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Recruitment moves fast, and so do the expectations on marketing teams to keep up. Whether you're leading recruitment marketing for your agency or building it from the ground up, you’re expected to deliver stronger campaigns, better digital performance, and tools that help consultants work smarter, not harder.To show what that looks like in practice, we’ve gathered insights straight from the teams using SourceFlow every day. These are the recruitment marketers and agency leaders who’ve seen measurable impact on their website conversion rates, workflows, and day-to-day delivery.   How VHR Elevated Their Recruitment Website Design & Confidence in Their Brand   Jennifer Robinson — Head of Marketing, VHR Global “I felt like we were progressing as a company, but with the old website, which is the face of the brand, it was always kind of letting us down. Now, I feel like the website is so good. It represents what we're trying to do.”  Before SourceFlow, VHR’s website looked outdated, was difficult to manage, and didn’t reflect the strength of their brand or the quality of their service. With SourceFlow, the difference was immediate. The VHR team can now update pages quickly, launch new ideas without developer delays, and rely on a site that integrates cleanly with their CRM. The website now matches who they are as a business and they hear it from clients and candidates too. Watch how VHR boosted their brand and website experience with SourceFlow.   Turning Strategy into Execution for a Growing Recruitment Brand   Kathrin Barnes — Business Support & Marketing Manager, Rize Recruitment “They helped us tremendously to identify where we are at the moment and where we want to be in the future. I truly believe SourceFlow can help us get there.” For Kathrin, the impact was beyond a modernized website. SourceFlow provided strategic clarity, helping define where the brand sits today and where it needs to move next. The result is a stronger digital presence built for long-term growth. The team experience also stood out for Rize Recruitment: knowledgeable, friendly, and genuinely collaborative throughout the process. See how SourceFlow supported Kathrin’s team to clarify their direction and build for the future.   Running End-to-End Recruitment Campaigns Without Roadblocks   Kaylyn Nesbeth — Marketing Manager, ERSG “Using SourceFlow has improved my marketing as it's enabled me to run campaigns end to end seamlessly, get the results that I want and we've gained so many more users on our website as well.” Kaylyn experienced immediate increase in website traffic and campaign engagement after shifting to SourceFlow. But the biggest value was speed. The page builder lets her edit, test, and adapt content whenever she needs. No designers, no developers, and no delay. It’s a platform designed for marketers who want to move fast without sacrificing quality.  Watch to see how ERSG runs faster, more flexible campaigns with SourceFlow.   A Platform That Puts the Recruitment Marketer in Control   Rebecca Lauder-Fletcher — Head of Marketing, SGI “I think that it puts the recruitment marketer at the center of everything that it does and the real focus is that the marketer owns that platform…it's just an absolutely smashing platform and tool.” Rebecca has been with SourceFlow since its early days, watching the platform evolve in features, design, and capability. What matters most to her is ownership. Her team now manages the website independently, adapts quickly, and stays close to performance metrics. From customer service to functionality, she describes SourceFlow as a platform that grows with you rather than holding you back. See how SGI gives ownership back to their marketing team through SourceFlow.   What Recruitment Marketers Want from Their Tech Stack   A few Lunch and Learn highlights we caught on camera: Watch the video to see how SourceFlow supports those goals.   See What SourceFlow Could Do for Your Team   If you’re exploring options for recruitment website design, or looking for a more modern, marketer-led way to run your initiatives, hearing from teams already using SourceFlow is a great place to begin.  These stories represent just a few of the recruitment businesses who’ve chosen SourceFlow to strengthen their marketing, websites, and wider go-to-market strategy. Found this useful? Share it and follow us on LinkedIn for more recruitment marketing insights. Explore the platform and see the impact for yourself. Book a demo with SourceFlow today. Get a Demo

