Looking for skilled specialists and experienced managers? With our cutting-edge, AI-powered social recruiting approach, we connect you with the right candidates, where they are every day: on social media and professional networks. Our digital-first strategy ensures we reach both active and passive job seekers seamlessly, without the usual roadblocks.
Looking for skilled specialists and experienced managers? With our cutting-edge, AI-powered social recruiting approach, we connect you with the right candidates, where they are every day: on social media and professional networks. Our digital-first strategy ensures we reach both active and passive job seekers seamlessly, without the usual roadblocks.
Hire & Fire® is
known from:
Traditional job ads only reach 10% actively job-hunting. That’s why we’ve developed a smarter way to recruit. Our method leverages social media and advanced digital strategies to connect with skilled specialists and managers even those who aren’t actively looking and turn them into real applicants for your business.
Latently dissatisfied, not
actively looking for a job
Satisfied, open to job offers
Actively looking for a job
Latently dissatisfied, not actively looking for a job
Satisfied, open to job offers
Not willing to change
As a leading innovator in heavy machinery manufacturing, Stahlwerk AG, with a workforce of approximately 500 employees, ranks among the oldest companies in Upper Austria’s mechanical engineering sector. Historically, the company recruited only 3 to 4 electrical engineers (m/f/d) annually using traditional recruitment methods, which posed a considerable hiring challenge. However, a focused two-month recruitment campaign in collaboration with TalentFlow successfully resulted in the hiring of 8 electrical engineers (m/f/d). TalentFlow continues to support Stahlwerk AG with digital recruitment strategies for various other positions.
NordVersicherung AG, a specialist in financial loss liability insurance, faced difficulties in sourcing qualified underwriters-either lawyers or business graduates with expertise in risk assessment and procurement. Due to the role’s complexity, conventional recruitment methods proved largely ineffective. A targeted recruitment campaign was implemented, leading to the successful hiring of five new underwriters within three months.
TechNova Group & Co. KG, a three-time winner of the “SAP System House of the Year” award and an SAP Gold Partner, provides ERP, finance, and analytics solutions. Many SAP-related positions have become increasingly difficult to fill through traditional hiring channels. By employing innovative recruitment strategies, TechNova has been able to quickly staff various SAP roles-including SAP Consulting Trainee, SAP Consultant CO, SAP System Engineer, and SAP S/4HANA Cloud Consultant-with highly qualified specialists and managers.
As a leading innovator in heavy machinery manufacturing, Stahlwerk AG, with a workforce of approximately 500 employees, ranks among the oldest companies in Upper Austria’s mechanical engineering sector. Historically, the company recruited only 3 to 4 electrical engineers (m/f/d) annually using traditional recruitment methods, which posed a considerable hiring challenge. However, a focused two-month recruitment campaign in collaboration with TalentFlow successfully resulted in the hiring of 8 electrical engineers (m/f/d). TalentFlow continues to support Stahlwerk AG with digital recruitment strategies for various other positions.
NordVersicherung AG, a specialist in financial loss liability insurance, faced difficulties in sourcing qualified underwriters-either lawyers or business graduates with expertise in risk assessment and procurement. Due to the role’s complexity, conventional recruitment methods proved largely ineffective. A targeted recruitment campaign was implemented, leading to the successful hiring of five new underwriters within three months.
TechNova Group & Co. KG, a three-time winner of the “SAP System House of the Year” award and an SAP Gold Partner, provides ERP, finance, and analytics solutions. Many SAP-related positions have become increasingly difficult to fill through traditional hiring channels. By employing innovative recruitment strategies, TechNova has been able to quickly staff various SAP roles-including SAP Consulting Trainee, SAP Consultant CO, SAP System Engineer, and SAP S/4HANA Cloud Consultant-with highly qualified specialists and managers.
Attract top talent with modern employer branding and social recruiting and connect with skilled professionals, even those not actively job searching.
We define a targeted application profile to address the right candidates in the application funnel.
We reach the right target group, passive and active job seekers, and inspire potential employees to be interested in you.
The innovative digital recruiting bot from Hire & Fire prequalifies applicants quickly and easily.
You keep track of everything in the dynamic dashboard and contact the best candidates by phone.
I reached out to Hire & Fire when we urgently needed skilled workers. Thanks to their targeted campaign and seamless collaboration, we successfully hired three new employees within three months and still have two promising interviews lined up. The results speak for themselves. If you’re searching for qualified talent, I highly recommend partnering with Hire & Fire. Thank you for the outstanding support!
Nadine El-Rami
Our experience with Hire & Fire has been nothing short of impressive. Their professionalism, quality, and industry know-how stood out from the start. With their ongoing campaign management and proactive communication, we’ve already secured several interviews for our open role. We’ll definitely continue working with them as our go-to recruiting partner.
