Finding strong technical professionals is never a given. In a market where blue collar talent is scarce, speed and visibility are what settle the score. At HKS The Metal, Roy van Loon plays a key role in this. As a recruiter, he manages recruitment largely on his own, and since adopting Jobilla AIR, his way of working has changed significantly.

Previously, HKS relied on externally built campaigns, but Jobilla AIR shifted the reins back inside the company. This change has enabled faster reactions and more precise targeting in the right channels.

From waiting to full ownership

HKS had worked with Jobilla before, but the campaign construction happened outside the house. With Jobilla AIR, the process was turned upside down. Roy felt the timing was right as he was looking for ways to speed up operations, lower costs, and utilize Meta more effectively to reach technical audiences.

“Before, I had to wait for the campaign to be built. Now I have full control.”

Roy also researched other providers but found that no one else could offer a similar package at this price point. Today, he can build a campaign, fine-tune it with the hiring manager, and launch it in under an hour.

Meta at the core of technical recruitment

HKS focuses heavily on technical and blue-collar roles. For this audience, Meta is a critical channel. While LinkedIn works for specialist roles, Jobilla AIR has become the primary tool for hard-to-fill technical vacancies.

Previously, Meta was a secondary channel for the company, but today it is an integral part of the core strategy. With Jobilla AIR, Roy can reach candidates where they spend their time, turning difficult searches into successful campaigns.

More volume and measurable results

The biggest change since implementing Jobilla AIR has been the volume of campaigns. Roy now runs up to four different campaigns simultaneously, which wasn't possible before. Accessible budgets allow for continuous testing and better visibility, leading to a larger inflow of applicants.

The results speak for themselves: during the first campaigns, HKS managed to fill five challenging roles with ten campaigns. This is a significant achievement in a market where competition for talent is fierce.

Better filtering from the start

Roy particularly appreciates how easy it is to fine-tune campaigns. When a job ad is uploaded to the system, the AI-generated draft is nearly ready. Roy typically adjusts only a few questions to make them more specific.

“If questions are too generic, you still end up calling everyone. Now I can immediately see whether someone is a fit.”

Specific questions help filter candidates at an early stage. Additionally, the analytics show where a candidate drops out of the process, which helps continuously improve the campaign's performance.

Taking the pressure off recruitment

Traditional sourcing on LinkedIn requires constant activity, messaging, and follow-up. Jobilla AIR works on a different logic. Once a campaign is set up correctly, candidates start flowing in automatically.

This reduces pressure in the early stages of recruitment. Roy maintains autonomy and control over the process but benefits from a steady inbound flow. The tool allows him to focus on what matters – meeting people. 

A competitive advantage in the market

Roy believes that Jobilla AIR gives HKS a significant edge. AI will play an even larger role in recruitment in just a year, and the development is already visible. Companies that know how to leverage new tools to reach their target audience will win the battle for talent.

His advice to other companies is clear: Jobilla AIR is suitable for anyone struggling to find good employees and willing to spend a moment understanding their audience. If the tool disappeared tomorrow, Roy would especially miss the opportunities it offers for reaching technical talent.

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