Will Astbury

Web design

Four practical ways to make marketing measurable and growth-focused On October 1, 2025, SourceFlow hosted its London Lunch & Learn, bringing together recruitment marketers, operations leaders, and agency founders to discuss one important question: How can marketing in recruitment demonstrate commercial impact? Four focused sessions explored that challenge from every angle: measurement, data, strategy, and valuation. Here’s what the day revealed about recruitment marketing in 2025.     1. From Likes to Placements – Proving the ROI of Recruitment Marketing Catherine Henderson, Director, Boudicca Consulting Catherine opened the afternoon by encouraging marketers to be prepared with data that clearly connects their work to revenue. Too often, she said, marketing teams measure the wrong things. LinkedIn followers, clicks, and impressions might be helpful indicators, but they don’t hold up in a board meeting.“If your marketing can’t be traced to meetings, jobs or placements, it won’t win the budget conversation.” She encouraged marketers to turn KPIs into commercial metrics: mapping campaigns to client meetings, tracking cost-per-placement, and building consistent feedback loops with recruiters and finance. Key Takeaway: Marketers should measure success based on revenue and placements, not impressions or follower counts.     2. Data is Your Friend, But Do Your Recruiters Know It? Saeed ‘Si’ Bor, Founder, EmbeddedOps Next, Si reframed how data underpins performance. Recruitment, he said, depends on ratios and data is the connection between effort and outcomes. He broke agency data into two main types: Performance data (what’s being done) and CRM data (what’s being learned). Used together, they reveal not just how consultants perform, but why. He urged agencies to modernize their coding models, capturing the qualitative detail learned in calls, not just LinkedIn-style filters. Done well, that data powers smarter targeting, stronger conversion ratios, and more meaningful marketing campaigns. Marketers should work closely with operations, understand recruiter metrics, and use the CRM as a performance engine, not a storage system. Key Takeaway: Recruiters and marketers need to collaborate, using CRM and performance data to improve efficiency and results.     3. Understand > Define > Action: Building a Market-Driven Marketing Strategy Jade Brar-Haase, Founder, Branded by Aquila Jade shifted the discussion from data to direction, explaining how structured planning supports alignment and sustainable growth.Her three-step approach combined competitor analysis, customer insight, and measurable activity to form a marketing plan everyone can commit to. “Quick wins are fine,” she said, “but they won’t get you through a downturn.” She also shared a SAFE scoring framework (Suitability, Acceptable, Feasible) to help leaders prioritize initiatives and keep teams focused on what moves the needle. Key Takeaway: Structured marketing plans supported by competitor analysis and clear value propositions help create stability and alignment.     4. What Buyers Pay For: How Marketing Drives Valuation in Recruitment Kashif Naqshbandi, Founder, Stratifex OS Kashif closed the event with a private equity perspective on how marketing influences business valuation. Drawing on experience from two successful PE exits, he explained that buyers look beyond profit to the full narrative of a business: growth may attract attention, but a well-documented story builds trust and value. He outlined practical steps for marketers to strengthen enterprise value: keep any single client below 10% of total revenue, build multi-threaded relationships across senior stakeholders, and develop measurable advocacy programs using NPS or case studies. Marketing, he emphasized, is not just a cost center; it’s a key driver of long-term enterprise value. Key Takeaway: Strong brands, client advocacy, and consistent communication all contribute to higher business valuations.   What’s Next? Recruitment marketing continues to evolve from activity-driven to outcome-driven.  Throughout the afternoon, teams shared approaches for connecting websites, CRM, and operations data so that marketing activities are consistently tied to meetings, jobs, and revenue. Those who prove value through data, structure, and collaboration will lead the next phase of the industry’s growth. You can view the event slides here.

