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Job Campaign ​As A Service (JCaaS)​

The Real Hiring Challenge: What Reporting Managers Truly Say to Recruiters When They Want to Hire

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"Candidate must have worked on insurance claims migration from legacy systems to cloud platforms."

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"Experience handling high-volume ERP implementations in startups scaling to 1,000+ employees."

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"Java developer who has migrated applications from Java 8 to Java 17 and implemented microservices architecture at scale"

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"Must indicate willingness to relocate, work in shifts, or travel internationally"

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"Executive assistant who can manage CFO calendar, prepare board decks, and handle investor communications"

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"Expertise in IFRS 17 or ASC 842 compliance"

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"Treasury leader with experience managing forex hedging for $500M+ exposures"

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"Track record of selling complex bundled solutions, not just single products"

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"Must have experience building detailed LBO or DCF models for deals over $100M"

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& so on and so on and son on - the hiring journey continues............

The Real Problem in Recruitment

1

The Role Opens

  1. Business team hands over requirements to HR.
  2. Hiring manager has a clear picture of the “ideal candidate” in mind.

2

Recruiter Interpretation

  1. Internal HR or external agency recruiter interprets the role in their own words.
  2. The real ask rarely gets fully imprinted on the recruiter’s mind.
  3. Hiring manager’s expectations → recruiter’s understanding = gap.

3

Sourcing Begins

  1. Recruiter posts a generic JD on job boards.
  2. Relies heavily on their network or past searches.
  3. Sourcing becomes haphazard and inconsistent.

4

Candidate Mismatch

  1. CVs sent are often 50–60% fit, not 100%.
  2. Hiring managers waste time reviewing irrelevant profiles.
  3. Managers assume “this is just how the recruitment world works.”

5

Recruitment Lifecycle

Any recruitment life cycle = 75% CV sourcing + 25% Tech and HR evaluation

6

75% CV Sourcing (Broken Today)

Recruiters focus on sending “more CVs” instead of the right CVs.

7

25% Evaluation (Organized Today)

Standardized and SOP-driven — coding tests, technical rounds, HR interviews, culture-fit checks

8

Agency Interests

  1. External agencies often share the same candidate with multiple clients.
  2. If another client offers a higher package, your shortlist collapses.
  3. Leads to higher offer dropouts.

9

Employer Brand Impact

  1. Candidates experience disjointed communication.
  2. Smaller or lesser-known companies lose out to big brands.
  3. Employer brand weakens with every mismatch.

10

Extended Time-to-Hire

  1. Even after engaging 7–10 agencies, roles remain open.
  2. Business deadlines slip.
  3. HR teams take the blame.

11

High Cost, Low ROI

  1. Multiple agency fees.
  2. Repeated posting costs. 
  3. Pay 8.33%-25% of salary to agencies for every hire
  4. Still no guaranteed pipeline of interested, pre-screened candidates.

12

Single JD, Many Vacancies

Start searching from zero each time for similar roles

What a Reporting Manager Actually Wants

1

Clear Role Understanding

  1. The hiring manager has a precise vision of the “ideal candidate.”
  2. They know the must-have skills, domain experience, and additional expectations.

2

Decision-Ready Candidate Insights

  1. Not just resumes → they want structured answers to role-specific questions.
  2. Example:
    1. “Have you migrated projects from Java 8 to 17?”
    2. “How comfortable are you with microservices (scale of 1–5)?”
    3. “Have you worked on insurance domain projects?”

3

Standardized, Comparable Data

Every candidate’s response is captured in the same format, making it easy to compare and rank.

4

Faster, Fact-Based Shortlisting

Managers can immediately focus on evaluating the right candidates, without re-explaining requirements or filtering irrelevant resumes.

The Current Reality of CV Sourcing: 

Why is 75% CV Sourcing Broken Today

1

Source 1: Keyword-Driven CV Dumps

  1. Job boards are CV factories → they throw bulk resumes based on keyword matches.
  2. No customization → none of the manager’s actual questions are answered.
  3. Why broken: 75% of the recruitment effort (CV sourcing) is wasted on unqualified or irrelevant candidates.

