recruiter that asks about the job requirements you defined upfront.
- Insight via Cockpit
- In the Cockpit dashboard you see the profile, the full conversation, and the qualification status – sometimes alongside a CV. You decide how you weigh that information before inviting someone in.
- Your decision
- You dig into whatever you want to verify – experience, documents, references. Personal follow-up from that point, from interview to contract, is yours to direct.
No placement, no recruitment fee is our standard. From 11% of gross annual salary on successful placement. Percentage, salary base, ad budget, and other conditions are agreed upfront.
Frequently asked questions
Is recruitment marketing the same as posting vacancies on social media?
A social advertisement is one component. A complete approach also covers audience selection, the proposition, the route to a first conversation, follow-up, and measuring outcomes.
Is no placement, no recruitment fee always cheaper?
That depends on the rate, the terms, the work actually delivered, and the result. Compare the total amount and your own time for the same staffing need. The payment structure alone does not determine which approach is less expensive.
