The client competes for highly specialized technology talent within the aerospace and defense sector. Hiring needs fluctuate based on contract wins, but qualified candidates, many of whom are passive, are always in demand. Traditional, short-term recruiting campaigns were insufficient to build awareness, trust, and familiarity with candidates who may not be actively job searching when roles open.

Over multiple years, we worked as a long-term recruitment marketing partner, helping the client shift from reactive hiring tactics to a sustained employer brand presence. The focus centered on consistency, relevance, and credibility in front of high-value technical candidates.

We implemented an always-on, full-funnel recruitment strategy designed to keep the employer brand visible year-round. Campaigns emphasized the client’s role as a leading technology innovator in the defense and aerospace industries while also showcasing culture, employees, and appreciation events.

Tactics included behaviorally targeted display, geofencing around strategic locations, LinkedIn and Meta social advertising, and custom audience targeting by job titles, job functions, industry interests, and intent signals. Messaging was sequenced to ensure the right message reached the right audience at the right time, whether they were actively looking or simply becoming aware.

The strategy delivered consistent, year-over-year growth in qualified applicants:

Application volume increased by more than 100% over four years, while candidate quality improved.
The client discontinued alternative sourcing solutions after the first year of partnership.

By maintaining a constant presence in front of passive and active candidates, the client built brand familiarity long before recruiters made contact. When outreach occurred, candidates already recognized and trusted the organization, making engagement easier, faster, and more effective.