Quick snapshot

• Client: Ron Hill Automatics

• Location: Sunshine Coast

• Role: Transmission mechanic / transmission specialist (experienced)

• Status: Campaign launching

The situation

Ron Hill Automatics needed to hire an experienced transmission mechanic on the Sunshine Coast.

The usual approach (posting a text ad on a job board and waiting) wasn’t the best fit for this role — the right people are often already employed, and they’re not spending their nights scrolling Seek.

The goal

Create a campaign that:

• Reaches the right locals (including passive candidates)

• Shows what the workshop is actually like

• Makes it easy to apply on mobile

• Brings in better-fit applicants, not just more applicants

What we built

1) Recruitment videos (the “proof”)

We captured real footage that answers what good techs actually want to know:

• Who they’ll be working with

• What the workshop standards are

• What the day-to-day looks like

• What kind of work they’ll be doing

Deliverables:

• A main “what it’s like to work here” video

• Supporting clips from the team

• Cut-downs for paid ads

2) A simple landing page that converts

Instead of sending people to a generic job post, we built a dedicated careers landing page designed to turn interest into applications.

What’s on the page:

• Clear role overview (no fluff)

• “Who we’re looking for” and role responsibilities

• Application requirements (so people self-select)

• Video sections: what it’s like to work at Ron Hill + hear from the team

• A clear, repeated Apply Now CTA

3) Paid ad campaign setup

We set up paid ads to put the videos in front of the right locals on the Sunshine Coast — including people who aren’t actively job hunting.

Why this approach works

Text-only job ads make you sound the same as everyone else.

Video lets candidates quickly see:

• The vibe

• The standards

• The people

• The opportunity

That’s how you attract better-fit applicants and reduce time wasted on the wrong ones.

What we’re tracking (once live)

We’ll measure what matters for hiring — not vanity metrics:

• Applications

• Cost per applicant

• Applicant quality (fit + experience)

• Time-to-hire

Preview

• Landing page: (add screenshots)

• Video examples: (embed the main video + 1–2 cut-downs)

Want something similar for your business?

If you’re hiring and job boards aren’t cutting it, we’ll tell you straight what to do next.

Book a 15-minute discovery call.

Below is an early example of what the landing page will look like.