Social recruiting for employers with a full order book
High recruiting feesare a thing of the past.
Kesa puts your opening in the feed of the roughly 65 million employed Americans who are open to the right offer. Hire as many people as you need from your own company profile, for one fixed monthly fee. No surprises. No fee per hire.
Seen in the feed by someone who already has a job. → Three short questions instead of a résumé → Answers land straight in the ATS → A specialist follows up fast. One trucking campaign reached 64,256 people this way and brought in 95 applicants.
Question 1 of 3
Do you have a valid driver's license?
Application sent
Straight into the ATS · no résumé needed
The problem
"We have plenty of work. We just don't have anyone to do it." That's how most owners put it.
The opening is on Indeed and the company site. A few résumés come in, half of them miss the mark, and the good candidate from last month already signed somewhere else.
Job boards reach the people who are actively looking, about 1 in 10 U.S. workers. An agency charges €3,000 to €15,000 per hire, and for the next role you pay it again.
Plenty of work. Not enough hands.
How it works
We own the recruitment game.Four steps between a scroll and an application.
We treat recruiting as a marketing question, not a single opening to fill. Recruitment marketing and employer branding together reach the passive candidates that job boards miss. Then we keep improving: what works, where candidates drop off, how the journey gets better.
Candidate profile · Service technicianIllustrative
Region
Within commuting distance of your site
Background
Technical diploma, working in a similar role today
Motivations
A steady team, good tools, predictable hours
Frustrations
Long drives, constant overtime, no say in planning
What makes them move
Salary range, own van, training budget
Ad preview · Instagram feedIllustrative
OpeningYour own coworkers and product, in the first half second.
Photos of your real team
The product or service people recognize
A short video of a coworker on why they stay
Your reasons to work there, stated plainly
A clear signal that applying is quick
Delivery after launchIllustrative
Launchabout 48 hoursDay 5
Meta sees who clicks, who stays and who applies
Within about 48 hours it shifts delivery toward people like them
Application form · question 2 of 3Illustrative
Question 1Do you have a valid driver's license?
YesNo
Question 2How many years of experience do you have?
0 to 23 to 56+
Question 3Name, phone and email
No résumé, no cover letter. Answers go straight into the ATS.
Before a single ad exists, we profile the candidate for each role.
Our success formula
We start working together.Then what?
We're live within 5 to 10 business days, and one dedicated specialist runs your account from the first call. No rotating account managers, no hand-offs. This is how we get there.
Intake
RoleProfile and requirements
AudienceRegion, background, motives
OfferWhy they would pick you
01
Preparation.
We start with an intake and an analysis of your audience. Together we decide exactly who we want to reach, and who we want to see apply.
Your dedicated specialist runs the intake and stays your contact.
Campaign
AdsWritten and designed
FormThree short questions
ATSSet up and ready
02
Campaign and content.
With the right input we build strong campaigns that convert and speak to your ideal candidates, with your own people and product in the ads.
You approve every ad before it goes out.
Live
FacebookLive
InstagramLive
Job boardsIndeed and others
03
Go live.
Happy with the proposal? Then we go live on Facebook, Instagram and job boards, from your own company profile.
The first applications often arrive in the first week.
Review
ReachUp
Drop-offFixed in the form
Best adGets more budget
04
Optimization.
We keep analyzing the data, take in your feedback and adjust for the best possible result, with fixed review moments along the way.
Every campaign gets better as it runs.
Job slot 1
Role 1Filled
Role 2Filled
Role 3Live now
05
Hire.
Spoke with the right candidate? Congratulations on your new colleague. On to the next one: the same job slot moves to your next opening.
One slot can fill role after role, for the same monthly fee.
10x
More reach for your openings
643%
More applicants
79%
Lower hiring costs
80+
Companies went before you
A proven recruitment agency
We don't just pass on résumés. We take responsibility for the result.
Our team brings more than ten years of recruitment experience, and every recruiter handles a high volume of applications each month. See the case studies. We work on your hiring goals as your recruitment partner. Our approach rests on data, experience and processes that have proven themselves, so you build a recruitment strategy that gives you confidence and grows with your ambitions.
One dedicated specialist. The person you meet at the intake runs your campaigns and stays your contact.
Clear agreements. One fixed fee per job slot, with ad spend, job board postings and our ATS included.
Fixed review moments. Together we steer on applicant flow and quality.
Built for the short and the long term. Our campaigns keep learning, so you don't start from zero with every new opening.
One specialist, from the first call
Sam Gholampour
Director of a recruitment organization at Schiphol Airport and consultant at Loopbaan Centrum Schiphol.
