Your budget goes to Facebook and Instagram, with no markup, whatever your plan. My subscription is zero while you do your own screening, and €95 per month if you want me to ask your questions for you.
The offer
Subscription price per month. Your ad budget is extra and belongs to you. Two months free with an annual subscription.
A role means a type of job you're hiring for — not a person. Six drivers to hire for the same job count as one role. A local area is where I search. The same role can be searched for across several areas when one isn't enough to fill it. The number of people on your team is never part of the calculation.
No commitment. Cancel at any time.
In every case, I take care of your ad. And your ad budget doesn't change from one plan to another: it belongs to you, goes to Facebook and Instagram, and I don't take a cent. What changes between plans is the subscription.
You screen
I write the ad, run it, and send you every candidate. You do the screening.
You only pay for your ads. You receive every application, make the calls and screen candidates.
I screen
They visit your page, answer, and you only call those who fit. The higher the plan, the more work I do for you.
I ask your questions before you pick up the phone.
Several types of jobs at once, and several areas when one isn't enough.
Everything you open, at the same time, wherever it helps.
Just one thing, and it increases in quantity: the number of questions I ask before you call. The same question, asked the same way, with the same answer. Higher up, you know more — not better.
More than 12 roles, or several entities to manage from one account: separate access, roles by region or brand, consolidated reporting. Volume-based pricing and a framework agreement.
Request a quoteHow it's made up
Two parts. The first is enough to recruit. The second means you don't have to ask the questions yourself.
01 · Your ads
from €5 per day
02 · My subscription
€0, then €95 per month — or €79 with annual billing
On the free plan, there's only the first part.
No asterisk
An “included” ad budget means you don't know two things: how much is actually spent, and the markup taken along the way.
With me, you set your budget, see it line by line, and stop it whenever you want. It's your money and your decision: I advise and execute.
When do I start paying?
When you launch your campaign, which is the only payment step in the process. What you pay then is your ad budget: it goes to Facebook and Instagram, with no markup from me. The subscription only starts with the €95-per-month plan.
What if I don't spend my whole budget?
It waits for you. The balance doesn't expire: you'll find it at your next campaign. You load €70, find your boilermaker on day four, and the remaining €50 is still there the following month. It isn't refunded, though: it stays in your account for campaigns, it doesn't go back to your card.
What if I want to stop?
On the free plan, there's nothing to cancel: your account stays, and your campaign stops when you mark the role as filled. With monthly billing, you can stop whenever you want, without notice, and keep access until the end of the month you've already paid for. With annual billing, the commitment runs until its end date.
Do I pay per person hired, or per user?
Neither. You pay per role, meaning the type of job you're looking to fill — whether you hire one person or six for it, it's the same role. And your whole team can access the dashboard, with no extra charge.
The €0 “One role” plan has no subscription and no time limit. You only fund your ad budget, from €5 per day, paid in full to Facebook and Instagram when you launch your campaign. Unspent credit does not expire and remains available for future campaigns; it is non-refundable. The “One role”, “Several roles” and “All my roles” subscriptions cost €95, €239 and €599 per month with monthly billing, or €79, €199 and €499 per month with annual billing, charged once a year. You can cancel at any time in your settings; with annual billing, the commitment runs until its end date and the remaining months are not refunded. A role means one type of job you're recruiting for, regardless of how many people you hire for it. Prices exclude tax.
Recruitment advertising · self-service
What I do
You're not looking for people who are looking for work. You're looking for people who already have a job, and would be a better fit for yours.
Most frontline candidates never check job boards. I reach them where they spend their time, town by town, for the exact role and its local labour pool.
Ads on Facebook and Instagram.
I write and design your ad for that role and that area. Recruiting a butcher in Limoges calls for a different message than recruiting a mechanic in Paris.
Your logo, your colours. You approve it before it goes live.
Candidates apply without leaving their feed. You get what you need to call them straight away: their first name, their phone number, and a button to dial.
