Hiring Lead Funnel for Manufacturing Companies
Role: Freelance Performance Marketer
Service: Lead Generation + WhatsApp Funnel + Candidate Activation
Client Segment: Manufacturing Companies (Blue-Collar Hiring)
Primary Channels: Meta Ads, WhatsApp, YouTube
Status: Live & ongoing
Overview
EfficacyAMS helps manufacturing companies hire blue-collar workers by generating job leads through Meta Ads and converting them into candidates through a WhatsApp-based qualification funnel. The focus is on speed, relevance, and local-language communication so HR teams can fill manpower gaps efficiently.
The Problem
Manufacturing companies struggle with consistent manpower shortages. Traditional job portals are slow, resume-dependent, and don’t work well in Tier-2/Tier-3 markets. Candidates prefer WhatsApp over forms, and HR needs fast qualification, not long pipelines. This leads to delayed hiring, overtime costs, and production pressure during peak seasons.
Key Insight
Blue-collar hiring works best when the process is simple, quick, and local. A WhatsApp-first funnel reduces drop-offs because candidates can confirm interest without resumes, English, or portals. Trust and clarity drive conversions more than branding or tech.
Design Approach
Instead of relying only on ads or job portals, the approach focused on building a hiring ecosystem using channels that candidates already trust and use daily.
- Meta Ads for candidate acquisition
- WhatsApp for qualification + communication
- Tamil-first content for clarity and accessibility
- HR handoff workflow for fast shortlisting
- YouTube Channel (UngalJobs) to build trust and reach → Grew from 0 to 20K+ subscribers
UngalJobs helped candidates understand roles, company expectations, and interview information, making hiring more repeatable and less dependent on paid campaigns alone.
Built for hiring trust + awareness
The Solution
A structured hiring funnel that moves candidates from ad → WhatsApp → qualification → HR → interview. This improved hiring speed, interview show-ups, and manpower stability, while reducing cost per candidate and dependency on traditional portals.