A digital marketing agency that treats candidate sourcing and client acquisition as two jobs, not one.
A recruitment firm has two audiences: candidates to place and companies that pay to fill roles. We separate them into distinct campaigns because the message, the offer, and the landing page differ. Candidate native ads lead with the role and the work; client-side native ads lead with time-to-hire and the quality of your shortlist.
Native units earn clicks when the headline and image match the surrounding feed. We write candidate-facing pieces around the actual job, the team, and the day-to-day, and client-facing pieces around real hiring problems in your sector. The promise on the ad has to match the page it opens, or the click is wasted.
We run placements through content recommendation networks such as Taboola and Outbrain, plus in-feed units on LinkedIn, Meta, and similar platforms. Employment advertising carries rules on age, gender, and location targeting in several markets, so we build audiences that stay inside platform anti-discrimination policy from the start.
Every campaign points to a form or apply flow that hands leads to your applicant tracking system or CRM. We track cost per qualified application and cost per client enquiry, not just clicks, then shift spend toward the placements and creatives that produce real submissions and signed mandates.
A free, no-obligation readout of where you stand and a 90-day plan to improve. No slide decks, no sales theatre.
Free audit + plan
Senior strategist on every account. Weekly cadence. No offshore handoffs.
“Harshit Handa”
Dcrayons provided website development and design services for our regulatory compliance and taxation company. On-time delivery was commendable. The team was supportive, provided timely deliverables, and communicated with us through virtual meetings throughout the engagement.
Corpify
CEO, Corpify
Clutch verified
“Insha Allah Khan”
The process was smooth and professional. Dcrayons delivered digital marketing for our beauty brand and the work landed measurable outcomes. 35% traffic increase, 45% social growth, and first-page Google rankings, with responsive management throughout.
Glowral
CFO, Glowral
Clutch verified
“Nirwana Jewellers Private Limited”
They ensure all campaigns go live as scheduled without delays. The e-commerce and digital marketing support raised engagement, website traffic, and sales, and the project oversight stayed organised and responsive across the engagement.
Nirwana Jewellers Private Limited
Chief Executive Officer
Clutch verified
“Nikhil Tiwari”
Dcrayons made everything right. We commissioned a website design + development build from scratch. it shipped on schedule with responsive adjustments through the review cycles and met the Google feature compatibility we needed.
Instacertify Labs Private Limited
Co-Founder, Instacertify Labs Private Limited
Clutch verified
“Rishab”
Their attention to detail and compliance-focused approach helps build a stronger and more sustainable business. Initially they ask for documentation many sellers find difficult to provide. that is exactly what sets them apart. They now also offer USA seller account management. Loved the service. Bestseller in 3 category.
GetSetNova
Founder, GetSetNova
Amazon SPN verified
“Keratine Professional”
Dcrayons took our Amazon account from steady but flat to explosive growth: 180 percent more revenue, from Rs 1.82 crore to Rs 5.10 crore.
Keratine Professional
Salon-grade Hair Care on Amazon
Dcrayons is a digital marketing agency founded in 2016, with our head office in Delhi and a US entity, working across SEO, PPC, social, content, e-commerce, and web. For recruitment and staffing clients we run native advertising as a measured channel: clear separation between sourcing and sales, content written to be read rather than ignored, and reporting tied to applications and client enquiries you can see in your own systems. We will tell you honestly when native is the wrong fit for a particular role or budget rather than spend against it.
We split candidate-sourcing and client-acquisition campaigns so each has its own message, offer, and landing page
We write the native content in-house, matched to each platform feed instead of recycled banner copy
Real questions people ask Dcrayons about recruitment native advertising. Honest answers, no jargon.
Native advertising means promoting your job ads, employer-brand stories, and staffing services inside the content feeds and recommendation widgets people already browse, styled to match the surrounding articles. For a recruitment firm it serves two goals: reaching passive candidates who are not actively job hunting, and reaching companies that need roles filled. It works because the unit reads like content instead of a banner people have learned to ignore.
They do different jobs. Job boards reach active seekers who are already searching, while native advertising reaches passive candidates while they read news, articles, and social feeds. Most recruitment firms use both: boards for immediate applicants and native to build a wider pipeline and promote hard-to-fill or specialist roles to people who would never visit a board.
Content recommendation networks such as Taboola and Outbrain place your articles across publisher sites, while in-feed native units run on LinkedIn, Meta, and similar social platforms. LinkedIn tends to suit professional and client-acquisition campaigns, recommendation networks suit volume sourcing and employer-brand storytelling. The right mix depends on the roles you fill and the companies you sell to.
Yes, and it is often the higher-value use. Client-acquisition native ads target hiring managers, HR leads, and founders with content about hiring problems in their sector, time-to-hire, and the quality of shortlist you provide. These campaigns point to a contact or enquiry form and are measured by cost per client enquiry and signed mandate rather than applications.
Employment advertising is restricted in several markets, with platform policies limiting targeting by age, gender, and sometimes location to prevent discrimination. We build candidate audiences inside those policies from the start, focusing on role, skill, and interest signals rather than protected characteristics. This keeps campaigns running without rejection and keeps your firm on the right side of the rules.
We track cost per qualified application for sourcing campaigns and cost per client enquiry for acquisition campaigns, not just clicks or impressions. Leads are passed into your applicant tracking system or CRM so you can see them in your own pipeline. Spend is then moved toward the placements and creatives that produce real submissions and enquiries, and away from those that only generate traffic.
A free, no-obligation readout and a 90-day plan to improve.