Managed Meta recruiting for recurring, specialized roles
Your next great hire isn’t applying.
We learn what makes someone right for the role, build the ads, qualify every response in five questions or fewer, and deliver the best candidates into your recruiting CRM.
Best for teams hiring the same specialized roles month after month.
But I would listen for the right reason.
How it works
From one open role to booked interviews.
One managed system. Four clear steps.
- 01
Define the fit
On one discovery call, we map the role, must-haves, disqualifiers, and the honest reasons a strong candidate would consider moving.
- 02
Build the campaign
We create custom, on-brand Meta ads, write every word of copy, and build the candidate experience from the first scroll to the final response.
- 03
Qualify the response
A conditional fit form uses five job-related questions or fewer to surface better signal without putting people through an application marathon.
- 04
Deliver the conversation
Every candidate enters your recruiting CRM. Optional AI follow-up can call, email, and text so qualified people self-schedule a 20-minute interview.
Fewer questions. Better signal.
We don’t ask more questions. We ask better ones.
Most recruiting forms use obvious yes-or-no screeners that are easy to game. We build a conditional fit check around the real work, using five questions or fewer. Each answer can change what comes next.
“Can you travel between visits?”
“Which service radius could you reliably cover?”
Pre-qualification supports human judgment. It does not make employment decisions.
Who it’s for
Built for a hiring need that keeps coming back.
Bring us the one role your business can’t stop hiring for.
Book a program call- You hire the same specialized or credentialed role repeatedly.
- You need multiple qualified people month after month.
- Open roles cost revenue, coverage, capacity, or growth.
- Your team can respond to interested candidates quickly.
One-off executive searches, roles with no credible employment advantage, or teams unable to follow up with interested candidates.
Questions, answered
The practical details.
The program call starts with one recurring role—not a sales marathon.
What exactly does NotLooking manage?
We define the role and candidate criteria, create the ads and copy, build the conditional fit form, launch and optimize the Meta campaign, refresh creative, and route every opt-in candidate into your recruiting CRM.
How does candidate qualification work?
We build five or fewer conditional, role-specific questions around observable job requirements. Instead of obvious yes-or-no screeners, the questions ask candidates to describe the real-world conditions they can meet. Your team still interviews candidates and makes every employment decision.
Where do the candidates go?
Every opt-in candidate and their responses enter a purpose-built recruiting CRM, where your team can review the record, manage the pipeline, and follow up.
How does AI scheduling work?
It is optional. When enabled, approved AI outreach can contact candidates by call, email, and text through permitted channels and invite qualified people to self-schedule a 20-minute discovery interview on your hiring manager’s calendar. It does not decide who gets hired.
Which roles are the best fit?
Recurring, specialized roles with clear job-related requirements, a defined hiring market, and at least one honest, verifiable reason someone would consider changing jobs.
Do you guarantee hires?
No. Hiring also depends on the market, employment offer, response speed, interview process, and closing. We define responsibilities and success measures before launch, then optimize toward qualified candidate conversations.
They’re not looking. That’s the point.
Bring us the role you can’t stop hiring for.
We’ll look at the role, market, requirements, volume, and current process. If NotLooking fits, we’ll show you the program. If it doesn’t, we’ll tell you plainly.
- One recurring role
- About two minutes
- One honest conversation