Case Study: How to Build a Bold, Precise Lead Campaign for Mass Recruitment
- Maydan Sharvit
- Dec 29, 2025
- 7 min read
Updated: Jan 13
GT WORK | Outsourced Marketing Management: Maydan Sharvit
how to build a bold, precise lead campaign
When a business needs to recruit dozens of employees every month, it is not looking for “another job ad”.It is dealing with operational overload, bottlenecks, team burnout, and in many cases, a slowdown or even a halt in business activity.
This case study shows how to build a bold, precise lead campaign that addresses these exact challenges.This was the challenge faced by GT WORK – and this was the starting point of the campaign.
Background
GT WORK operates in the recruitment space, but not under the traditional staffing-agency model.The company recruits employees directly for businesses and large organizations, at scale: 30 positions or more per month, in environments where recruitment has become a real operational challenge.
Based on strategic planning sessions with the client, a clear persona-based strategy was developed, differentiating between business owners and large companies, and HR managers.Five dynamic image ads were created (three targeting business owners and two targeting HR managers), along with two video ads.
The core messages included:
“Workforce? That’s easy for us.”A bold message highlighting that GT WORK solves recruitment overload at scale, rather than merely acting as a staffing intermediary.
“Recruiting 30 or more employees every month? Is that you?”A direct message to large businesses that speaks directly to the pain of mass recruitment.
“We recruit at scale, not one by one.”A clear differentiation from traditional staffing agencies and recruitment software platforms.
The Marketing Objective Was Clear
Generate high-quality leads only
Address business owners and HR managers directly
Clearly differentiate GT WORK from recruitment systems, platforms, and “traditional staffing agencies”
Marketing and Creative Management
Marketing management was led by Maydan Sharvit, Outsourced Marketing Manager (CMO as a Service).
Maydan was responsible for:
Building the overall marketing strategy
Sharpening the core message and positioning
Defining the creative language
Recruiting and managing the campaign manager
Working closely with the graphic designer and content creator on creative production
Providing full guidance on creative development and copywriting
This was not “a brief sent out”.It was a full partnership in shaping both the message and the execution.
Strategy
Contrary to common assumptions, the campaign did not include an awareness or engagement phase.
This was a lead-generation-only campaign🔹 Total daily budget: ₪150 per day🔹 Budget split:
₪75 per day: Business owners and companies
₪75 per day: HR and workforce managers
The focus was sharp:Not to “educate the market”, but to speak only to those already living the pain.Reach broad exposure in a short time, and later add an additional layer of precise remarketing.
Performance and Key Metrics
Data from Meta’s advertising system (Facebook and Instagram) and the lead reports present a picture of a highly effective campaign:
Metric | Value |
Results / Conversions | 36 |
Total Spend | ~₪3,237 |
Average Cost per Result | ~₪90 |
Impressions | 31,851 |
Reach | 12,289 |
Leads Submitted | 42 |
Estimated Cost per Lead | ~₪77 (total spend / leads) |
Average Employees Requested per Lead | ~43 per month |
Average Hourly Wage | ~₪45 |
The system generated 36 results at an average cost of approximately ₪90 per result.
A total of 42 leads were submitted through the lead forms during the campaign (Employer Recruitment Form).The estimated cost per lead was approximately ₪77, an excellent result for a competitive niche.
The campaign reached 12,289 unique users and generated over 31,000 impressions, meaning each person saw the ads an average of 2.6 times.
Lead analysis shows that businesses requesting workers came from diverse sectors: retail, manufacturing, restaurants, healthcare, construction, textiles, tourism, rentals, and more.A small number of leads were categorized as “test” or outliers.
On average, leads requested approximately 43 employees per month with an average hourly wage of ₪45, reinforcing the core assumption that the campaign was reaching businesses with large-scale recruitment needs.
Analysis and Key Success Factors
Positioning “Operational Overload” as the Core Story
Using messages such as “Recruiting 30+ employees per month is no longer standard hiring” reframed the problem.Business owners understood that their challenge was not simply “finding employees”, but an operational bottleneck.
The combination of dynamic images (a hand pointing to a small size, funnel icons absorbing people icons) and videos with serious-toned voiceovers created urgency.The narrative moved from pain (constant calls, team burnout), through the bottleneck, to the solution: “We recruit at scale.”This convinced large businesses that the service was essential.
Clear Differentiation from Existing Solutions
Bold language (“Workforce? That’s easy for us”, “Not one by one”) highlighted the difference between GT WORK and traditional staffing agencies or recruitment systems.
The message “No hires? No payment.” conveyed fairness and reassured clients that they pay only for results.
The lead ads also stated “We recruit at scale”, continuing the “not one by one” creative line and making it clear that this is hands-on recruitment, not a software sale.
Segmentation and Tailored Messaging
The campaign was split into distinct messages for business owners and HR managers.
Business owners were addressed through a business-scale lens:“30 employees per month? That’s no longer standard hiring.”
HR managers were addressed through an organizational lens:“Overloaded with recruitment? We’ll close the positions for you.”
This segmentation contributed to high conversion rates, as each ad spoke the language of its audience.
Budget Efficiency
Despite a moderate budget (~₪3,237), the campaign generated 42 high-quality leads at an average cost of around ₪77 per lead.The return on investment is especially strong given that each lead represents a business requiring dozens of employees per month.