Will Astbury

Events

On July 9th, SourceFlow hosted a dynamic Lunch & Learn event in Manchester, welcoming recruitment marketers, agency executives, and operations leaders from across the UK. The focus? How recruitment marketing must evolve - and take a leadership role - in driving sustainable growth. While the setting was informal, the insights were anything but. Here are the key lessons shared by the event’s expert speakers: 1. Kristie Perrotte – Think Like a CMO, Act Like a Founder Kristie Perrotte is the Founder and Chief Thriver at Thrive Recruitment Marketing, a consultancy helping marketing leaders in the staffing sector deliver real business value. In her opening session, Kristie emphasized that modern marketers must speak the language of the C-suite. It’s not about likes or brand awareness -it’s about revenue. Marketing, she argued, should be seen as a strategic growth function, not a support role. > “They don’t want to know how beautiful the engine is - they want to know if it’s going to get them to their goal, faster.” Actionable takeaway: Build and update your marketing plan monthly. Use it as a tool to align leadership and push back on distractions. --- 2. Simon Brown – Marketing Runs the Table. Sales Plays on It. Simon Brown, Founder of Richard Knows Best, challenged attendees to rethink their approach to business development. His message was clear: traditional BD tactics are outdated, and marketing must lead the go-to-market strategy. He also highlighted how modern **recruitment marketing** is increasingly powered by tech - and marketers need to own that stack. > “If recruitment is a marketing job, then marketing is now a tech job. If you don’t understand the tools, you can’t drive the growth.” **Actionable takeaway**: Empower marketing to lead CRM implementation, tool selection, and outreach cadence. This ensures alignment across marketing and sales. --- 3. Chelcie Harry & Janine Owen – 10 Questions Recruitment Marketers Need to Answer Chelcie Harry, Group Marketing Director at Levin, and Janine Owen, Founder of JO&Co., tackled some of the toughest questions facing recruitment marketers today - from how to prove ROI, to how to earn a voice at the leadership table. The core message? Staffing marketing must be rooted in data and revenue impact. > Chelcie: “The second you move from brand metrics to revenue, you change the conversation.” > Janine: “Don’t just report numbers - tell a story. Show where you’re going and what it means for the business.” Actionable takeaway: If your CRM data is unreliable, don’t wait - start with manual tracking and simple spreadsheets. Focus on proving commercial value fast. --- Final Thought: Marketing Must Drive The Growth Agenda The big takeaway from our Manchester event? Marketing is no longer just about brand - it’s a core driver of business performance. In today’s highly competitive talent market, marketing leaders must take ownership of revenue alignment, digital strategy, and operational tech. Whether you’re improving **recruitment website design**, enhancing lead generation, or building smarter outreach campaigns, the future belongs to recruitment marketers who combine strategic thinking, creativity, and commercial accountability. Want to dive deeper into the strategies discussed at the event? You can check out the slides from the event by clicking right here.   Author: Will Astbury, Global Head of Marketing, SourceFlowI have worked in staffing marketing for nearly a decade and now lead strategic growth and communications at SourceFlow.  SourceFlow do WAY more than industry-leading recruitment website design. We build recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.

Will Astbury

Earlier this month, SourceFlow officially launched its latest product, SourceFlow Engagement, during a live webinar hosted by our Global Head of Marketing, Will Astbury. The session brought together staffing operations and marketing leaders to explore how automation, AI, and strategic insight can reshape retention and performance. Alongside Will, the webinar featured a platform demonstration from Helen Taylor, Head of Customer Experience at SourceFlow, and a customer case study from Rebecca Lauder-Fletcher, Head of Marketing & Ops at Source Group International (SGI). Their discussion offered valuable insight into how SourceFlow Engagement functions as effective customer retention management software for staffing companies. Closing The Feedback Loop Recruitment and staffing is full of moving parts: consultants, clients, contractors, and candidates all create touchpoints every day. Historically, gathering feedback across these groups has been inconsistent at best. Many agencies still rely on basic surveys, manual forms, or anecdotal insights passed up through consultants. SourceFlow Engagement changes this by automating the process at scale. Whether you’re sending out a customer satisfaction survey to clients, or an employee engagement survey internally, the platform helps you capture feedback at the right time, with minimal effort. As Helen Taylor explained, "We built SourceFlow Engagement to close the feedback loop across the recruitment journey. It means no more guesswork and no more delayed reporting—just consistent, real-time insight." Reporting That Works for You One of the standout moments from the webinar came from Rebecca Lauder-Fletcher, who shared how SGI is using the platform to inform board-level decisions. "It’s a game changer," Rebecca said of the AI-generated summaries. "It was very manual before—going through each individual response, looking at patterns, then trying to create a cohesive summary. Now, we receive AI summaries every month just before our board updates, and it’s really easy to digest from both an operations and a sales perspective." Will Astbury reinforced this point: "We’re helping agencies move from scattered, reactive feedback to a strategic, ongoing view of experience that supports growth and retention." From Insight to Action Beyond just making feedback collection easier, SourceFlow Engagement gives staffing leaders the tools to take action: * Spot at-risk clients early and intervene before relationships are lost * Track consultant engagement over time, by team, location, or tenure * Surface real feedback from candidates that’s more than just a number As Rebecca noted, "We’re no longer flying blind. Now we can see exactly what’s happening and act on it—quickly and with confidence." Purpose-Built For Staffing & Recruitment Unlike general-purpose tools, SourceFlow Engagement is designed specifically for recruitment workflows. It integrates directly with Bullhorn and the SourceFlow dashboard, allowing agencies to embed surveys into existing journeys and trigger them at key milestones. You can build your own employee engagement survey questions, personalize messaging for different brands, and benchmark results over time or against industry standards. Watch The Webinar Replay If you missed the launch event, you can still catch the full session on demand. You’ll see a full demo of the platform and hear directly from SGI on the results they’re seeing after rollout. And if you’re ready to see how SourceFlow Engagement could support your business, book a demo with our team today. 🔗 Get a demo Author: Will Astbury, Global Head of Marketing, SourceFlowI have worked in staffing and recruitment marketing for nearly a decade and now lead strategic growth and communications at SourceFlow. As someone who’s led marketing in the recruitment space, I know how difficult it is to get real-time feedback at scale. That’s exactly what we set out to fix with SourceFlow Engagement. SourceFlow do WAY more than industry-leading recruitment website design. We build career portals and recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.