Daniel R. Hayes
A plumbing specialist in Sendling, Munich, has been heavily impacted by the skilled labor shortage. With Hire & Fire, we’ve found a reliable partner who brings innovative recruiting solutions to the table. Their support has been crucial, and we look forward to continuing this strong partnership.
Markus Steinbauer
Hire & Fire is a dynamic, forward-thinking company that delivers effective solutions across marketing, sales, and recruitment. Their fast onboarding, deep expertise, and efficient methods have truly impressed us. A clear recommendation from our team!
Jane Okafor
In a short interview, the CEO answers the most important questions about digital recruiting and provides insights into the innovative Hire & Fire Digital Recruiting® method.
The real problem isn’t a lack of skilled workers or managers they’re out there. In fact, many of them have been excellently trained over the past decades. The issue? They’re already employed and not actively searching for new opportunities.
Meanwhile, companies looking to hire typically turn to job portals, newspaper ads, or the employment office. But that’s not where top talent hangs out. These professionals aren’t browsing job listings they’re busy working.
So the core hurdle is this: the best candidates aren’t visible through traditional recruiting channels. That’s what makes finding them so difficult.
In marketing whether digital or traditional there are two primary approaches: Pull und Push.
That’s where we come in. Our strategy is built around push marketing. We use the same kinds of ads companies use to attract customers or build brand awareness but we tailor them to attract skilled professionals.
These ads are designed to catch the eye of high-performing employees who aren’t job hunting but could be tempted by the right opportunity. And it works really well.
Traditional recruiting typically follows two paths:
We reach professionals who aren’t actively job-hunting, just like a headhunter would. But instead of cold-calling, we attract them with targeted digital ads. And just like with a job ad, they still have to take the step of applying meaning they’re genuinely interested. It’s the best of both worlds.
Think of the job market like an iceberg. The visible tip above water? That’s the small fraction of people actively seeking jobs. And even within that group, you have extremes some are top-tier candidates, others are disengaged or unmotivated.
Now look below the surface. That’s where the real potential lies—professionals who are employed, but quietly dissatisfied. They’re not job hunting, but they could be persuaded.
That’s exactly where we focus our efforts. We specialize in tapping into this hidden talent pool and bringing those candidates to your door.
Social media platforms like Facebook and Instagram offer an enormous wealth of data. We harness this data to laser-target our ads to exactly the right audience.
These platforms allow us to create incredibly precise candidate profiles based on behavior, interests, job roles, and more. Then, we serve up ads that speak directly to them, in a space where they already spend their time.
It’s smart, effective, and exactly what the current talent landscape demands.
This is followed by the next step. We address the target audience in a very specific way. On both Facebook and Instagram, we can play very long texts or use promotional videos to address them. Once we have piqued their interest, the potential candidate is drawn to another website that reveals more about the job. Many years of experience have led us to use a very specific chatbot technology for this step, which pre-qualifies these candidates. This means that instead of the classic request for CVs, cover letters, references or certificates, we ask targeted questions about the specific position.
The qualification of the questions already gives us an initial clear picture of the applicant, from which we can determine whether they are actually suitable for the position. We also pass this information back to Facebook so that we can use the system to play with Facebook’s algorithm and further improve the query. As a result, and with the help of Facebook’s enormous amount of data, increasingly better candidates emerge from the recruitment process. Finally, we provide an applicant dashboard where our customers can take a closer look at the A and B applications we have found. We naturally recommend calling the A applications as quickly as possible, but also taking a look at the B applications to see if there is a suitable candidate there too.
We have continually developed and refined this well-functioning process over the past three years. Our experience and optimized approach ultimately led to us using this methodology in a wide variety of professional fields, from traditional skilled trades to commercial professions, nursing, IT, etc. We have even cracked the supposedly difficult professions.
Anyone who has recognized that this methodology has already replaced traditional recruiting processes and is interested in using it for their own company can schedule a non-binding consultation with us via this website. During this consultation, we will analyze the potential and whether the company, the environment, and the region are promising for this approach. We will then provide you with a customized offer.
Hire & Fire
Our Global HQ
Romania
Soseaua Colentina, nr. 16, Bl. A5, Ap. B44, Sector 2, Bucuresti.
Kuwait
Shayma Tower, Murgab, Block 3, Plot 8 A + 8 B, 10th Floor, Omar Bin Al Khattab Street,Kuwait City 54600
Australia
Level 2, 1 Southbank Boulevard, Southbank, Australia
© 2025 Hire & Fire® All right reserved.
© 2025 Hire & Fire ® All right reserved.
Romania
Soseaua Colentina, nr. 16, Bl. A5, Ap. B44, Sector 2, Bucuresti.
Kuwait
Shayma Tower, Murgab, Block 3, Plot 8 A + 8 B, 10th Floor, Omar Bin Al Khattab Street,Kuwait City 54600
Australia
Level 2, 1 Southbank Boulevard, Southbank, Australia