> ## Documentation Index
> Fetch the complete documentation index at: https://docs.recruitier.com/llms.txt
> Use this file to discover all available pages before exploring further.

# Job Marketing

> Market specific job opportunities to attract and engage qualified candidates using Recruitier's search and outreach tools.

## Overview

Job marketing is the process of promoting specific job openings to attract qualified
candidates. Instead of waiting for candidates to come to you, Recruitier helps you
proactively identify and reach out to potential candidates for roles you are trying to fill.
This workflow starts with a job (from your client) and works outward to find the right people.

## Why Job Marketing Matters

When a client gives you an exclusive or priority job to fill, speed matters. The faster you
can present qualified candidates, the more likely you are to make the placement and build a
lasting client relationship. Recruitier's job search and matching tools help you quickly
identify candidates in your network who match the role, understand the competitive landscape,
and discover new talent through intelligent search.

Job marketing also gives you valuable market intelligence: how many similar roles are posted,
what salaries are being offered, and which competitors are hiring for the same position. This
data helps you advise your client and set realistic expectations.

## The Complete Workflow

<Steps>
  <Step title="Understand the Role Requirements">
    Start by thoroughly understanding the job you need to fill:

    * **Job title and level**: What is the seniority (entry, mid, senior, lead)?
    * **Required skills**: What technologies, certifications, or competencies are mandatory
      versus nice-to-have?
    * **Location requirements**: On-site, hybrid, or remote? Which city or region?
    * **Salary range**: What is the budget for this role? How does it compare to market rates?
    * **Company context**: What makes this opportunity attractive to candidates? (Culture,
      growth, technology stack, benefits)

    If the job is already in Recruitier (from your client's career page or a job board), open
    the job detail page to review the full description. If not, create a new search that
    captures the key requirements.
  </Step>

  <Step title="Search Your Existing Candidate Pool">
    Before searching externally, check your existing candidates:

    1. Navigate to **Candidates** and use the search and filter tools
    2. Look for candidates with matching skills, experience level, and location preferences
    3. Review their match history -- have they been matched to similar roles before?
    4. Check their availability and current job search status

    <Tip>
      Your existing candidate pool is your most valuable asset. These are people you already have
      a relationship with, making placement much faster. A warm introduction from a trusted
      recruiter beats a cold outreach message every time.
    </Tip>
  </Step>

  <Step title="Create a Targeted Job Search">
    If your existing pool does not have suitable candidates, create a new search to understand
    the market:

    1. Navigate to **Job Search** and click **New Search**
    2. Enter the job title to trigger AI skill extraction
    3. Set filters matching the role requirements (location, experience level, job type,
       flexibility)
    4. Execute the search (all searches are free)

    Review the results to understand the competitive landscape:

    * How many similar jobs are currently posted? (Supply indicator)
    * What companies are hiring for the same role? (Competitor awareness)
    * What salary ranges are being offered? (Market benchmarking)
    * How recently were similar roles posted? (Demand indicator)

    This market intelligence helps you advise your client and set realistic expectations about
    candidate availability, salary expectations, and time-to-fill.
  </Step>

  <Step title="Organize and Tag Opportunities">
    For the specific job you are marketing:

    * Add it to your saved jobs if not already there
    * Create a dedicated tag (e.g., "Client ABC - Senior Dev") for easy filtering
    * Tag all related opportunities and candidate matches with the same tag
    * Link the work to a project for organized tracking
    * Set a tag expiration date if there is a deadline for filling the role
  </Step>

  <Step title="Create Job-Specific Outreach">
    From the job detail page, create a job-specific outreach flow targeting potential candidates:

    1. **Craft your candidate pitch** -- Highlight what makes this role exceptional. Focus on
       what candidates care about: the role itself, the team, growth opportunities, salary,
       flexibility, and company culture.
    2. **Include key selling points** -- Salary range, remote/hybrid flexibility, company
       reputation, technology stack, career growth path
    3. **Set up a multi-step sequence**:
       * Step 1 (Day 0): Email with the role overview and why you thought of them specifically
       * Step 2 (Day 3-5): Follow-up with additional details if they express interest
       * Step 3 (Day 7): LinkedIn message as an alternative channel
    4. **Personalize for each candidate** -- Reference their specific experience, skills, or
       previous conversations. AI message generation costs 1 credit per message.

    <Note>
      When marketing a job to candidates, focus on selling the opportunity, not your recruitment
      services. Candidates want to know: "Is this role right for me?" not "Why should I use your
      agency?"
    </Note>
  </Step>

  <Step title="Track Candidate Responses">
    As candidates respond:

    * Update their pipeline status (Interested, Interviewing, Offered, Placed)
    * Log notes about their interest level, availability, and salary expectations
    * Track which outreach messages and channels get the best response rates
    * Present qualified candidates to your client promptly -- speed wins in competitive markets
    * Use the activity timeline to maintain a complete history of each interaction
  </Step>
</Steps>

## Best Practices

1. **Search your existing pool first** -- The fastest placements come from candidates you
   already know and have a relationship with
2. **Understand the market** -- Use Recruitier's search data to gauge competition, salary
   benchmarks, and candidate availability before promising timelines to your client
3. **Sell the opportunity** -- Your outreach should make candidates excited about the role,
   not just inform them it exists
4. **Respond quickly** -- In a competitive market, the first recruiter to present a
   candidate often wins the placement
5. **Track everything** -- Use tags and projects to keep your job marketing efforts organized
   across multiple roles and clients
6. **Report back to clients** -- Use search data to set realistic expectations about
   candidate availability, salary ranges, and market competition
7. **Use free internal search** -- Check the existing database before running
   credit-consuming smart searches
8. **Leverage multiple channels** -- Email + LinkedIn together significantly outperform
   single-channel outreach

## Related

* [Creating a Search](/jobs/search/creating-a-search)
* [Job-Specific Outreach](/outreach/job-outreach)
* [Tagging Jobs](/jobs/tagging-jobs)
* [Creating Projects](/organization/projects/creating-projects)
* [Candidate Pipeline](/candidates/matching/candidate-pipeline)