Depending on your plan, they also come with answers to your questions — availability, driving licence, experience — so you know who to call first.
I stop just before the decision. That always stays yours.
The same role, two approaches
| Without me | With me | |
|---|---|---|
| Candidates reached | People looking for work | People who fit |
| Where your ad appears | A page they never visit | Their feed, town by town |
| What they need to do to apply | A CV, an account, a form | Two fields, without leaving the feed |
| What you know before you call | A name on a list | Their answers to your questions |
| Your time | Hours every week | The interview. That's all. |
The last line is the only one that really matters: all you keep is the interview.
My team
I speak with one voice because it's simpler for you. Behind it are five different jobs, and each specialist does their own. It's the same team on every plan: what increases isn't the quality of their work, but how much of it you switch on.
Reads your local labour market: who responds, at what salary, to which message.
Decides where your ad should run, town by town, and how much to spend.
Buys your ads at the platforms' prices, and shows you where every euro goes.
Writes and designs your ad, and finds the right tone for the role.
Asks your questions, follows up, replies. This is the specialist you don't switch on when you do your own screening.
Those five are me. The four humans who build me
The candidate's side
Not a vacancy sitting on a job board they never visit. An ad appearing between two videos on a Tuesday evening, for a job twenty minutes from home.
They apply in two fields without leaving Instagram: first name and phone number. Depending on your plan, they visit your branded page and answer your questions before you pick up the phone.
You approve the ad before it goes live.
lesbonstuyaux44 On Tuesday evenings, he decides what's on.
RafaSponsored
Rafa Café des Halles is hiring a waiter in Nantes. Permanent contract, two consecutive days off.
No CV, no account to create. Tap the ad.
Café · Neighbourhood brasserie
A neighbourhood brasserie near Les Halles, a team of six, and service that ends at 11 pm.
The role
Lunch and dinner service: around sixty covers, a short menu that changes every week, and regulars we know by their first names.
In thirty seconds
What comes with it
The rota is shared three weeks ahead, and it doesn't change.
Plus tips, shared equally between the dining room and kitchen teams.
And on 25 December. We also close for two weeks in August.
The process
2 minutes
Online, on your phone. No CV required.
Within 48 hours
A quick call to arrange a time for you to come in.
One service
A paid lunch shift with the team. You get to know the place, we see you at work.
Final step
You don't need a perfect CV. If you can run a section and don't mind split shifts, it's worth applying.
Demo: no application is sent.
✓A reply within 48 hours — every application is read.
Have you worked as waiting staff before ?
Privacy policy
Your page, in your colours. On the free plan, candidates apply directly in the feed.
The results
These campaigns were run by the Ads & HR Lab team — ten years of media buying, €2.5 million in advertising budgets managed per year — whose engine is now mine.
95%of roles filled
Recruitment communications managed across three sites in parallel, throughout the year.
“We stopped looking. The candidates came to us.” Nicolas Boutin · HR Director, DS Smith France
4×more applications
A full team built in twelve weeks: crew members, managers and cooks.
“The volume was there from the very first week.” Serge Geneix · Burger King France
€89per application
28 applications in four weeks, for frontline roles barely represented on job boards.
“I used to spend Mondays sorting CVs. Now I spend them preparing for interviews.”HR Manager · local authority, Maine-et-Loire
Campaigns run between 2023 and 2025, before the self-service launch. The channels available today are Facebook and Instagram. These figures are past results from budgets specific to each case, not a promise: your estimate starts with your role and your local area.
What you pay
What stays the same: either way, you start without a subscription, every euro of your ad budget goes to the platforms, and you can stop whenever you want. What changes is how you manage brands and budgets — and therefore the pricing structure.
You set it up once — logo, colours, tone — and all your campaigns inherit it. One budget, one dashboard, your whole team working in it.
My subscription starts at €0.
See company pricingOne main wallet, allocated by client at launch. Each client keeps their own brand, campaigns and reporting, without ever seeing anyone else's account.
