Key Insights from SourceFlow’s Brunch & Learn Recruitment Marketing Event - 2nd April 2025
We hosted another Brunch & Learn event this time in the heart of London at Back To Mine, once again bringing together recruitment agency leaders, marketers and operators for a morning of smart insights, dynamic conversation, and a solid spread of coffee and croissants.
Our four impactful speakers dug into some of the biggest questions facing recruitment teams in 2025. Here are the highlights:
Crack Your Job Board Addiction
Speaker: Frank Nijmeijer, Chief Growth Officer at Wonderkind
Frank kicked things off by diving straight into one of recruitment’s most persistent habits: over-reliance on job boards.He made a compelling case for change and challenged attendees to break the cycle by experimenting with smarter, more sustainable alternatives.
Key Takeaways:
The Cost of Job Boards is Rising, but Returns are Dropping: Wonderkind’s data shows that while job board CPC and CPA values have worsened over the past year, social advertising continues to deliver stronger results at a lower cost.
Most Candidates Aren’t Actively Looking so You Need to Go Where They Are: If your ads aren’t where your audience scrolls daily (like TikTok, Instagram, or LinkedIn), you’re invisible.
Diversification Isn’t Just Smarter, It’s Urgent: 90% of recruitment ad budgets still go to job boards, yet 73% of candidates use social media in their job search.
Frank’s Practical Tips:
Run through your own application process on mobile. On multiple browsers. If it’s slow, clunky or confusing, candidates will drop off.
Start small, reallocate just 10–20% of your current ad spend to test a new channel or streamline a clunky process.
Job boards keep it locked down. Diversifying your approach means better tracking and smarter targeting.
95% of Wonderkind applicants come via mobile. Your process needs to reflect that.
Track conversions that tie to hiring outcomes, like interview progression or placements.
“Diversifying will help you decrease the over-reliance that you've got on job boards right now. It will also help you to stand out as an agency. It will help you land new clients and capture the interest of both active and passive job seekers. So, small shifts, smart moves, big impact.”
How to Build Your Marketing Universe (in 15 Minutes)
Speaker: Kris Holland, Founder at Kitto
Kris came in with a strategy-packed, space-themed session on building a recruitment marketing engine that’s structured and consistent. Framing his approach as a “Marketing Universe,” Kris walked through a model that helps marketers build clear strategies and communicate them to non-marketers in a way that makes sense.
Key Takeaways:
Start With the End in Mind: Before diving into platforms, campaigns or content, get clear on who you’re targeting and what they care about.
Build a System, Not Just Campaigns: Marketing works best when it’s treated as a universe, where everything: brand, content, assets, audience, works together, not in isolation.
Tailor Everything to Your Audience: Know who your prospects are, what they care about, and what challenges they face. If your marketing isn’t built around them, it’s just noise.
Kris’s Practical Tips:
Map out your core audiences (candidates, clients, colleagues, future colleagues) and design touchpoints that speak directly to them.
Define a clear value proposition that stands out. “We find top talent” isn’t enough.
Audit your tone of voice, brand consistency, and visual assets. If your LinkedIn sounds nothing like your website, that’s a problem.
Stop trying to be everything to everyone. Be specific about who you help, how and why it matters.
“Start with the end in mind. Know who your prospects are, what they care about, and what challenges they’re facing. Make sure your whole marketing strategy is structured around solving their challenges and helping them to meet their goals."
Optimising Consultant Effectiveness Through Data & AI
Speaker: Ben Cawood, VP Sales - EMEA at SourceWhale
Ben brought the energy (and the data) to his Brunch & Learn session, breaking down how recruitment leaders can boost performance by measuring the right things and using AI in ways that genuinely support their teams.
Key Takeaways:
Know What to Measure (and Why It Matters): Focus less on vanity metrics like open rates and more on quality signals that drive revenue, like meetings booked, consistent workflows, and the candidate or client response.
The Three Levers of Performance: Consultants should focus on the controllables: Quantity, Quality and Consistency.Quality > Quantity, But You Still Need Both: Using AI to read and classify outreach responses (positive, negative, or neutral) gives teams real insight into what’s working and what’s not.
Build Processes People Will Use: Standardised outreach journeys make it easier to train new starters, reduce brand risk, and ensure consultants aren’t burning through valuable leads.
Create Data-Led Conversations: Show consultants why performance dips by looking at their activity, consistency, and outcomes over time. This makes conversations more constructive and helps motivate long-term improvements.
Ben’s Practical Tips:
Map your team’s outreach journey.
Track “meetings booked” as your leading indicator. It’s one of the strongest signs of BD effectiveness.
Use AI to surface what’s actually being said and don’t just rely on reply rates or gut feel.
Make it easier for your team to follow best-practice outreach, and for candidates to respond or engage.
“Being able to measure the quality of what people are doing enables you to see how well they're targeting. If you can get to that level of control...and have a consistent journey that everybody is following...then you can measure it, you can figure out what's working and what's not working, and you can level up the business."
The Future of Recruitment Marketing & SourceFlow’s Vision 2025
Speaker: Matt Comber, CEO at SourceFlow
Matt closed out Brunch & Learn with a sharp and honest look at how job board dominance is fading and why brand-led, owned strategies are the future.
Key Takeaways:
The Job Board Tipping Point: Traffic is declining, candidates are disengaging and some platforms are shifting focus away from core hiring functions. Google’s Changing Priorities: Search engines are increasingly prioritising employer-led content. This makes SEO tougher for agencies, especially when competing against in-house hiring content.
The Power of Brand Ownership: Recruitment businesses that build strong digital brands and become synonymous with their market niche will win.
Matt’s Practical Tips:
Prioritise SEO for your agency brand because search visibility for niche services delivers more qualified leads than generic job searches.
Invest in your owned media: your website, your job ads and your content. Owning your channels means owning your audience.
Break away from middleware like multi-posting tools and build direct relationships with advertising platforms for better targeting and performance.
“Job boards sell candidates and applicants to you, across the board, to everyone else. As an agency, owning your channels and your own candidates via your own job boards is huge.”