Multiple vacancies at once
You won't find a technician, an engineer and a team lead in the same place, and you won't convince them with the same story. We run a distinct approach per role, with one team steering everything at once.
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How do you organize recruitment for different vacancies at the same time?
Not with one standard approach for everything. Every role has its own audience, channel and pace: you find a technician differently than an engineer or a director. That's why SocialFind runs a dedicated playbook per role, under one central partnership with one team, one point of contact and one report.
How we determine what worksYou don't need to know which recruitment solution you need
That's exactly the point of this page. If you have five different vacancies, you often end up with five different quotes: an agency for the specialist, a job board for the production role, a campaign for the employer brand. Five parties, five invoices and nobody watching the whole picture.
We flip that around. You tell us who you need, we determine the approach per role: which channel, which story, which pace. The technician gets a short mobile funnel with fast follow-up, the engineer is approached personally through active sourcing and the team lead through a discreet search. Everything runs under your name, in a fixed way of working with one team steering the whole.
This also prevents your vacancies from competing with each other for attention and budget. Central planning determines what takes priority, and the report shows what each role delivers. Want to know more about the partnership model behind it? Read how RPO works.
With several vacancies open, do not count on your own people's network as the main route: after one or two referrals it has often been used up. Why that is is covered in Does an employee referral programme actually work?
Same question, different approach
ExamplesThe recruitment mix differs per situation. A few recognizable examples.
| Situation | Likely approach | |
|---|---|---|
| Twenty production workers, local | Volume inflow in the region | Meta, TikTok, local video, a short funnel and fast telephone follow-up |
| Five engineers | Scarce specialist profile | LinkedIn, Thought Leader Recruitment, sourcing and a technical proposition |
| A commercial director | Senior role, discretion required | Market mapping, personal outreach and in-depth qualification |
| Diverse vacancies at the same time | Multiple audiences side by side | Different playbooks under one central RPO approach |
| Strong brand, too little reach | The awareness is there, the inflow isn't | Distribution, targeting, retargeting and sourcing |
| Many applicants, low quality | The inflow is there, the match isn't | Sharpening the proposition, targeting, qualification questions and screening |
These are examples, not fixed rules. The mix always follows from the analysis of role, audience and labor market.
One partner for everything
Tell us who you need. We determine how to find, convince and hire them.
Frequently asked questions about multiple vacancies at once
Yes, that's exactly what SocialFind is built for: from board level to the shop floor. Not by approaching everything the same way, but by determining per role which combination of channels, content and outreach is needed. Execution sits with a team that sees all vacancies side by side.
In almost everything: channel, message, funnel and pace. You reach operational target groups with short video and an application without hurdles, specialists with substance and a personal approach, senior roles with market mapping and discretion. What stays the same is the method behind it: analyze, build, measure and adjust.
Yes. Those two challenges each get their own playbook: high-volume inflow with campaigns and fast follow-up for the operational roles, and a discreet personal search for the executive role. Because both fall under the same collaboration, you don't have to coordinate anything yourself.
With central reporting that shows what's happening per role: reach, applications, interviews and hires. So you see not just the total, but also which vacancy needs attention. Adjustments are made based on those numbers, not on gut feeling.
You pay a fixed monthly rate for the collaboration, no fee per vacancy or per placement. With multiple vacancies at once, that's exactly what sets it apart from traditional agencies. Our pricing page shows how the packages are structured.