My licence starts at €0.
See agency pricingThe roles I know
Every role has its local labour pool, salaries and hiring pressure. If yours isn't here, tell me: it's a question of data, not principle.
All these roles are open to all genders.
Not your situation?
A company whose volume goes beyond the pricing table, and an agency that wants its own setup. In both cases, it starts with a demo: I'll show you the engine for your roles and local areas before we discuss the terms.
More than twelve open roles, several entities managed from one account, your own advertising accounts to keep. The engine stays the same — the setup changes.
Your domain, your candidate emails, your brand all the way through to reporting, and your own terms. This isn't another tier in the agency pricing table: it's the partner space.
Pricing differs depending on whether you recruit for your own company or for clients: the details, amounts and terms for each are on the relevant pricing page. In both cases, you set your own ad budget, starting at €5 per day, and pay when you launch your campaign. Unspent credit does not expire and remains available for future campaigns; it is non-refundable. A role means one type of job you're recruiting for, regardless of how many people you hire for it. Prices exclude tax.
That's why your ad isn't finding anyone — not because it's a bad ad. It's sitting somewhere the people you want never go.
My subscription starts at €0. You only pay for your ads, from €5 per day, paid to Facebook and Instagram with no markup.
The problem
For frontline roles, no one is looking for you. It's not a writing problem, it's a placement problem.
A forklift operator, a butcher or a healthcare assistant who already has a job doesn't wake up to browse vacancies. They change jobs when something better catches their eye.
You pay for a placement, not an audience. If the right people never visit the page, view counts change nothing.
Hours of calls to discover they don't have a driving licence, can't work the hours, or live too far away. That's the real cost of recruitment, not the ad.
Why it works
80% of frontline candidates aren't actively looking. But they're open to a move. You just need to reach them where they are.
A job board only shows you the five in blue: those already looking, whom everyone calls at the same time. The other twenty are employed. They aren't browsing anything. They would move for the right offer. You just need to put it in front of them.
What I do instead
Your ad appears between two videos on a Tuesday evening, for a job twenty minutes from home. They didn't search for anything: you came to them.
10 years
of media buying at Ads & HR Lab, before the engine became mine
€2.5 million
in advertising budgets managed per year
€5
the daily minimum to run an ad
€0
subscription while you do your own screening
Why the first plan costs zero
Everyone promises candidates. You have no way of checking before you pay, and that's exactly the problem.
You only fund your ads — the minimum Facebook and Instagram require, five euros a day — and every euro goes to them. My subscription costs zero, with no time limit and no card required to sign up. You receive every application, make the calls and do your own screening.
If it doesn't work, you'll have found out for the price of a coffee a day, and you'll owe me nothing. If it does, you'll know exactly what you're buying when you move to the next plan: the screening, not the candidates.
The detail
In every case, I take care of your ad and your ad budget stays yours. What changes is the screening you no longer have to do, and how many roles you run at the same time. The first plan is €0; the other three range from €95 to €599 per month.
A role means a type of job you're hiring for — not a person. Six drivers to hire for the same job count as one role. All four plans, line by line →
Your concerns
There isn't one, and the model is simple: on the €0 plan, you do the work I'd otherwise charge for. You receive every application and call everyone to screen them. From €95, I ask your questions before you pick up, so you only call the right people. That's what you pay for — not access.
No, the opposite: you receive all of them. The in-feed form asks for two fields, so far more people complete it. What changes isn't the number, but what you know about them before dialling.
It's the minimum the platforms require, and a real floor, not a teaser price. Facebook and Instagram count as one channel, so there's only one minimum. The results depend on the role and local area: the simulator tells you before you commit to anything, in two fields and without an account.
No. I ask closed-ended questions, fill in a checklist, and stop there. I don't assess anyone and I don't conduct interviews. The interview and the decision are always yours.
It waits for you. The balance doesn't expire and can fund your next campaign. It isn't refunded, though: it stays in your account, it doesn't go back to your card.