Case studies
More applications, at a ninth of the price.Top Match's campaigns, Meta against Indeed and other job boards.
Top Match, a Dutch recruitment agency, runs its hiring campaigns with Kesa. Five of them, followed from first ad to placement. Costs are media spend only.
Applications per month, average
Indeed and other job boards, Feb to Aug188
Meta, Jul and Aug602
Cost per application, average
Indeed and other job boards, Feb to Aug€33.84
Meta, Jul and Aug€3.75
Source: Top Match campaign data. Indeed and other job boards, February to August 2026, Meta July and August 2026.
Live now
Cost per application, senior financial controller · first six days
€3.62
This campaign
Job board average €49.07
Finance · Schiphol Oost
Senior financial controller
Senior finance people rarely browse job boards. We put the role in their feed, together with two related openings at the same employer, and started all three campaigns on the same day, 25 September.
The senior role brought 21 applications in its first six days at €3.62 each. The assistant controller role brought 48 at €1.62, the finance employee role 37 at €2.10. All three roles together: 106 applications on €231 of media spend, €2.18 on average.
21Senior financial controller
48Assistant financial controller
37Finance employee
106 applications on €231 media spendAverage per application: €2.18
This case counts applications only. The campaigns went live on 25 September and have run for six days, so there are no interviews or placements to report yet. Figures from Meta, 25 to 30 September 2026.
01
Cost per application
€2.82
This campaign
Job board average €39.04
Security · Port of Rotterdam
Port security guard
A security company needed certified guards for the port. Most people who answer a security ad don't hold the diploma, so we ran 22 ads against each other in one campaign and followed every candidate into the ATS.
One ad, with €305 of media spend, brought both placements. The ad that collected the most applications brought none. Sent to a vacancy page instead of a lead form, the same role cost €24.62 per application: 27 applications, 1 qualified, 0 placed on €665.
446Candidates in ATS
57Qualified
7Interviews held
4Proposed to client
2Placed
622 applications on €1,754 media spendPer placement: €877
One-ad figure as of 17 September.
02
Cost per application
€3.68
This campaign
Job board average €39.04
Security · The Hague
City-centre security guard
A guard role at a well-known central workplace. The ads led with the location, and we measured every step from application to contract.
Of 360 candidates, 93 were qualified, 26% of the pool. The first conversation followed a median of 2.8 days after the application. Both hires came a median of 37 days after the application.
360Candidates in ATS
93Qualified
8Interviews held
4Proposed to client
2Hired
477 applications on €1,753 media spendPer hire: €877
03
Cost per application
€2.15
This campaign
Job board average €21.44
Ground handling · Airport
Baggage handler
Nobody searches for this job by name. The ads reframed it: the loading and lifting you already do, at an airport. The ad with that angle brought 337 applications at €1.94 each.
603 applications in five weeks and 56 conversations held. 15 candidates were proposed to the client and 9 of them placed, at €144 per placement. 121 of 516 candidates lived too far away to take the shifts.
516Candidates in ATS
121Lives too far
56Conversations held
15Proposed to client
9Placed
603 applications on €1,298 media spendPer placement: €144
04
Cost per application
€3.06
This campaign
Job board average €39.04
Security · South Holland
Regional security guard
One campaign for four open security roles at once, across four existing vacancies. It ran from 14 August and is now paused.
This campaign had the best pool of the four: 112 of 273 candidates were qualified, 41%. 36 interviews led to 10 candidates proposed to the client and 6 hires, the first after 34 days. On €1,039 of media spend that is €173 per hire.
273Candidates in ATS
112Qualified
36Interviews held
10Proposed to client
6Hired
339 applications on €1,039 media spendPer hire: €173
How to read these numbers.
Across every campaign we ran for Top Match since 20 July: €7,994 of media spend, 2,475 applications, 19 placements. The five above are the ones with enough volume to judge.
An application is not the same thing on both channels. On Meta it is a completed lead form, on a job board an application as the site counts it. That is why each case goes on to qualified candidates and placements.
Cost per placement rests on a small number of placements. It is media spend divided by placements. It leaves out the monthly fee and recruiter time, and it will move as more candidates reach a contract.
The periods differ. The job board figures cover February to August, Meta July and August. The cases run from 20 July to 27 September. Top Match's own clients are not named.
Pricing
A fixed fee per job slot.Hire as many as come through.
Ad spend, campaigns, ATS and software are included. Prices are per job slot per month, excluding VAT, with one month's notice on every plan.
