Every question US operators ask.

We're a done-for-you social recruiting operator for US employers. We build and run paid ads on Meta, TikTok, and Google, produce the short-form video, run a qualifying funnel, and manage a mini recruiting CRM so pre-screened candidates land on your calendar. You still make every hiring decision.

No. We're not a staffing agency, PEO, employer of record, or job board. We don't rent you bodies, mark up wages, or charge per hire. We build your own hiring pipeline and hand you the operating system to keep filling it.

Job boards charge you per click or per applicant, and every other employer sees the same candidate pool. We create sector-specific creative that runs in social feeds where your candidates already scroll — then we qualify them before they hit your calendar. Different pool, different intent, different outcome.

Agencies charge 15–25% of first-year salary per hire and disappear when the ad spend stops. We charge a flat monthly retainer, and every dollar builds a permanent asset — your creative library, your CRM, your pipeline. You own it.

A flat monthly retainer plus your paid-media budget. No per-hire fees, no wage markup, no long lock-ins. We size the retainer to your hiring volume and share exact pricing on a strategy call.

Most operators start between $1,500 and $5,000/month in ad spend depending on role wage, geography, and volume needed. Higher-wage clinical roles need more, hourly hospitality roles need less. We tell you the honest minimum in the workshop.

Rough math: a $18/hr warehouse worker at a staffing agency costs you a 30–50% markup — roughly $22,000/yr per seat, forever. Our retainer plus ad spend for the same seat usually pays back inside 60 days and stops the bleed after that.

First qualified booked interviews typically land within 7–14 days of ads going live. Full pipeline stabilizes in weeks 3–6 as we optimize creative and audience.

Depends on wage, role, and market — but a single hourly-role campaign commonly produces 20–60 booked interviews per month. Your close rate on those interviews sets the hire count.

No one honestly can — hiring depends on your offer, interview close rate, and job reality. We guarantee the machine: booked interviews on your calendar, qualified against your signed-off criteria, or we keep working the funnel until you're satisfied.

High-churn, hourly-heavy US employers: healthcare and senior care (CNA, HHA, RN, caregivers), skilled trades and home services (HVAC, plumbing, electrical, roofing), hospitality and restaurants (FOH/BOH), logistics and warehousing (drivers, warehouse ops), and multi-unit retail.

Yes, if you have consistent hiring need (a restaurant, a clinic, a single warehouse). The machine works at 1 unit or 500 — the retainer size just scales.

TalentZilla US serves US employers only. For the UAE, see our sibling brand at talentzilla.ae.

You do. Ad accounts, creative assets, applicant data, CRM records — all yours. If we ever part ways, you keep the machine.

Our ad creative and screening questions are designed around bona-fide job-related criteria (BFOQ), not protected class filters. You retain final control of screening and hiring; we recommend your own employment counsel review offers and decision workflows.

Candidate consent is captured at the funnel step for both messaging and follow-up. We follow TCPA and CCPA norms for opt-in, opt-out, and data access. See our privacy policy for detail.