The first applications generally arrive in the days after launch, but I won't give you a single timeframe: it depends on the role, hiring pressure in your area and your budget. The simulator works with ranges, never a single figure — a neat promise would sell better and be less honest.
The €0 “One role” plan has no subscription and no time limit. You only fund your ad budget, from €5 per day, paid in full to Facebook and Instagram when you launch your campaign. No card is required to sign up. Unspent credit does not expire and remains available for future campaigns; it is non-refundable. A role means one type of job you're recruiting for, regardless of how many people you hire for it. Prices exclude tax.
It's not the assignment that isn't profitable. It's the sourcing.
My licence starts at €0. Every euro of media spend goes to the platforms, you pass that cost on unchanged, and your fees appear on a separate line.
The problem
The roles that fill themselves don't come to you. Yours face shortages, involve unusual hours, and are outside major cities — exactly the roles job sites no longer serve.
Three assignments this month, none the next. A subscription running at full price during quiet spells, or no tools when work returns: both cost you.
Two clients don't share their brand, talent pool or budget. Mixing everything exposes you to risk; duplicating everything costs the time you sell.
The unit is the client you manage
What structures your work isn't the volume of campaigns, but how many brands you run without ever mixing them up. Switch clients, and the brand, page and budget follow.
2 → ∞
separate clients in parallel, depending on your tier
20 → 14%
management fee, decreasing at each tier
100%
of the media budget goes to the platforms, ready to recharge to the cent
€0
licence while you do your own screening
The detail
Each tier opens up something new, not just one more campaign.
Included in every offer, even the lowest tier: the in-feed form with your screening questions, a real-time candidate dashboard, CSV and XLSX exports and CVs in ZIP files, and an ad written and designed for the role. Connection to your clients' ATS opens at the “Agency” tier. All three tiers, line by line →
A question your clients will ask
The in-feed form
two fields, without leaving the feed
The landing page
in your client's brand
Your concerns
Your work. Rafa is a tool cost for you — a licence plus a fee on the budget you manage — and the media budget itself is an advance you can recharge to the cent. What you sell is sourcing, judgement and follow-up, not ad delivery.
Because your workload has gaps. A high licence fee would cost you during quiet months: that's whyit starts at €0. A month without an assignment costs you nothing. The fee follows your volume and decreases at each tier — 20%, then 17%, then 14% — and is never taken from the media budget: a client runs €1,000 in ads, €1,000 goes into advertising, and your fee is billed separately.
Campaigns and pages carry your client's brand, and from “Agency”, reporting carries yours. For nothing to show through — your domain, your candidate emails — you need full white label, which is arranged through the partner space rather than a tier in this pricing table.
Because you'd spend your time logging in and out, with as many invoices, wallets and passwords. Here, one account holds all your brands, one main wallet is allocated by client at launch, and billing is already broken down by client.
There's nothing to avoid: spaces are separate by design. The brand, talent pool, budget and page belong to one client and never cross over. A paused campaign frees up its slot in your active campaign count.
Two on “Solo”, ten on “Agency”, with no cap on “Network”. You don't pay per client: you pay for a licence, and it's active campaigns that count — one role, one area, for one of your clients.
You charge for your work. Every euro of the media budget goes to the platforms on your client's behalf, and you recharge it unchanged. The management fee is calculated on your clients' ad spend and billed separately: it is never deducted from the media budget or your licence. An active campaign means one role in one local area for one of your clients; a paused campaign frees up its slot. Full white label belongs in the partner space. Prices exclude tax.
Your client's media budget is an advance: every euro goes to the platforms, and you recharge it unchanged. What you pay me is a fee on the spend you manage — plus a licence only if you want me to ask your questions.
The offer
The management fee follows your volume and decreases at each tier. The licence starts at zero: you only pay for it when you want me to ask your questions before the application arrives.
