Recruitment marketing for Irish healthcare employers
More time for hiring.Less time sourcing & chasing applications.
We create and manage recruitment adverts, help people apply and, on screening plans, handle applicant calls, CV follow-up and interview booking — so your team can focus on meeting people and making hiring decisions.
- Your accounts and platforms
- Fixed service fees
- No placement fees
- Screening from Silver upwards
The work before the interview
There is a lot of work before the interview.
Filling one vacancy is rarely one job. It is a chain of small tasks, and each one needs someone with the time to do it properly.
You may recognise some of this: adverts written between other jobs, applications that arrive without a CV, phone calls that take three attempts, and interview times that take a week to agree. None of it is dramatic. It simply adds up, and it usually lands on the people already running the service.
RecMark brings these parts together, with a level of support that fits your team.
The tasks that sit behind one vacancy
- Preparing the advert.
- Putting it in front of potential applicants.
- Explaining the vacancy clearly.
- Collecting applications.
- Contacting applicants.
- Chasing CVs.
- Checking suitability against agreed criteria.
- Arranging interviews.
Why advertising helps
Help people discover your vacancy — even before they start searching.
A recruitment advert has a job to do in a few seconds: say what the role is, where it is, what the hours and working arrangements look like, and give a reason to consider you as an employer.
To be clear about what advertising can and cannot do: the platforms cannot identify someone's exact qualifications, and not everyone who sees an advert will be suitable. What advertising does is widen the number of relevant people who know your vacancy exists — and make it easy for the interested ones to take the next step.
An illustrative example
From seeing your advert to meeting your team.
- Step 1
Discover
A potential applicant sees an advert introducing the role and the employer while using their phone.
- Step 2
Understand
They visit a clear vacancy page with the location, role requirements, working arrangements and how to apply.
- Step 3
Apply
They submit their interest using a straightforward, mobile-friendly application.
- Step 4 · Screening plans
Speak with a recruiter
On screening plans, RecMark contacts them, discusses the agreed role criteria, follows up on their CV and records suitability notes.
- Step 5 · Screening plans
Meet your team
Suitable applicants are put forward and interviews arranged. You interview, complete formal checks and decide whom to hire.
One important distinction
Steps 4 and 5 are part of the screening plans (Silver, Gold and Platinum). On Bronze, RecMark runs the advertising and the vacancy page, and your own team contacts applicants, checks suitability and arranges the interviews.
What you gain
The skills you need, without assembling another team.
Recruitment advertising
What it involves: Planning who the advert should reach, writing it, producing the images or video, setting the campaign up and adjusting it as results come in.
Why it helps: Your vacancy is put in front of people who may never visit a job board.
Applicant follow-up
What it involves: Calling the people who apply, talking through the criteria you agreed with us and chasing CVs that have not arrived.
Why it helps: Fewer half-finished applications sitting in an inbox. Included from Silver upwards — not on Bronze.
Recruitment coordination
What it involves: Keeping the details in order, noting what each applicant said and arranging interview times with your team.
Why it helps: Your recruiters and managers spend their time interviewing and deciding, not chasing. Included from Silver upwards.
How much internal work this covers depends on how many roles you are hiring for and the scope you agree. We will not claim it replaces a set number of employees, because that varies from one organisation to the next.
The service supports your internal recruiters and hiring managers rather than replacing them. Interviewing, formal checks and hiring decisions — along with your legal responsibilities as the employer — stay with you.
Who does what
We handle the agreed groundwork. You make the hiring decisions.
RecMark
What we look after
- Creates and manages the agreed recruitment campaigns.
- Provides clear application pages, or the relevant career portal.
- Reviews campaign performance and adjusts the work.
- On screening plans: contacts applicants, follows up on CVs, records suitability notes and arranges interviews.
Your organisation
What stays with you
- Agrees the vacancies, role criteria and employment information.
- Approves the relevant campaign content.
- Provides access to the necessary accounts and platforms.
- Funds advertising separately, paid directly to the platforms.
- Interviews candidates.
- Completes references and formal employment and compliance checks.
- Makes offers and hiring decisions.
Longer-term value
Your recruitment investment builds your employer presence.
- Your organisation's name and identity are the ones being promoted.
- You keep control of your own accounts and pages.
- Advertising expenditure is paid directly to the platforms.
- There is no RecMark mark-up on advertising spend.
- Recruitment activity can support recognition of you as an employer over time.
A note on what we will not promise
Advertising builds familiarity; it is not a guarantee of brand growth, and we will not claim otherwise. Access to accounts, handling of applicant information and retention periods are set out in the agreement we sign, and applicant data is used only for the recruitment purpose you agree.
