Recruiters launch and approve campaigns by WhatsApp.
No new platform. No ad specialist. No extra login. Campaigns start from the Salesforce vacancy record and run in your brand, your client's brand, or both, with budget governance built in.
Recruitment campaigns run 3 to 7 days. A centralised team responds slower than that. The role fills, or doesn't, before the first ad ever runs.
Recruiters, managers and marketing each hold a different piece. Nobody decides. The vacancy sits unpromoted until it's too late.
Three stakeholders. Zero campaigns.
The campaign window is 3 to 7 days. Your marketing team responds in days. By the time they deliver creative, the urgency is gone.
The window closes before the first ad runs.
Social is only switched on once the job board, the database and the career site have already failed. No defined trigger, no owner.
The last resort that arrives too late to help.
The campaign starts in Salesforce and runs through WhatsApp. Nobody needs to learn a new platform.
Picks the vacancy, brand, audience and budget in Salesforce, sends it for approval with one WhatsApp message. No ad platform to learn.
Approves or rejects real budget from a WhatsApp message. No dashboard to check, no login to remember.
Builds the creative, targets the audience, runs the spend, and reports results, then pauses itself at your threshold to check in.
Sarah picks the vacancySarah approves by chat
Mark approves the spend
Our team sets this up in your Salesforce and your own Meta account, you just check and confirm. Support is always on hand, on a video call if you'd like.
Generic automation runs an ad on every job and stops when one lead arrives, regardless of quality. A warehouse-operator lead and a finance-director lead don't cost the same to acquire.
Agency-led ads build visibility. Client-led ads convert higher, candidates prefer applying to companies directly. The smart play is running both and letting the data decide.
Your agency's name, logo and visual identity on every ad. Builds recognition in the market over time. Ideal for volume campaigns and less brand-sensitive roles.
The employer's own brand identity runs the ad. Candidates apply directly, which increases conversion. The same vacancy goes out in both identities, one engine, zero duplication of effort.
This is the section that gets an ops manager or finance stakeholder to say yes. Autonomy for recruiters, with guardrails that are structural, not dependent on someone remembering to check.
Campaign held pending until both recruiter and ops manager approve over WhatsApp. Budget cannot move without the checkpoint.
For marketing-driven or feed-based campaigns where no per-campaign approval is needed. Governance is structural, not per-person.
Owner-set spend limits trigger a pause and a WhatsApp message, not silent overspend. The agent asks before it exceeds the limit.
Your ATS and CRM is Salesforce.
You run campaigns across multiple brands or client identities.
Recruiters are the first responders on hiring, not a central marketing team.
Meta is the channel that matters most for candidate attraction.
Budget control and brand governance are non-negotiable.
Your ATS is not Salesforce.
You want a fully outsourced, pay-per-candidate model with no campaign ownership.
You need cross-channel automation across Meta, TikTok and LinkedIn simultaneously.
A central marketing team owns all paid social decisions.
A sharp not-for-you list builds more trust with the right buyer than it costs in lost leads.
Thirty minutes, on your own Salesforce data. See a real campaign go from vacancy to approved spend.