Will Astbury

Recruitment leaders in the U.S. are under pressure to innovate—but as AI and recruitment trends gain momentum, it’s easy to be distracted by hype. When every vendor claims to offer “smart” tools or “AI-driven” features, how can you tell what’s genuinely useful? On a recent episode of From The Source, Christian Coley, VP of Sales (USA) at SourceFlow, spoke with Zach Sines, TA Technology Manager at North Highland, about evaluating recruitment technology. Their conversation offered real-world insights for staffing leaders looking to modernize their tech stack, especially when it comes to recruitment AI and building smarter career portal experiences. Here’s what U.S.-based staffing firms need to consider before saying yes to the next tool promising transformation. 1. Start With a Business Problem—Not a Product Demo According to Zach, too many staffing firms buy tech based on surface-level features or flashy interfaces. His advice? “Don’t get distracted by blinking lights. What return is this tool going to give my team?” Before evaluating a recruitment AI platform, identify the exact problem you're solving. Whether it's automating manual tasks, improving candidate communication, or making your career portal more effective, the solution should align to a real-world business need. 2. Recruitment AI Should Empower—Not Replace—Recruiters One of the most grounded insights from Zach was this: “You can't AI-generate a relationship.” In other words, AI should support human connection—not replace it. While AI is powerful in automating repetitive work (like building Boolean strings, summarizing CVs, or creating job descriptions), it’s not meant to handle the high-emotion, high-stakes nature of candidate conversations. That’s especially true when someone is navigating a career change through your career portal. Trust and human interaction still matter—and recruitment AI can support those interactions, but not own them. 3. Learn the Tech (So You Can See Through the Pitch) Zach stressed the importance of technical literacy: “You need to understand how AI works—so you can ask the right questions.” Many vendors label basic workflows or decision trees as “AI,” even though they’re rule-based and offer no real intelligence. Staffing leaders should invest time in understanding what large language models (LLMs), machine learning, and natural language processing (NLP) actually do—so they can avoid buying tools that sound smart but offer little ROI. 4. Your Career Portal Matters More Than You Think It’s not just back-office tools that deserve an AI upgrade. Your career portal is often a candidate’s first interaction with your brand. Using recruitment AI to personalize content, guide the job-seeker journey, and simplify application steps can directly impact conversion rates. Zach emphasized that every tool in your stack—including your career portal—needs to add value. If it’s just there for show, it’s costing you more than it's worth. 5. Think About Scalability and Partnership Too often, staffing firms evaluate tools based on what they do on day one—but Zach encourages thinking long-term. “If I’m paying for this tool today, what will it look like five years from now?” Can the product grow with you? Can it evolve to support new divisions or client needs? For example, North Highland partnered with SourceFlow to enhance their career portal with referral tracking. That wasn’t part of the original roadmap, but it was built in response to a real business need. That level of collaboration is what separates a vendor from a technology partner. 6. Don’t Overlook the Human Touch in AI and Recruitment In a world obsessed with automation, Zach’s core message is refreshing: recruitment is still a people business. Recruitment AI should reduce friction, streamline admin, and enhance outreach—but not eliminate the core human experience that makes recruitment effective. In short: AI should make humans better, not replace them. Conclusion: Tech Should Solve Problems—Not Create Them If you're evaluating AI-powered tools, look past the marketing and focus on: Real business problems being solved How well the tool integrates into your career portal Whether it empowers your recruiters, not replaces them If the vendor is a partner, not just a provider   If you would like the full discussion between Christian and Zach, you can watch it here 👇   --- SourceFlow do WAY more than industry-leading recruitment website design. We build recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.

SourceFlow

Webinars, Expert Insights