DBR-Horizontal-Logo-Grey-PN.gif
Meeting the Staff
DBR LOGO Revised2.jpg

Why DBR Search?

With so many recruiting firms to choose from, why choose DBR Search?

At DBR Search, we work exclusively on performance marketing positions for direct response clients. With over 40 years of combined experience, we are considered experts in the field of direct response marketing and fully understand how all of the positions on your team work together to drive customers down your marketing funnel and through conversion. Whether you are a CPG firm, e-commerce pure play, or lead generation b to b client, we know exactly what you need. 

Our tactics  go far beyond other recruiters by employing the latest marketing technologies in driving our candidates down our "recruitment funnel" below.  We start each search by identifying the skill set you require, defining the candidate profile you need and building a database of hundreds of potential candidates, all within the first 24 hours of starting your search. 

 

We then surround our candidates with an intriguing narrative about your brand in their inbox, through targeted paid Facebook and Linkedin ads as well as retargeting campaigns. When they land on our site, we grab their IP address and surround them with display ads on the Google Display Network. WIthin the first few days, every viable candidate out there will know about your job without fail. For examples of our approach, please check out our case studies.

Lastly, while we have thousands of resumes in our system and contact information for tens of thousands of performance marketing candidates in our database, we know that your role requires a unique set of skills specific to your needs. The best candidate for your job is likely killing it for your competitor, not trolling the job boards. This is where we truly excel...reaching cold leads, creating interest and converting them into candidates.

Dave Brondolo

Founder & Senior Recruiter

Denise Brown

Recruiter

Sumon P.

Recruiting Researcher

Recruitment-Funnel-765x1024_edited_edite
What is a recruitment funnel?

 

Recruitment is a complex process, but essentially it is marketing – if you want to convert your candidates to hires, the same way marketers look to convert leads to sales, you have to ensure that your recruitment funnel is as solid as it can be. It has to be personal, you have to remain in constant contact and you have to build relationships.

Essentially, the recruitment funnel enables you to break down the complex recruitment process into various stages, and then further break down each stage into goals and tasks. The recruitment funnel usually starts with creating awareness about you as an employer and (ideally) ends with the onboarding of a new hire.

Make no mistake though, the recruitment funnel isn’t a cut and dry process, it has multiple stages, all of which can contain multiple obstacles. For example, if it takes too long to get through one stage, you might lose candidates. Or maybe you’re attracting applicants that don’t fit your roles and waste valuable time screening applications as a result.

 

A recruitment funnel is a framework for you to follow that takes you through the entire recruitment process from start to finish, narrowing down the candidate pool until you are left with a desired number of hires. The recruitment funnel aims to keep prospects interested and candidates engaged throughout.

The recruitment funnel can be broken down into 7 stages:

  1. Awareness – where you create awareness around your brand to get your ideal candidate’s attention. 

  2. Attraction – where you put your best recruitment marketing strategies to use to make your job opening as attractive as possible.

  3. Interest – where you should be prepared to field questions from interested candidates.

  4. Application – where interested candidates apply for your job.

  5. Pre-selection – where you assess candidates by targeting specific skill sets.

  6. Interview – where you meet and have conversation with each shortlisted candidate in person, via phone and/or video.

  7. Hiring – where you commit to a candidate and make them an offer.