Hire three people from the same job slot instead of one and your monthly fee stays the same. The one-time setup fee is €475 if you sign within 5 business days and €950 after that. It covers ATS setup, campaign structure, audience research and onboarding.
What the same setup costs if you buy it yourself
Indeed Smart Sourcing
€400
Candidate portal
€600
Meta and job board ad spend
about €500
WhatsApp screening bot
€400
Jobdigger
€350
Other subscriptions
€302
Recruitment marketer, 5 h/week at €95
€2,137.50
Per month
€4,689.50
Source: Kesa pricing sheet. Marketer hours at 4.5 weeks per month. Excludes the time to set it up and run it.
Results
Four campaigns, four industries.Every sector, the same approach.
Reach is the number of unique people who saw the campaign. Numbers come from Kesa campaign reports.
What clients say about working with us. Reviews translated from Dutch.
★★★★★
Good collaboration
"They painted an accurate picture and ran a standard preparation track, so the collaboration went smoothly and as expected. Their flexibility and speed in making changes make the investment worth it."
★★★★★
Good service
"I was a bit skeptical at first, but they proved me wrong with our first campaign. In a market where you almost compete with outside recruiting firms, they're a welcome alternative. Fast, professional, involved, and they think along with you."
★★★★★
A new standard in hiring
"We got in touch after a search with a traditional recruiting agency went nowhere. The online campaign was live in no time and the first candidates reached out soon after. Short lines, good guidance, and the campaign worked: we're about to welcome our new colleague."
★★★★★
Innovative hiring
"Their innovative approach helped us look at hiring in a fresh way, and it paid off. What stood out was how well they reached and spoke to our audience. We attracted more candidates and learned what motivates them."
★★★★★
An excellent experience
"We launched a recruitment marketing campaign together to fill our open roles, and we're very impressed by the results and the professional approach. The speed and the quality of the candidates stood out. We highly recommend them for hiring through social advertising."
FAQ
Answers to the questionsthat come up most.
What it does, what it costs, what you do yourself, and what we don't promise.
Still have a question?
Ask it in the consultation. You'll talk to the specialist who would run your campaign.
Our people aren't on social media. Does this still work?
Facebook reaches 198 million people in the U.S. and Instagram 182 million. Seven in ten American adults use Facebook, and the average American spends about two hours a day on social media. Drivers, production workers, technicians and engineers are among the roles filled this way.
What do I have to do myself?
Join the kickoff, approve the ads, and give feedback in the check-ins every two weeks. Candidates land in the ATS. You can follow up with them yourself or leave that to us.
Which roles does this work for?
From drivers to technical specialists to planners, and office and sales roles too. The approach stays the same. The audience profile and the ads change per role.
Can you reach people who aren't looking for a job?
Yes, and that's the core of the approach. Passive candidates are often the biggest group, and job boards reach them poorly. Targeted social campaigns, employer branding and smart targeting put your opening and your story in front of people who are open to a next step.
How do you keep applicant quality up?
We define up front what you're looking for and why someone would pick your company. That becomes a clear role description, clear expectations and screening questions. Then we steer on channel, message and selection, so you get less noise and more fitting candidates. Our ATS shows quality and progress right away.
Am I locked into a contract?
You choose a 3, 6 or 12-month plan. Every plan has a notice period of one calendar month.
What does setup cost?
€475 one time if you sign within 5 business days of the consultation, €950 after that. It covers ATS setup, campaign structure, audience research and onboarding.
What happens when a role is filled?
We switch the same job slot to your next opening at no extra cost. You keep paying the same monthly fee, with no fee per hire.
How fast do the first candidates come in?
After onboarding we're usually live within 10 business days, and the first applicants often follow soon after. From there we optimize on data for more volume and a better match. Some profiles simply need more time, reach and repetition before qualified applicants respond.
Do you guarantee a number of hires?
No. What's fixed is the cost: one monthly fee per slot and €0 per hire, with one month's notice if it isn't working for you.
Where do the numbers on this page come from?
Labor market figures come from Gallup (Q4 2025: 11% of U.S. employees actively looking, 40% watching for opportunities) applied to 162.7 million employed Americans (BLS, August 2026). Platform figures come from Meta ad reach via DataReportal (Digital 2026) and Pew Research Center (2025). Campaign numbers and prices come from Kesa campaign reports and the Kesa pricing sheet.
Has one of your openings been livefor more than six weeks?
In a consultation we show you how to reach your candidates on social media and what it costs per month. Sign within 5 business days and your setup fee is €475 instead of €950.
OpeningYour own coworkers and product, in the first half second.
