In our live webinar, Recruitment Marketing That Works, 80% of attendees told us their careers page either “stinks” or is just “okay.” That tracks with what we see across MSPs and Office Technology companies every week. Recruiting today isn’t about job boards and luck; it’s about marketing.
As Heidi Beye, Client Success Manager at IN2, shared during the webinar, your online presence is the first interview. Candidates are shopping your brand the same way customers do: through your website, social channels, and employee stories. And just like lead generation, building a talent pipeline starts with the right funnel.
Why Recruiting Feels Harder Than Ever
Across hundreds of MSPs and technology dealers, we’re seeing the same issues repeat:
- 27–39% turnover (lower in rural areas, higher in metro markets)
- 50% of B2B sellers are missing revenue targets
- 1–2 years for new hires to reach full productivity
- 44 days on average to fill a role
If recruiting feels reactive, it’s because it is. Many companies wait until someone quits to start searching, then wonder why they can’t find talent fast enough. The answer isn’t more job posts; it’s a proactive recruiting funnel that runs all year long.
Think Like a Candidate, Not an Employer
Before you ever talk to them, candidates are already evaluating you:
- Your careers page (on their phone)
- Your social media feeds (are you active or silent?)
- Glassdoor and Indeed reviews (and how you respond)
- LinkedIn (what your team actually says)
Your digital footprint is your first interview.
If your careers page feels dated or disconnected, great candidates won’t even make it past the first scroll.
Today’s applicants, especially Gen Z and younger millennials, are looking for:
- Clear career development and mentorship
- Modern tools like automation, CRM, and AI
- Authentic culture and community involvement
- A quick, mobile-friendly application process
The Ultimate Careers Page Blueprint
We call this the measuring stick for a careers page that converts. Every section should help candidates say “yes” faster.
1. Show your people (not stock photos)
Feature real team members, not staged shots. Candidates want to see who they’ll actually work with.
2. Why join us (straightforward and simple)
Include specifics like:
- Coaching and mentorship
- Paid certifications and training time
- Modern tech stack (PSA, CRM, AI tools)
- Flexible work options
- Clear growth paths in Sales, Service, Admin, and Leadership
3. Short leader video (60–90 seconds)
One take, no script. Explain what you do, who you help, and how people grow inside your company.
4. Facility walkthrough
A quick phone video showing the office, service bay, and team at work. It’s real, and that’s what matters.
5. Employee stories by role
- Sales: a day in the life, wins, mentorship
- Service/IT: a ticket-to-resolution story
- Admin: how they keep the business running
- Leadership: how they coach and invest in others
6. Role-specific landing sections
Speak directly to each audience. Sales, Service, Admin, and Leadership pages each deserve their own voice.
7. Benefits and recognition
Outline PTO, hybrid work, and unique perks like President’s Club trips or certification bonuses.
8. Culture and community
Highlight local involvement and company events. Show, don’t tell.
9. Simple application process
Keep it under 60 seconds: name, email, LinkedIn URL, resume upload — done.
Quick test: Pull up your careers page on your phone. If it takes more than three seconds to load or you have to pinch and zoom to apply, you’re losing talent.
Build a Recruiting Funnel Like a Sales Funnel
You already know this formula: Attract → Engage → Convert → Nurture.
Now apply it to recruiting.
1. Attract
Keep your content always on. Post real people and real wins twice a week. Partner with local colleges, attend career fairs, and build relationships before you need to hire.
2. Engage
Your careers page is your landing page. Write job posts that feel real: show what a successful day looks like, who they’ll work with and learn from, and the tools they’ll use to get the job done.
3. Convert
Make applying easy. Respond within 48 hours. Set expectations clearly. Follow up quickly; your speed shows your culture.
4. Nurture
Don’t lose good candidates who weren’t selected. Add them to a Talent Community email list and update them quarterly with team wins, new roles, and milestones. When the next opportunity opens, they’ll already be warm.
Real-World Examples
- When one dealer rebuilt their careers page using this model, time to first response dropped from five days to 48 hours, and their offer-accept rate rose by 20%.
- Another MSP launched a quarterly “Talent Community” newsletter: two hires came directly from that list within 60 days. Small changes make a measurable difference.
Role-Based Recruiting (What “Good” Looks Like)
Sales
- Goal: 12 first meetings by Day 60
- Tools: CRM, LinkedIn Sales Navigator, call recording
- Realism: Territory mapping, OTE transparency
Service / IT
- Tools: PSA, RMM, scripting library
- Growth: Help Desk → Field Tech → Solutions Engineer
- Culture: On-call rotation, comp time, peer mentoring
Admin / CS
- SLA: 48-hour order-to-invoice
- Development: Cross-training and advancement opportunities
- Recognition: Programs tied to customer outcomes
Leadership
- Visibility: Video from the hiring manager
- Scope: Team size, transformation goals, and impact
- Voice: How the company invests in coaching and growth
The 30-Day Quick Start Plan
- Week 1: Write your “Why Join Us” copy. Record a 60-second leader video.
- Week 2: Build or refresh your careers page using the Blueprint.
- Week 3: Publish two role-specific job posts and two social updates (team + community).
- Week 4: Set a 48-hour candidate response SLA. Create a Talent Community email list.
Done > perfect. You can evolve from there.
Start Attracting the Right People
Your careers page isn’t just a form; it’s a funnel.
The companies that consistently show their people, tools, and culture win the recruiting race. The rest rely on luck and job boards.
Curious how your careers page stacks up? Send us the link to your current page and two recent job posts, and we’ll show you how to make it convert.
About IN2communications
IN2communications is a Managed Marketing Agency specializing in full-funnel marketing strategies, including website development, content creation, lead generation, and ROI analytics.