2

Source 2: Fragmented Sourcing Across Multiple Channels

  1. Recruiters need to post and search across these sources as well:
    1. WhatsApp groups
    2. Facebook niche communities
    3. LinkedIn groups
    4. Internal referrals
    5. Company careers page
  3. Each channel provides candidates in different formats, styles, and levels of detail, making the output inconsistent.

3

Inconsistent Candidate Information

  1. Candidate data comes in varied formats → missing key details, no answers to role-specific questions, and no structure.
  2. Why broken: Managers cannot compare candidates apples-to-apples.

4

High Noise-to-Signal Ratio

  1. 100 CVs arrive → only 5 are genuinely worth a conversation.
  2. Impact: Delays in shortlisting, wasted effort, frustration for both managers and recruiters.

Why This Frustrates Reporting Managers

1

Wasted Time Explaining Again & Again

Requirements that should’ve been captured upfront get repeated in every round.

2

Inconsistent Candidate Data

One resume has skills listed, another doesn’t, third one is badly formatted → no comparability

3

No “Apples-to-Apples” Comparison

Managers can’t line up candidates on the same scale → shortlisting takes longer.

4

Broken Outcomes

  1. Delayed shortlisting
  2. Missed timelines
  3. Frustration with HR & recruiters

How Traditional Recruitment Outsourcing Harms Employer Brand

1

Impersonal Candidate Experience

  1. Generic CV outreach and bulk emails make candidates feel like just another number.
  2. Impact: Your company appears transactional, not human-centric.

2

Inconsistent Messaging

  1. Different sourcing channels deliver varied messages and experiences.
  2. Impact: Candidates receive mixed signals about your company’s culture and values.

3

Perception of Disorganization

  1. Inconsistent or incomplete candidate information creates delays and confusion.
  2. Impact: High-quality candidates may perceive your hiring process as chaotic and unprofessional.

4

Lost Top Talent

  1. Slow response times and poor shortlisting processes frustrate candidates.
  2. Impact: The best talent may decline offers or accept competing roles, affecting both current hiring and long-term brand reputation.

5

Hidden Employer Brand

  1. Agencies often withhold details about your employer brand, fearing candidates might bypass them and aply directly or their competition might poach you as a client.
  2. Deep Impact: Candidates never see your true value proposition → lower engagement and weaker employer perception.

JCaaS: Job Campaign as a Service

After tens of discussions with HR leaders, TA heads, GCC Leaders, Tech Leaders, multiple reporting managers, and startup founders, the Renous team identified the recurring challenges in traditional hiring. Drawing on these insights and our own experience as a recruitment agency, we built JCaaS (Job Campaign-as-a-Service)—a structured, candidate-focused solution designed to deliver decision-ready profiles, reduce offer dropouts, and strengthen your employer brand.

What is JCaaS

JCaaS (Job Campaign-as-a-Service) is Renous’ innovative approach to hiring. Unlike traditional recruitment agencies that often deliver generic CV dumps, JCaaS is designed to provide decision-ready candidate profiles, pre-screened and aligned with your specific role requirements. It combines structured sourcing, employer branding, and candidate engagement in a single, efficient campaign.

How it works:

Instead of hiding your company name, we put it front and center. We create campaigns across multiple platforms that attract candidates to your specific company while screening them for your requirements.

How JCaaS Works

Get 25-40 pre-screened candidates monthly (T+30 days) while promoting your company brand. Own every candidate profile. No repeated fees for similar roles.

Step 1

Set up: Job Intake & Alignment

We start with a session between your hiring manager, HR, and our campaign managers to understand the role, ideal candidate profile, and key screening parameters.

Step 2

Customized Job Application Form

For each role, we create a branded application form with role-specific questions, ensuring candidates provide the insights you really need.

Step 3

Multi-Channel Campaign Launch

Your job is posted across multiple channels—job boards, WhatsApp groups, LinkedIn communities, referrals—while maintaining a consistent, structured format for all candidate responses.

Step 4

Inclusive Job Posting & Ad Spend

  1. All paid job boards, ad spends, and unpaid postings are included in the same campaign.
  2. Impact: No additional cost or effort; everything runs under a single, integrated process.
Step 5

Employer Branding Integrated

Each campaign is run under your own employer brand, clearly presenting your culture, values, and unique value proposition.

