Personnel marketing agency

What you achieve with Kontrast

More qualified applications, less wastage - and a bindingly agreed time-to-shortlist for your target profiles. We combine employer branding, performance campaigns, social recruiting and active sourcing with ISO-certified processes and documented compliance (AGG/DSGVO, selection of the best candidates). The result: predictable response, verifiable transfer to the selection process - and faster signing.

Our trust approach (proof instead of promises)

Kontrast stands for permanently employed headhunter teams, transparent KPIs and clean documentation. Every campaign starts with a target image and metrics (e.g. cost-per-apply, conversion, qualified applications), is optimized on a weekly basis and made transparent in a reporting system. For the public sector, we work in compliance with the German General Equal Treatment Act (AGG), including GDPR-compliant data paths. ISO 9001 quality forms the framework.

Your benefit: time-to-shortlist by target group

Together, we define realistic time-to-shortlist targets and back them up with measures & channels. Typical target corridors (depending on region, depth of requirements, remuneration):

Engineering (project/management): approx. 10-20 working days
Public service & municipal companies: approx. 14-21 working days
Healthcare (doctors & healthcare professionals): approx. 7-14 working days
These values are examples - your profile is decisive. We commit to measurable goals and document every step.

Our personnel marketing industry focus

Medium-sized companies (D-A-CH)

Be visible against strong brands: Benefit arguments, short decision paths, impact on the job. We use technical niche channels, regional job exchanges and business platforms - with social recruiting and direct approach for bottleneck profiles. The aim: qualified applications and a binding time-to-shortlist.

Personnel marketing for engineering

Reach profiles with substance: project stories, reference to methods and standards, clear career paths. Campaign mix of specialist portals, LinkedIn and active outreach. We guide interested parties through a focused application process - and deliver shortlisted candidates in a verifiable handover package.

Personnel marketing & candidate recruitment Public service & municipal companies

AGG-compliant texts, communication suitable for best selection, barrier-free UX and clean documentation. We increase the response and quality of applications without losing sight of the legal and procurement side - including a complete campaign file for the selection process.

Healthcare Personnel marketing medicine & nursing

From doctors to healthcare professionals: Explaining service models, team culture and further training in an understandable way, lowering hurdles, increasing speed. Social recruiting plus active sourcing ensures short paths - with a data protection-safe lead route and a clear time-to-shortlist.

The three service packages of our HR marketing

1 Employer branding & EVP

We sharpen your employer positioning (EVP), develop CI-compatible templates (visuals, copy, CTAs) and target group messages for specialists and managers. Texts are AGG-checked, formulated in a way that is suitable for the ÖD and optimized for resonance - as the basis for scalable campaigns and a reliable time-to-shortlist.

2 Multi-channel campaigns & social recruiting

We plan the channel and budget mix (job boards, Google, Meta, LinkedIn), combine performance marketing with active sourcing and manage according to KPIs: reach, CTR, conversion, cost-per-apply, qualified applications. Weekly optimization, clear status reports and flexible follow-up ensure speed and quality.

3 Career presence, candidate experience & analytics

Career landing pages, applicant-centric forms, mobile UX, tracking/attribution (UTM) and dashboard reporting. We close the gap between marketing resonance and legally compliant selection: verifiable handover packages to your selection process (e.g. DIN-33430-oriented), no temporary work - focus on permanent employment.

Our personnel marketing performance process - short & concrete

Kick-off with target image and KPI definition → EVP/content → channel & budget plan → campaign go-live → weekly tuning & reporting → shortlist-ready candidates in the handover package → support until the start of the interview. Everything ISO-supported, documented for best selection.

KPIs & reporting - success controlling

We agree targets per profile and channel: Impressions, CTR, conversion rate, cost-per-apply, qualified applications, time-to-shortlist. You receive an easy-to-understand dashboard and a campaign file (for auditing, works council or awarding body).