Campaign examples
What a live recruitment campaign looks like.
[Campaign videos and images to be added here with client permission: the role advertised, what the advert communicates and what an interested applicant is invited to do next. Player controls, no autoplay.]
Available until 31 October 2026
Start with two months of support.
A two-month start covering every open role at one of your sites: recruitment campaigns plus a recruiter who calls applicants, follows up on CVs and books interviews with your team. That is the full Gold scope, for a fixed €4,000.
- €4,000 for two months, payable in full on signature.
- Every open role at one site. The full Gold scope: campaigns and human screening.
- Advertising spend is separate and paid to the platforms through your own accounts.
- Subscribe and pay before 31 October 2026. Contact Paul to confirm availability.
After the two months, the service normally continues on Gold at €9,900 per quarter unless another arrangement is agreed with Paul in writing. Cancellation requires 30 days' notice.
Standard plans
Fixed quarterly fees, with or without screening.
Bronze
€4,000per quarter
One role at one site
Advertising only. We create and run the campaign; your team contacts and screens the people who apply.
No screening: your team contacts applicants
Silver
€6,000per quarter
One role at one site
Everything in the advertising work, plus a recruiter who speaks to applicants and arranges interviews for you.
Includes applicant screening
Gold
€9,900per quarter
Every open role at one site
Campaigns and human screening across all of the vacancies at a single location, with a careers area on your own website.
Includes applicant screening
Platinum
Agreed per site
Multiple sites
For groups. Scope is tailored to the organisation, with campaigns and screening coordinated around each site.
Includes applicant screening
Across every plan:Ad spend paid directly to the platformsNo mark-up on ad spendNo setup feeNo placement fee
See full pricing detailQuestions
If this is new to you, start here.
What is recruitment marketing?
It is advertising your vacancies and your organisation to the people you would like to hire. Instead of waiting for someone to search a job board, adverts are placed where potential applicants already spend time, explaining the role, the location and why the job is worth considering. On our screening plans it also covers the work that follows: speaking to the people who get in touch, checking their suitability against the criteria you set and arranging interviews.
Is this just posting vacancies on Facebook?
No. Posting is one small part. We plan who the advert should reach, write it and produce the images or video, build a clear page explaining the vacancy, make it easy to apply from a phone, then review the results and adjust as we go. On Silver, Gold and Platinum a recruiter also follows up with the people who apply.
How is this different from a recruitment agency?
An agency introduces candidates and charges a fee when you hire one. We are not paid per placement. You pay a fixed service fee, the campaigns run through your own accounts, applicants come to your organisation directly, and the candidate interest you build stays with you.
Do we need an internal marketing team?
No. That is the point of the service. You need someone who can agree the vacancy details and approve advert content, and someone to give us access to the accounts we need to use.
Who creates the adverts?
We do. We write the wording and prepare the images or video, then send it to you for approval before anything goes live.
Who contacts applicants?
On Silver, Gold and Platinum, we do: we call the people who apply, talk through the agreed criteria, chase missing CVs, note what we find and book interviews with your team. On Bronze, your own team contacts and screens applicants.
What does our team still need to do?
Agree the vacancies, the role criteria and the employment details; approve advert content; give us access to the accounts we need; interview the people put forward; complete references and formal employment or compliance checks; and make the offers and hiring decisions.
Are advertising costs included?
No. Advertising spend is separate and you pay the platforms directly through your own accounts. We do not add a mark-up to it.
Do campaigns run through our accounts?
Yes, wherever a platform allows it. Your organisation is the advertiser, so the audience you reach and the campaign history stay in your business.
Can we start with one role?
Yes. Bronze and Silver both cover one role at one site. Gold covers every open role at a site.
What happens after the two-month offer?
The service normally continues on Gold at €9,900 per quarter unless you agree a different arrangement with Paul. Cancellation requires 30 days' notice under the agreed terms.
Can you guarantee hires?
No, and we will not pretend otherwise. Hiring outcomes depend on things like the vacancy itself, the location, the pay and conditions on offer, market conditions and how quickly your own process moves. What we commit to is the work: campaigns planned, built and managed, a clear route to apply, and — on screening plans — applicants contacted, checked against your agreed criteria and put forward for interview.
Talk to Paul
Tell Paul who you need to hire.
Share the roles, locations and where the process is taking up your team's time. Paul will explain which level of support could fit.
No form to fill in and no booking calendar — an email or a phone call is all it takes.
Working across several locations? Platinum pricing is agreed per site.