Impact: Candidates immediately recognize your company as an attractive workplace → stronger engagement and higher quality applications.

Step 6

Employer Value Proposition (EVP) Embedded

  1. Every application form carries your Employer Value Proposition. If your EVPs are not ready, our team works with you to create them—no campaign starts without a strong EVP.
  2. Impact: Candidates understand why they should join your organization → better alignment and higher engagement.
Step 7

Genuine Candidate Interest

With a customized application form and clear EVPs, candidates now start applying who are genuinely interested in the role and your company.

Impact: Reduces passive or low-intent applicants → higher quality pool.

Step 8

Decision-Ready Applications

  1. Each application is tailored with your specific questionnaire, so only candidates who spend time answering your questions apply.
  2. Deep Impact: No “apply-to-all” generic submissions → every application is meaningful and ready for evaluation.
Step 9

Week 1: Campaign Results Submission

Our team compiles all candidate responses and resumes from the campaign. You receive the entire pool of pre-screened, decision-ready candidates, ready for your internal HR or hiring team to review and take the next steps.

Impact: Full visibility and control over the talent pool → your team can shortlist and schedule interviews directly, without relying on us to filter.

Step 10

Deliverables

  1. You receive a single, super-easy, filterable Excel file that compiles all candidate responses and attached resumes from all sourcing channels—paid job boards, ad spends, WhatsApp groups, LinkedIn communities, internal referrals, and more.
  2. Every candidate has answered your 100% customized questionnaire, making comparison straightforward and decision-making faster.
  3. Impact: One centralized, structured output from multiple sources → no juggling between platforms, full visibility, and easy shortlisting by your HR team.
Step 11

Week 2-4: Campaign Enhancement

If needed, we enhance the campaign in the following weeks based on candidate responses and engagement metrics. This may include tweaking messaging, adding new sourcing channels, or adjusting the questionnaire to attract even better-fit candidates.

Impact: Continuous optimization ensures the talent pool keeps improving and remains aligned with your requirements.

Step 12

Dedicated Headhunter Deployment (If Needed)

  1. If, for any reason, the campaign doesn’t produce sufficient high-quality responses, we deploy a dedicated human headhunter to ensure the role is covered.
  2. Impact: Guarantees that no campaign output is lost, and every open position receives the attention it deserves.
Step 13

Man + Machine Service

JCaaS is a hybrid approach combining human expertise with technology. Campaign managers, sourcing specialists, and headhunters work alongside automated tracking, filtering, and multi-channel posting systems.

Impact: Ensures high-quality candidate engagement, efficiency, and scale, while maintaining personalized touch where it matters.

Step 14

Accurate Alignment with Reporting Manager’s Needs

  1. JCaaS ensures that the exact expectations of the reporting manager—skills, experience, domain expertise, and role-specific questions—are fully captured and reflected in every candidate application.
  2. Impact: Eliminates the common gap between what the manager wants and what recruiters deliver → every candidate profile is aligned with your requirements from the start.
Step 15

Reusable Talent Pool for Future Hiring

All candidates collected through a JCaaS campaign are owned by your organization and can be reused for future roles.

Impact: Reduces repeated sourcing effort, shortens hiring timelines, and allows your HR team to tap into a pre-screened, decision-ready talent pool for upcoming positions.

Step 16

Cost Efficiency for Multiple Vacancies

  1. If you’re hiring multiple positions under the same job description, there’s no need to pay multiple agencies repeatedly. One JCaaS campaign covers all vacancies efficiently.
  2. Impact: Significant cost savings and simplified vendor management, while maintaining high-quality candidate sourcing.
Step 17

Employer Brand Boost

Every candidate interacts with your brand throughout the campaign, increasing engagement and awareness, even if your company is lesser-known.

Employer Brand Enhancement Through JCaaS

1

Employer Brand Assessment

We review your current employer branding, EVP (Employer Value Proposition), and messaging to understand strengths and gaps.

2

Tailored Messaging in Job Campaigns

Every JCaaS campaign incorporates your employer brand messaging, highlighting your culture, values, and unique benefits.

