Need a lot of people?
Ten technicians, twenty production workers or a whole new team. Volume doesn't take ten separate vacancy texts, but a recruitment machine that runs per region and audience. We build and operate it, under your name.
What is volume recruitment?
Volume recruitment is hiring large numbers of employees at the same time, often for operational roles and multiple locations. It takes a scalable approach: an employer story that holds up everywhere, campaigns per region, an application process without barriers and follow-up that keeps pace with the inflow.
How we recruit operational staffOrganized centrally, loaded locally
This is how volume stays manageable: the machine sits centrally, the details differ per location.
Central
- Employer story and campaign structure
- Funnel, measurability and reporting
- Channel strategy and media budget
- Standard for screening and follow-up
Per location
- Local targeting and regional campaigns
- Content featuring the real shop floor and colleagues
- Alignment with hiring managers on site
- Scheduling of interviews and start dates
Scalable recruitment in four layers
The machineSet it up right once, and it runs for every location and every intake after that.
One proposition
One employer story that rings true, translated per audience and region instead of reinvented every time.
Campaigns per region
Targeted campaigns on the channels where your audience is, locally targeted and centrally monitored.
A funnel without barriers
Applying from a phone in a few minutes, without a CV requirement where possible. Every barrier costs inflow.
Follow-up at pace
With volume, speed counts double: every candidate gets a quick call, is screened and handed over warm.
Volume is not an assembly line
Hiring a lot of people doesn't mean quality matters less. With large numbers, every weak spot gets expensive: a funnel that loses an extra ten percent of candidates costs you a complete intake across fifty hires. That's why we build the approach as described in how we work: measurable at every step, so we see where inflow gets stuck and adjust immediately.
And volume rarely comes alone. Alongside the big numbers there are often diverse vacancies or the occasional specialist role. Within an RPO partnership it all runs under the same team and the same report, alongside or together with your own recruiters.
Curious what your numbers would take? The recruitment diagnosis gives you a concrete picture of audience, channels and pace before you decide anything.
If you are planning a large hiring round in the Netherlands for 2027, factor in the new rules as well: higher wage costs for young staff and a licence for staffing agencies. What exactly changes is set out in Dutch Budget Day 2026: what changes in 2027 for employers who are hiring?
Made for the shop floor
Production and logistics
Doers don't read job sites. They scroll during their break, watch a video and decide in a minute. So that's where we recruit them, with content that shows their work and an application that's done in two minutes.
See the approach for operational rolesRecruiting at scale
Frequently asked questions about volume recruitment
There's no hard threshold. Think of several people at once for the same role, recurring inflow throughout the year, or building a new team or new location. As soon as posting individual vacancies can't keep up, a scalable approach pays off.
By building selection into the funnel instead of after it. Targeted campaigns and honest content attract the right people, qualification questions filter early, and every candidate is personally screened before reaching your hiring manager. Volume without screening mainly creates noise, not hires.
Yes, that's exactly where the approach does its work. The proposition, funnel and measurement are managed centrally, while the campaigns run per region with local targeting and their own content. That way you recruit recognizably as the same company in every region, without rebuilding everything per location.
We spot that early, because every step is measured: reach, clicks, applications and show-up rates. If a region or channel dips, we adjust with different content, targeting or channels. You don't have to wait for the monthly report to know something needs to change.
Absolutely. Often the internal team handles selection and contact with hiring managers, while we run the campaigns, funnel and initial follow-up. You can read what that division of roles looks like on the page about working alongside your internal recruitment team.
Ready to scale?
Tell us how many people you need and where. You'll get a concrete picture of audience, channels and pace before you decide anything.