What structures your work isn't campaign volume, but how many brands you run without ever mixing them up. Each client has a separate space, page and candidates. Within it, a campaign is still one role in one local area, and a paused campaign frees up its slot.
No commitment; cancel at any time. The management fee doesn't change with billing frequency.
In every case, I take care of your clients' ads. And the media budget is never touched: every euro goes to the platforms, whatever your tier, and you recharge it unchanged. What changes between tiers is the licence, the number of separate brands, and the screening you no longer do.
You screen
I write and run the ad. Candidates arrive unscreened; you handle the screening interview.
No licence to pay for. You receive every application, make the calls and screen candidates before presenting them to your client.
+ 20% of managed media spend
I screen
Each client has a branded page, and your criteria are filled in before the call. The higher the plan, the more you hand over.
Your questions asked before the application arrives.
+ 20% of managed media spend
What you resell becomes ready to present.
+ 17% of managed media spend
Volume, at the lowest rate in the table.
+ 14% of managed media spend
It applies to your clients' ad spend and is billed separately — never deducted from the media budget or your licence. A client runs €1,000 in ads: €1,000 goes into advertising, and your fee is billed separately.
Full white label — your domain, your landing pages and your candidate emails; your clients never see Rafa. Or paid referrals. This isn't a tier in the table: no public price, terms are agreed in a meeting.
Partner spaceHow it's made up
Three lines broken down by client, one by one. That's what makes your invoice defensible.
01 · Your clients' budget
the amount each client sets
02 · What you pay me
€129 to €999 per month, plus 20% to 14%
I don't sell an ATS to agencies: you have one, and so do your clients. From the “Agency” tier, I connect to theirs. Below that, candidate exports are included everywhere and broken down by client.
No asterisk
An “included” media budget would force you to justify a markup you never took to your client.
Here, every euro of media spend goes to the platforms, you recharge it unchanged, and your fees appear on a separate line. It's your client's money and your decision: I advise and execute.
Do I pay per client?
No. You pay for a licence, then active campaigns: one role, one area, for one of your clients. Your tier sets how many separate clients you can manage — two, ten, or unlimited — and how many people on your team have access.
Why a fee on media spend as well as the licence?
Because your workload has gaps. A high licence fee alone would cost you during quiet months; a percentage alone would be unpredictable. The licence stays low, the fee follows your volume, and it decreases at each tier: 20%, then 17%, then 14%.
What if a client doesn't spend their whole budget?
The balance doesn't expire and remains available for their next campaigns. It isn't refunded, though: it stays in the account, it doesn't go back to the card.
What if I want to stop?
With monthly billing, you can stop whenever you want, without notice, and keep access until the end of the month you've already paid for. With annual billing, the commitment runs until its end date. The media budget isn't a subscription: you can pause it whenever you want.
The no-licence tier costs €0 with no time limit: only the 20% management fee applies, calculated on media spend and billed separately. The “Solo”, “Agency” and “Network” licences cost €129, €449 and €999 per month with monthly billing, or €99, €349 and €799 per month with annual billing, charged once a year. You can cancel at any time in your settings; with annual billing, the commitment runs until its end date and the remaining months are not refunded. The management fee — 20%, 17% or 14% depending on the tier — is calculated on your clients' media spend and billed separately: it is never deducted from the media budget or licence, and does not vary with billing frequency. The media budget is paid when each campaign launches and goes in full to Facebook and Instagram. Unspent credit does not expire and is non-refundable. An active campaign means one role in one local area for one of your clients. Full white label belongs in the partner space. Prices exclude tax.
The whole journey, screen by screen. Nothing is hidden behind a sales meeting, and nothing is paid before launch.
The process
No free-text fields anywhere. You choose from what I suggest, and I build the rest.
Two fields, nothing else. A role from a list, the area by town. No account, no card, no meeting.
If your role isn't on the list, tell me: it's a question of data, not principle.
I start with public data for your area — prevailing salaries, hiring pressure and labour pool size — and tell you what a budget can deliver. Never a national average.
