Meta Ads for Recruitment Agencies in the UK

Cold targeting cannot tell a hiring manager from a job seeker, so we do not spend on it. Meta earns its place as retargeting: the manager who visited the process page, the fee page or a sector page from search or Google Ads and did not enquire sees a plain reminder over the following weeks. Audiences are built from page visits and video views, never from a candidate database or a client list uploaded to the platform.

The creative explains, it does not pressure. A consultant on camera explaining how a brief runs in the first two weeks, a still of the sector pages, a short clip on retained versus contingency. No countdown, no claim about a hire, no salary figure written on a screen. Every piece is reviewed before it runs, and the owner approves what can be shown.

The Conduct of Employment Agencies and Employment Businesses Regulations 2003 shape what an advert can say. Regulation 27, as we read it on legislation.gov.uk, requires every advertisement issued by an agency to state the full name of the agency and, for each position advertised, whether it is for temporary or permanent work. An agency may not advertise positions unless it has information about the specific positions and the hirer's authority to find work-seekers for them, and where an advert gives rates of pay it must state the nature of the work, the location and the minimum experience, training or qualifications required. Every ad we build carries the agency's full name, and any advert for a position says whether it is temporary or permanent. HeyLead is not an employment agency and holds no licence. The owner confirms the compliance position with their own adviser.