The short answer
When you outsource recruitment marketing to an execution partner, you are arranging more than advertising. You agree on who manages the account, who builds the campaign and writes copy, who follows up candidate responses, and what the first qualification looks like. The hiring decision stays with you. Media budget and fee are agreed separately. What the partnership delivers depends on how you set it up together.
Bring your vacancy and current recruitment process. In 30 minutes, we discuss the reach, qualification and division of responsibilities that fit your team.
The question behind the advertisement
When you choose an execution partner for recruitment marketing, the conversation quickly turns to advertising: how much reach, which platform, how many responses. Those are useful questions – but not the only ones. Reach is a means. A qualified conversation is a stage further on. A hire is something else entirely.
Choosing an execution partner also means arranging who builds the campaign, who writes the copy, who manages the account, who follows up candidate responses, and what the first qualification looks like. Those are five separate questions. This article is specifically about what you agree on when choosing an execution partner, not the broader choice between recruitment marketing and an agency.
Account management: agree on the terms upfront
Red Rocket connects the client's own advertising account to the campaign as standard – for Meta, LinkedIn, or any other platform we work on. We manage the campaign, write the copy, and produce the creatives. You determine the job requirements.
What data and access remain with you when the partnership ends depends on the platform and on what you agree upfront. Account ownership, admin rights, and access at termination are concrete questions to establish at the start. The checklist further on helps you give that structure.
What you see per candidate in Cockpit
A response is not the same as a candidate. Cockpit is the platform where you see a profile, a conversation, a substantiation, and – if the candidate supplies it – a CV for each candidate. The organisational context steers the conversation. The same questions land differently in a manufacturing company than in a healthcare organisation, and that is built into the setup.
This does not produce diploma verification and is not automatic proof of suitability. It is a first qualification based on the answers collected. HR retains control and conducts the conversation with the person.
Reach, qualified conversation, hire – three separate questions
More reach does not automatically produce more qualified conversations. More conversations do not automatically lead to a hire. The question that matters most when outsourcing: at what point do you take over – and what do you expect from the partner in the stages before that?
At Mobido CarProf, the campaign ran 39 days from go-live to placement, and 44 candidates came from the campaign. That is one specific case, with its own role, region, and target audience – not a prediction for a different situation. We mention it because it shows how the stages connect.
What the partnership covers – and what it does not
No cure no pay is our standard model. For a successful placement, we charge from 11% of the gross annual salary; the exact percentage and conditions are agreed upfront. The media budget is agreed separately – those are the costs of buying reach, and they fall outside the fee.
The partnership covers campaign management, copy, creatives, and guidance through the qualification process via Cockpit. The hiring decision rests with you. HR conducts the conversations with candidates.
Questions to ask every execution partner
Not every execution partner handles these matters in the same way. The list below helps you ask the right questions before you agree to anything.
Have you got a specific vacancy and want to know what approach fits? Book a conversation – we will look at the role, the target audience, the region, and what is realistically achievable for your situation.
- Who owns the advertising account, and what data and admin rights remain with us – does that differ per platform?
- What has been agreed about access and ownership when the partnership ends?
- Who writes the job description and the advertising copy?
- Who follows up candidate responses, and within what timeframe?
- What does the first qualification look like, and what does HR see in Cockpit?
- How are the media budget, fee, and your own time investment defined?
- What falls outside the partnership – and who is responsible for that?
Frequently asked questions
Does the advertising account remain ours if we end the partnership?
Red Rocket connects the client's own advertising account to the campaign as standard. What data and access remain with you when the partnership ends depends on the platform and on what you have agreed upfront. That is a concrete question to settle at the start of the partnership.
Who writes the job description and the advertising copy?
We write the copy and produce the creatives. You determine the job requirements – we translate those into copy and visuals that fit the target audience and the platform.
How does no cure no pay work with multiple vacancies at the same time?
No cure no pay applies per placement, from 11% of the gross annual salary. The exact percentage and conditions are agreed upfront – including when you run multiple vacancies concurrently. The media budget falls outside the fee and is agreed separately.
Can we start with just one vacancy?
Yes. A first partnership often begins with one specific vacancy. That way you learn how Cockpit works, how the campaign is set up, and what the partnership requires in practice.