Always as a range, with two service levels, never a single figure. A neat promise would sell better and be less honest.
Contract, hours, salary and benefits — meal allowance, vehicle, bonuses. Boxes to tick, not a blank page. That's the difference between an ad that speaks to the candidate and one that talks about you.
What would make you end the call: driving licence, availability, experience on the machine, acceptable commute. You choose them from a list made for the role.
Depending on your plan, I ask the candidate before you call — or you ask them yourself on the phone.
I write and design it for that role and that area: recruiting a butcher in Limoges calls for a different message than recruiting a mechanic in Paris. Your logo, your colours.
You approve it before it goes live. It's created before you pay anything.
It's the only payment step in the process, and what you pay for is the advertising. You set the amount, see it line by line, and stop it whenever you want.
Unspent credit does not expire and funds the next campaign.
They arrive in your dashboard as they come in, with a button to call. Your whole team has access, with no extra charge per user. Export to CSV and XLSX, and download CVs in ZIP files.
When the role is filled, click “role filled” and the campaign stops.
What I don't do
It's a design boundary, not a missing step.
I ask closed-ended questions, follow up at most twice with prewritten messages, and only about a criterion left unanswered. I fill in a checklist, that's all.
No scores, rankings or opinions about people. What you see are factual answers to your own questions.
Who you call back, who you meet, who you hire: that's still you. The interview is where you judge, and it's the one part I leave entirely to you.
The showcase
Every ad keeps the hiring company's colours. What never changes is the approach: the role in large type, the town, the contract — and two fields to reply, without leaving the feed.
Seven examples from roles already available. Yours will be written and designed the same way.
What comes next
The first journey builds a pack — “recruit a mechanic”, with its questions, ad and local area. The second time, you click on it.
Campaigns run by the Ads & HR Lab team between 2023 and 2025, before the self-service launch. The engine is the same; budgets and local areas are specific to each case.
Six hires
Every campaign with its context and figures. Nothing retouched.
The challenge. 1 workshop team leader, 1 accountant and 3 experienced HGV technicians, in a tight labour market.
What I did. Meta + Google + LinkedIn, targeting active and passive candidates, with 30-day retargeting.
The challenge. Systems and C/C++ embedded software engineers, across four highly competitive local labour markets.
What I did. Google Search led the mix: 14.75% conversion and €47 per candidate. With Meta and LinkedIn alongside it, the overall cost came to €125.
The challenge. Fill a recruitment event in six weeks, reaching a broad active and passive audience.
What I did. Facebook + Instagram across the Strasbourg area, with online prequalification before CV submission.
“I think you really saved our recruitment event. Without the campaign you ran, we wouldn't have had those results.”CCI Alsace Eurométropole
The challenge. Drinking water network operators: frontline, passive profiles, barely represented on job boards.
What I did. Hyperlocal targeting, town by town and postcode by postcode. Meta as the main channel, with TikTok reaching younger workers alongside it.
The challenge. Operators and forklift drivers across 30 sites, in tight labour markets and with very short deadlines.
What I did. One campaign per site. Profile scoring, SMS in under a minute, follow-ups on days 2 and 5, and automatic follow-up with no-shows.
“Before, I spent Monday mornings sorting CVs and chasing candidates who had stopped replying. Now I spend Mondays preparing for interviews.”Nicolas Boutin · HR Director, DS Smith France
The challenge. Build an entire team for a new restaurant — crew members, managers and cooks — with an application volume impossible to manage by hand.
What I did. Dozens of A/B-tested visuals, delivered with geographic targeting. Instant confirmation texts, continuous optimisation over twelve weeks.
“We were able to build a team quickly, with motivated people suited to our working environment.”Serge Geneix · Burger King France franchisee
What they have in common
In all six cases, the candidates weren't looking. They came across an offer for a job they already do, in an area where they already live, and replied in two fields. That's the only thing I do.