Performance Update: December 24–28 and New Creative Testing
After completing the first wave of the campaign, GT WORK continued testing additional creative variations between December 24–28, 2025.The goal of this phase was to evaluate new messaging before scaling.
Data from the updated report reflects smaller-scale activity, with early results demonstrating the challenge of large-scale recruitment when entering a new market.
Initial Results of New Creative (24.12.2025–28.12.2025)
Metric | Value |
Results / Conversions | 2 |
Total Spend | ~₪412 |
Average Cost per Result | ~₪206 |
Impressions | 3,469 |
Reach | 1,953 |
Campaign spend in late December was relatively low, as this phase was designed primarily for creative testing.Initial results show a higher cost per result (~₪206 compared to ~₪90 in the first wave), but this is an early-stage indicator and does not yet reflect the long-term potential of the strategy.
New Creative and Updated Messaging
Following the successful campaign, GT WORK produced three new videos with durations of 15, 30, and 50 seconds.
The videos continue the bottleneck and recruitment overload narrative, but at a faster pace and in reel-friendly formats suited for social platforms:
50-second video: Presents the full story. Large businesses cannot afford delays. Recruiting 30+ employees per month creates operational overload. Phones keep ringing, teams burn out. We recruit at scale, not one by one.
30-second video – a condensed version that highlights the bottleneck as the core problem, and positions GT WORK as the solution for large-scale recruitment.
15-second video – a short, reel-style version that reinforces the core messages: “Need to recruit at scale? We fill the positions.”
Optimized for TikTok, Instagram Reels, and Stories.
In addition, new dynamic image ads were produced for two distinct audiences – business owners and HR managers.
The ads delivered personalized messaging: business owners saw messages such as “Business owner recruiting dozens of employees? We fill the positions”, while HR managers received messaging like “Overloaded with recruitment? We’ll close the roles for you.”
These ads continue the “not one by one” creative line and emphasize that GT WORK provides hands-on recruitment services, not a technological system.
The new creative also introduced fresh slogans such as “Need to recruit at scale?”, “Stop chasing workers. We fill the positions”, and “Recruiting dozens of roles simultaneously is exactly what we do” – messages that reinforce GT WORK’s differentiation and clearly communicate its focus on high-volume recruitment rather than one-off placements.
Creative Direction: A Complete Shift in Approach
Instead of talking about “solutions”, “systems”, or “platforms”, the creative focused on reality itself.
The core message:
When you need to recruit 30 employees per month, it’s no longer hiring. It’s operational overload.
What was created:
Video Ads
15 seconds
30 seconds
50 seconds
New Dynamic Image Ads
Tailored to two audiences:
Business owners
HR managers
Message Examples
“Workforce? That’s easy for us.”
“Not one by one. Recruitment at scale.”
“Stop chasing employees. We fill the positions.”
“Recruiting 30+ positions per month? That’s exactly us.”
The tone was bold, confident, and unapologetic – yet very clear:
GT WORK recruits employees hands-on for large businesses.
Voiceover Flow (30-Second Video)
The main video was built as an operational story:
Large businesses cannot afford delays.Recruiting 30 employees per month is no longer standard hiring.It’s operational overload.The phones don’t stop ringing.The team burns out.And the bottleneck brings operations to a halt.
That’s where we come in.We recruit at scale.Not one by one.Large-scale recruitment.
Need 30 positions or more per month?GT WORK. Connecting workers to businesses.
Execution
The campaign ran exclusively as Lead Ads on Meta, using a short, filtering lead form:
Industry
Monthly recruitment volume
Contact details
The goal was not quantity, but precision.
Key Insights
A Sharp Message Beats a Polished One
An audience recruiting dozens of employees doesn’t need explanations.They need someone who understands them.
Don’t Sell a System When You’re a Service
Emphasizing “we recruit hands-on” eliminated confusion and significantly improved lead quality.
Small Budget, Sharp Strategy
Even ₪150 per day can work when it’s not wasted on irrelevant audiences.
Summary
GT WORK’s focused recruitment campaign, running from November 16 to December 15, 2025, proved that when large-scale hiring is framed as an operational overload and supported by a clear message of recruitment at scale, strong results can be achieved with a moderate budget.
Creative messaging (“That’s easy for us”, “Not one by one”, “No hires? No payment”), persona-based segmentation, and clear bottleneck positioning generated high-quality leads and strong interest from businesses across diverse sectors.
By the end of the campaign, GT WORK established itself as an effective recruitment solution for businesses requiring teams of 30+ employees per month.
Next Phase: Creative Testing (December 24–28, 2025)
In the next phase, new creative versions were tested, including 15-, 30-, and 50-second videos, alongside audience-specific image ads.
Although this phase ran at a smaller scale and generated only 2 conversions at an average cost of approximately ₪206, its purpose was to test the new messaging:
“Recruitment at scale is required”
“Stop chasing workers. We fill the positions.”
The initial results are encouraging and point toward clear directions for further optimization.
This was not just another “good-looking” campaign.It was a precise one.
A campaign that speaks only to those who truly need it,and puts creative and message ahead of algorithm tricks.
When strategy, creative, and execution are truly aligned,even a simple lead-generation campaign can deliver powerful results.
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