Swapping in-house for outsourced, and the results.

In recruitment marketing and especially social media content, there’s a common rule: be consistent and keep showing up. And sure, consistency is great, but it alone doesn’t drive opportunities.

So when one of the UK’s most admired tech recruitment brands came knocking on Halt.‘s door in early March, looking at alternative options to replace their in-house social media executive that was leaving them, we were intrigued. Their social media presence from the outside looking in, was a beacon, with regular posts, a strong visual identity, and praise from competitors who saw it as a benchmark. On the surface, it was ticking all the boxes.

But you know what they say about books and covers.

Regular? Yes. Effective? Not Quite.

Upon closer inspection of their content during the discovery and audit phase of our onboarding process, the content had all the finesse of a well-engineered strategy… but wasn’t anything for them. Regular? Certainly. Performing? Not really.

They were shouting, not engaging. Talking at, not with. Pictures of team members, lunch clubs, shameless “top biller” brags and corporate fluff rarely convert a client, tempt a candidate, or inspire a potential new consultant.

So, we did what we do best: overhauled their content strategy with a bold, blended approach which was rich in purpose, heavier on value, and laser-focused on what matters to clients, candidates, colleagues, and those elusive future colleagues (the 4 Cs).

A revolution that speaks louder than praise

Let’s break it down, side by side. March (in-house) vs April (with Halt).

The numbers are staggering.

Unique Posts

The number of original social media posts published during the month.

March: 21 vs April: 27

Yes, more posts but a lot more variety. That’s a 28.6% increase in content crafted to engage, captivate, and convert, not just exist.

Company LinkedIn Page Total Views

The total number of times the LinkedIn company page was viewed, including repeat visits.

March: 1,561 vs April: 5,642

A 261.4% increase. More awareness, more attention, more curiosity, more intention.

Company LinkedIn Page Unique Views

The number of individual users who viewed the company page, excluding repeat visits.

March: 1,359 vs April: 4,084

That’s a 200.5% boost in new audiences reached.

Custom Button Clicks

Clicks on the call-to-action buttons on the page (e.g. “Visit Website”).

March: 22 vs April: 157

A 613.6% explosion in meaningful action and intent to find out more.

LinkedIn Job Page Views

The number of views on the company’s job listings on LinkedIn.

March: 796 vs April: 1,877

An increase of 135.8%. Because engaging job promotion actually drive job interest.

Impressions

The number of times company page content appeared on users’ LinkedIn feeds.

March: 15,027 vs April: 24,998

66.4% more impressions. Content that doesn’t just exist; it commands attention and is playing to the LinkedIn algorithm.

Clicks

The total number of clicks on posts, links, images, profiles, etc.

March: 1,578 vs April: 3,602

A 128.2% increase in real interaction. Less passive scrolling, more active curiosity, interest, and intent.

Click-Through Rate (CTR)

The percentage of impressions that resulted in a click. It measures effectiveness.

March: 0.43% vs April: 29.16%

That’s a 6,679% increase. From barely being of interest to being highly compelling.

Engagement Score

A weighted score of all user interactions, likes, comments, shares, clicks, indicating overall engagement.

March: 1.45 vs April: 9.71

A 569.7% leap. Strategy, storytelling, substance and adding value all come together.

Follower Growth

The number of new followers gained on LinkedIn.

March: 1,417 vs April: 2,928

That’s 52.7% more followers in one month, each one a new opportunity.*

* = Disclaimer, individuals applying for jobs on LinkedIn also attribute to follower growth, so shared bragging rights on this one.

Website Traffic from LinkedIn

Users who visited the company’s website via LinkedIn links.

March: 31 vs April: 982

A 3,067.7% increase. Social content converting into real intent and interest.

Candidate Job Applications via Website

Number of completed job applications through their company website.

March: 127 vs April: 589

A 363.8% improvement. Not just browsing, candidates (potentially passive and exclusive) applying for live roles.

Articles Read

How many case studies or content hub articles were read.

March: 6 vs April: 121

A 1,916.7% increase in thought leadership and results engagement. Because smart content attracts smart people.

Gated Document Downloads

How many people filled in a form to download resources (whitepapers, reports, guides, etc).

March: 2 vs April: 45

A 2,150% uplift. Leads and data generated through high-value content.

Inbound Sales Enquiries via Website

Enquiries from potential clients that came through the website contact form.

March: 0 vs April: 31

Call it an infinite increase. Because the right content makes the phone ring and sparks conversations with new potential clients.

Potential Sales Pipeline Attributed to Website

The potential revenue of new jobs registered on the database that source is attributed directly to inbound website leads.

March: £0 vs April: £430,789

From zero to nearly half a million pounds. That’s not just marketing; that’s game-changing performance and growth momentum.

Internal Recruitment Applications

Applications from prospective recruitment consultants to the internal TA team.

March: 0 vs April: 14

No brand interest in March, but in April? A recruiter magnet.

So, Why Outsource?

Here’s the truth: an outsourced recruitment marketing agency like Halt has the bird’s eye view. We’re not just posting; we’re ensuring each post is scroll-stopping, we’re always performance testing, and we’re adapting what works across our diverse portfolio of recruitment business clients, across a wide variety of sectors.

We’ve seen what grows brands, what attracts engagement, and most importantly, what sparks the conversations that convert into sales. With outsourcing, you don’t just get a solo marketer; you get a team of experienced recruitment marketers with the receipts to prove it.

And the cost of something like this?

A fully managed, comprehensive outsourced social media plan with Halt starts from around £2,000 a month = £24,000 per annum.

The package above is in the region of £3.5k a month, and also includes retained, on-demand marketing and creative resource to deliver on collateral and gated-content campaigns.

Now let’s do the maths:

• Entry-level social media exec (with NI, pension, benefits): £35,000+ per annum
• Midweight to senior social media manager (with NI, pension, benefits): £50,000+ per annum

That’s before you factor in hardware, software, SaaS subscriptions, management, training, desk costs, overheads, and other costs associated with employing your own content marketer.

So the question is simple: where is your investment best made?

Ready to swap guesswork for growth?

If you’re a recruitment business owner or leader trying to make in-house marketing work, or just not seeing the return you hoped for, reach out to me to arrange a confidential chat, and explore how we can outperform your current setup for a similar or reduced investment.

At Halt, we don’t just create brand awareness content. We craft strategy-backed, data-driven, scroll-stopping social media content that delivers pipeline and opportunity.