Large companies have been using recruitment advertising for years, with agencies and budgets. Everyone else posts a vacancy and waits. That's the gap I close.
My boundary
I don't score people, rank them or rule anyone out. I ask the questions you've given me, put the answers alongside each application, and leave you to read them. Who you call back, and why, isn't my business — and a machine screening candidates for you would expose you to as much risk as it saved you work.
The team
Rafa recruits your frontline staff. He's already found his own. Here are the four people behind him, what each is responsible for, and what no CV would have told you.
Marseille
Jean
Marseille
Antoine
Marseille
Laura
Paris
Raphaël
Nobody here sells a tool they haven't used. Rafa didn't start with a product idea: he grew from campaigns run for real companies, in real local labour markets — and everything we saw break along the way.
Want to talk about it?
Not a sales presentation: an estimate for your roles and local areas, with the figures behind it.
Local labour market figures, experiments that failed, and what public data really says about hiring pressure in a role.
Latest articles
AI reads your CVs in seconds across four key dimensions. But how does the scoring actually work — and can you trust it? We asked the question and answer it here.
Jean Toselli · March 5, 2026 · 9 min read
You found the candidate, the slot is booked — and then the no-shows pile up, costing you time, money, and morale. Here's how to cut them by at least 4x with automated reminders.
Jean Toselli · March 28, 2026 · 8 min read
France Travail's 2025 data reveals a hard truth: in many local labor markets, active jobseekers are only 20% of the talent pool. How do you reach the other 80%?
Jean Toselli · March 18, 2026 · 12 min read
Everyone knows a bad hire is expensive. But exactly how much? We ran the numbers — and the reality is often worse than you'd think.
Rafa · April 2, 2026 · 9 min read
In-demand trades, salaries, regional shortages: read the France Travail 2026 data to adapt your frontline recruiting strategy.
Rafa · April 15, 2026 · 8 min read
Roughly 80% of frontline candidates never apply to a standard job ad. Here's where they actually are, and how to reach them in 2026.
Rafa · April 22, 2026 · 8 min read
AI is reshaping frontline recruiting. But automating without the human is recruiting badly. Here's the 2026 model for hiring fast AND well.
Rafa · April 29, 2026 · 8 min read
Nearly 40% of good candidates are dropped over an imperfect CV. Here are the 3 signals Rafa watches for so it doesn't miss the strong profiles.
Rafa · May 6, 2026 · 9 min read
Two ways to work together: full white label or paid referrals. No public pricing table — terms are agreed in a meeting.
Two ways
The difference isn't about volume, but about who owns the client relationship and billing.
01 · Full white label
your domain, your emails, your brand
02 · Paid referrals
payment for the accounts you refer
Who it's for
You already sell employer branding and campaigns. You're missing an ad delivery engine and a candidate dashboard you can present as your own.
Dozens of locations recruiting for the same roles, each in its own area, with a shared brand and separate budgets.
You already provide your clients' ATS or HRIS. Paid sourcing is the piece you don't have and don't want to build.
Questions
Why isn't there a price listed?
Because it depends on who handles what: billing, advancing the media budget, first-line support and the number of brands. These aren't options; they're ways of sharing the work, and each changes the economics of the agreement.
Is white label a tier in the agency pricing table?
No, deliberately so. The agency pricing table goes as far as reporting in your brand. The domain and branded candidate emails are covered by an agreement, not a button on a pricing page.
Who advances our clients' media budget?
That's one of the points agreed in the contract. In every case, every euro of media spend goes to the platforms : nobody takes an undisclosed markup along the way, neither us nor you.
What about GDPR when candidates don't know Rafa exists?
A data processing agreement governs the processing, and candidate privacy notices carry the brand you've chosen. We address this before signing, not after the first candidate.
The partner space has no public pricing table. Full white label and paid referrals are covered by a framework agreement including a data processing agreement under the GDPR. In both arrangements, the media budget is paid in full to Facebook and Instagram.
