Primary industries marketing and recruitment
Tally runs recruitment and reach campaigns for primary industries operators. Seafood and aquaculture, forestry and wood processing, horticulture and food processing businesses use us to fill crews, plant roles and seasonal rosters, and to reach buyers and partners, measured in qualified applications and enquiries.
Who we work with
Seafood and aquaculture
Crew for vessels and farms, and staff for processing, where the roles are hard to explain in a job ad and harder to fill.
Forestry and wood processing
Crews and mill roles in regions where the right people are not scrolling job boards.
Horticulture
Packhouse and seasonal rosters that have to be filled by a fixed date each year.
Food and meat processing
Plant roles and shifts, with campaigns that show the work honestly so the people who apply are more likely to suit the job.
Recruitment campaigns, not job ads
Many of the people who would suit a crew or plant role are not looking at job boards. They are on Facebook and Instagram most days. We make short video that shows the real work, the place and the people, run it as Meta ads under Meta's employment ad rules to the regions you hire from, and send applicants to a short form they can finish on a phone.
Every campaign is measured in qualified applications, not views.
Reach with buyers and partners
Some operators do not need staff. They need the right buyers, partners or communities paying attention. For those we run reach and enquiry campaigns built on the same honest content.
What we usually run
How it is measured
Qualified applications and the cost of each one for recruitment, and enquiries for reach and supplier campaigns. We agree the number at the start and report on it every week. We do not promise results or set contractual targets.
Pricing is set after the free audit. Call Zak on +64 22 305 3853, or request a free audit.
Primary industries FAQ
Do you do recruitment marketing for seafood, forestry and horticulture?
Do you do recruitment marketing for seafood, forestry and horticulture?
Yes. Recruitment is the most common primary industries brief we take: crews, plants, gangs, packhouses and seasonal rosters, measured in qualified applications. We make short video of the real work, run it as Meta ads to the regions you hire from, and send applicants to a form short enough to finish on a phone.
Why use social media ads for recruitment instead of job boards?
Why use social media ads for recruitment instead of job boards?
Because many of the people who would suit hands-on roles are not browsing job boards, but they are on Facebook and Instagram most days. Ads reach them where they already are, with video that shows the job honestly. Job boards still have a place, and social ads add the people who were never going to search.
Are there rules for running job ads on Facebook and Instagram?
Are there rules for running job ads on Facebook and Instagram?
Yes. Meta treats job ads as a special ad category, which limits targeting by age, gender and narrow location to prevent discrimination. Campaigns have to be built within those rules from the start, which changes how the creative and the audience are planned. We set recruitment campaigns up under the employment category as standard.
When should a seasonal employer start recruiting?
When should a seasonal employer start recruiting?
Two to three months before you need the people, so the campaign is already working when the season opens. That leaves time to shoot content, test the ads and screen applicants without rushing. Starting a fortnight out usually means fewer good applicants to choose from.
How much does a recruitment campaign cost?
How much does a recruitment campaign cost?
We quote after a free audit, based on the number of roles, the regions, the content needed and how long the campaign runs. Ad spend is separate and paid from your own Meta ad account. The campaign is judged on cost per qualified application, so you can compare it with what the roles currently cost to fill.