Meta ads for staffing agencies, for both candidates and clients.

Staffing agencies need two pipelines: candidates to fill roles and employers to place them with. We run both on Meta, with recruiting ads set up correctly under Meta’s Employment category and separate campaigns that win new client accounts.

Meta ads for staffing agencies

The goal: Qualified candidates and new client accounts
What we optimize for: Cost per qualified applicant and per new client
Meta ad category: Employment, for job and recruiting ads

What makes staffing agencies different on Meta

Employment category rules

Job ads must run under Meta's Employment category, which limits targeting by age, gender, and ZIP code.

Two audiences, two funnels

Candidate and client campaigns need different creative, offers, and measurement.

Applicant quality

Easy-apply forms bring volume, but recruiters need qualified candidates.

How we run Meta ads for staffing agencies

Employment-compliant recruitingJob campaigns under the Employment category, with broad audiences and strong role-specific creative.
Screening questionsShort screening on certifications, availability, and location before recruiters call.
Client acquisition campaignsSeparate B2B campaigns aimed at employers who need staffing help.
Conversions API and offline eventsServer-side tracking plus lead outcomes sent back to Meta, so the algorithm learns what a real qualified applicant looks like for staffing agencies.
Creative built for the feedVideo, UGC-style, and static concepts tested on a steady cadence, with clear rules for what gets cut and what gets scaled.
Reporting on cost per qualified applicantWe judge campaigns on what a qualified applicant actually costs you, not on clicks, impressions, or raw form fills.

Offers and angles that work

The offer does more of the work than the targeting. These are the angles we test first for staffing agencies.

Role-specific job ads with pay ranges
Apply in two minutes from your phone
Seasonal staffing for employers
Free hiring needs consultation for employers

Questions we put in front of every lead

What role are you looking for, or hiring for?
What certifications or experience do you have?
When can you start, or when do you need staff?
What area are you in?

Rules we build around

Job ads run under Meta's Employment special ad category
Pay transparency rules followed where they apply
No discriminatory language in job ads

Questions we get asked

Can we target job ads by age or location?

Not narrowly. Employment category ads can't target by age, gender, or ZIP code, and location targeting uses a minimum radius. Strong, role-specific creative does the work instead.

Is there a minimum?

We work with staffing agencies doing $25,000+ a month in revenue and ready to invest in paid acquisition. If you are earlier than that, a Meta ads audit is the better first step.

How long until Meta ads work for staffing agencies?

The first 30 days focus on tracking, offers, and creative testing. Most accounts show clear direction by day 60 to 90, once Meta has enough qualified applicant data to optimize against.

Get more qualified candidates and new client accounts from Meta.

Tell us about your agency and your numbers. If we are a fit, you will book a strategy call with Mitch. If not, we will point you to a better next step.

Founder-led strategy from a Harvard-trained economist
$100K+ a day in ad spend under management
Flat monthly fee, written scope, no hourly billing

Meta ads for staffing agencies, for both candidates and clients.