JobGo

For employers, JobGo combines digital headhunting, recruitment marketing and talent sourcing in one hybrid approach. For each project the team chooses the mix of methods that suits the hiring challenge and the budget, instead of relying on a single channel.

Hybrid recruitment strategy

JobGo says the right recruitment method depends on the challenge in front of each client, so every project gets its own combination of recruitment marketing, digital headhunting, talent sourcing and executive search. The team says it mixes technology, recruitment marketing and headhunting to ensure quality and success.

Employer branding

The company runs digital recruitment marketing that promotes a client employer brand alongside its open positions. It treats employer branding as a long-running effort rather than a single campaign, and it delivers a clear message about the culture and values of the company to people who might join it.

An applicant tracking system

JobGo runs its own applicant tracking system. The team uses it to reach and engage top candidates, and the same platform lets recruiters, hiring managers and HR staff work together on each candidate. The system is also the foundation for the recruitment marketing, digital headhunting and employer branding work that continues after a vacancy is filled.

Executive search and assessment

For senior and specialist roles the firm runs direct and executive searches. It also offers recruitment assessment services that help clients test candidates before an offer is made. Digital headhunting covers sourcing through online channels, while the executive search work targets senior and specialist positions that are hard to fill.

A hybrid method for each client

The approach rests on the idea that a single method rarely fits every hiring need. By mixing technology, recruitment marketing and headhunting on each project, JobGo aims to reach candidates more widely while fitting the budget a client has for hiring.