Everything you need to know.

Job boards reach active job seekers, roughly 30% of the market. Social recruiting reaches people who aren't looking but are open to the right opportunity. We target candidates based on job title, location, and platform behaviour, not just because they typed "civil engineer" into a search bar.

The result is access to a completely different pool: experienced, often employed workers who never would have seen your Seek listing.

It means using paid campaigns on Meta, LinkedIn, and TikTok to reach candidates where they already spend time, not where you hope they go looking. Combined with a purpose-built landing page and a frictionless application, it's a complete hiring funnel, not just an ad.

The difference between a social recruiting campaign and "posting a job on Facebook" is the same difference between a sales funnel and a flyer.

Each platform reaches a different part of the construction and engineering workforce:

• Meta (Facebook + Instagram), reaches trade and site workers aged 25–55. The 35–55 age group is one of the highest-engagement demographics on Facebook, active in evenings and on weekends.
• LinkedIn, reaches engineers, project managers, site supervisors, and estimators by job title and seniority. Sponsored content and InMail reach them in their feed and inbox.
• TikTok, reaches apprentices and younger tradespeople entering the industry, typically 18–28. Construction content performs strongly on this platform.

Together, they cover the full candidate pool, across seniority levels and age groups.

We work exclusively with construction, civil, and engineering companies on roles including:

• Site supervisors, forepersons, project managers
• Civil and structural engineers
• Electricians, plumbers, and licensed tradespeople
• Plant and equipment operators
• Estimators and project engineers
• Apprentices and entry-level trade roles

If you're unsure whether your role fits, book a call, we'll tell you honestly whether social recruiting is the right approach for it.

A complete recruiting funnel built for your specific role:

• Ads designed natively for Meta, LinkedIn, and TikTok
• A branded landing page built for your role (not a generic SH Growth template)
• All copywriting, job description, ad copy, landing page text
• 30 days of daily campaign management and optimisation
• Weekly performance reports (clicks, applications, cost-per-lead)
• Candidate pipeline stored in a CRM in your name

You do one 30-minute intake call, review the creative before launch, and then manage your interview process. We handle everything else.

Nothing. One 30-minute intake call is all we need. We write every word, the job description, ad copy, and landing page text, and design all the ads. You review and approve before anything goes live.

If you want to provide your own images or video content, we'll incorporate them. But it's not required.

We target by job title, industry, location, seniority, and behavioural signals on each platform. Each platform's algorithm then optimises delivery toward people most likely to engage, which means the ad reaches further without increasing spend.

We also A/B test multiple ad variations in the first week. The best-performing version gets more budget. The weaker ones are paused.

A mobile-first page branded to your company, your logo, your role, your culture. Not a generic SH Growth template. One clear action: apply.

It's built specifically for the role in your campaign, with your job description and a short application form. No navigation menu, no distractions, just the information a candidate needs to decide whether to apply, and a button to do it.

CV uploads are the single biggest drop-off point in online applications. The friction of locating, formatting, and attaching a document kills the completion rate, especially on mobile.

We replace them with a focused form: name, phone number, and 2–3 qualifying questions specific to your role. Applications take under 60 seconds, which means significantly more completions than a standard job board form.

Your must-haves, licence class, location, years of experience, or any other hard requirement, are built into the application form as qualifying questions. Candidates who don't meet them are flagged automatically.

By the time a candidate appears in your CRM, they've already confirmed they meet the basics. You spend your time on real conversations, not initial filtering.

You do. Every applicant, every CV, every contact detail is stored in a CRM in your company's name. When the campaign ends, the data stays with you permanently.

We don't hold it, we don't use it for other clients, and you don't need us to access it. It belongs to your company the moment someone submits their application.

It's a candidate management system where every application is stored and organised. You can see each candidate's details, qualifying responses, and application date. Applications arrive automatically, no manual import needed.

It's set up in your name from day one, so access doesn't depend on us.

Nothing changes. The CRM stays active and accessible under your login. Six months later, if you need to hire again, your previous applicant data is still there, searchable, usable, yours.

This is how hiring brand compounds over time: each campaign adds to a pool of people who've already engaged with your company.

We run a complete campaign for your role, ads, landing page, copywriting, 30 days of daily management, weekly reports, and a candidate pipeline, at no cost to you.

We're running a limited AU pilot to validate our approach in the Australian market and build local case studies. In exchange for our time, we ask that you're available for a 15-minute debrief at the end and allow us to reference your results.

No payment, no contract, no obligation to continue. We ask that you give us honest feedback at the end and are available for a short debrief. That's it.

We want to build Australian case studies. You get a complete campaign at no cost. If it works well, we hope you'll want to continue. If not, you keep the candidates and the data, and we part ways on good terms.

We're offering 3 pilot spots in total. Spots are filled on a first-come, first-served basis after a brief qualifying call.

To secure your spot, book a 20-minute call using the button on this page. We'll confirm availability and qualifying criteria in that call.

Book a 20-minute call and we'll tell you honestly. We're best suited to permanent or long-term contract roles in construction, civil, engineering, or trades, where finding the right person matters more than filling the seat in 24 hours.

We're not a good fit for highly specialised executive roles, short-term casual positions, or industries outside construction and engineering.

The campaign wraps up, we send a final report, and you have a candidate pipeline ready to interview. What you do next is entirely up to you.

If you want to run another campaign, we'll discuss options. There's no automatic continuation and no pressure either way.

For the pilot, a simple one-page service agreement confirming what we're running and what you own, that's all. No lock-in, no long-term contract.

Yes. Each role runs as its own campaign with its own landing page, ad creative, and targeting. Roles can run simultaneously without interfering with each other.

If you're hiring for multiple positions, get in touch and we'll scope what makes sense to run in parallel.

If the candidates coming through don't meet your expectations, tell us immediately. We'll review the targeting and creative, make changes, and continue running the campaign. The goal is candidates you actually want to interview.

If the campaign isn't working after honest effort from both sides, you stop it. No penalty, no difficult conversation about invoices.