3

Custom Application Forms with EVP Integration

Each candidate applies through a form that showcases your EVPs and aligns with your brand tone, making the first candidate touchpoint impactful.

4

Consistent Branding Across Channels

All job postings—paid boards, WhatsApp groups, LinkedIn communities, internal referrals—carry the same brand messaging, ensuring a consistent experience.

5

Strengthened Candidate Perception

Candidates see a professional, coherent, and attractive employer brand, increasing engagement and interest in applying.

6

Brand Insights & Feedback

JCaaS provides real feedback on how your brand performed during the campaign, helping refine messaging for future hiring drives. 

Minimizing Offer Dropouts with JCaaS

1

Pre-Screened, Decision-Ready Candidates

Candidates apply only after filling your customized questionnaire. They are genuinely interested and understand the role requirements.

2

Transparent Employer Branding

Every campaign communicates your company values, culture, and EVP upfront, building candidate confidence and reducing surprises during the offer stage.

3

Exclusive Candidate Pool

Unlike traditional agencies, JCaaS does not share candidates with multiple clients, eliminating competing offers for the same talent. Each candidate is engaged exclusively for your campaign, even if they appear in other campaigns later.

4

Alignment with Reporting Manager Expectations

Candidate profiles are tailored to what the hiring manager actually wants, reducing the risk of mismatch or rejection after the offer.

5

Continuous Engagement

Candidates remain engaged through the campaign via updates and interactions, ensuring they stay committed throughout the hiring process.

6

Data-Driven Decision Making

With all responses captured in a structured Excel file, HR teams can shortlist faster and schedule interviews efficiently, reducing delays that often lead to offer dropouts.

The True Cost of Hiring

Aspect

Traditional Recruitment Agency

JCaaS (Renous)

Setup / Onboarding Fee

From Nil to a retainer: Often charged (₹50k–₹1L per role)

Nil for now

Campaign / Role Fee

Percentage of CTC (typically 8.33%–25%)

Fixed, transparent (per role per month)​

Multiple Openings for Same JD

Separate fees per role

No additional cost

Paid Job Board Costs

Both options: Paid separately by client or included in the success fee

Included in JCaaS

Unpaid / Community Postings

Included

Included

Candidate Screening

Limited initial screening; often generic CVs

Pre-screened against role-specific questionnaire

Customization

Usually keyword-based CV search

Fully customized application forms reflecting reporting manager’s requirements

Employer Brand Visibility

Minimal; agency may protect their own interest

Every campaign runs under client’s brand

Offer Dropout Risk

Higher; agencies may share candidates across clients

Reduced; candidates not shared with multiple clients

Access to Talent

Limited to agency’s CV database + job boards

375+ sourcing channels Paid and Unpaid (WhatsApp, LinkedIn, communities, Renous website traffic, Renous WhatsApp Channel)

Control & Ownership of Talent Pool

Agency retains control; client may not have access to all candidates

Full ownership; reusable for future hiring

Time Spent by Hiring Manager

Significant time spent re-explaining requirements and reviewing irrelevant CVs

Focused on reviewing pre-qualified candidates

Scalability

Scales with additional cost per role

Easily scales across multiple roles or locations

Decision-Ready Output

Mostly unstructured CVs with minimal decision-making info

Filterable Excel with candidate responses and attached resumes

Man + Machine Advantage

Mostly manual processes

Yes, ensures quality & efficiency


JCaaS consolidates all sourcing channels, reduces cost per hire, and delivers pre-screened, structured candidate data, while traditional agencies are costlier, fragmented, and often less aligned with what the hiring manager truly wants.

Top questions answered

Our clients save lakhs annually with JCaaS


You still own all the CVs for future hiring. Most clients hire 2-4 people from each campaign over 6-12 months.

We create screening questions with you, and every candidate answers these before we send them to you. Also, using your company name attracts people actually interested in working for you.

Yes. We can adjust screening questions and campaign messages based on what we learn.

The awareness continues. Many clients get direct applications months after campaigns end because more people know about them.

We handle the professional campaign management, post on multiple platforms, do systematic screening, and only send you qualified people. You get the company promotion benefits plus expert execution.

Every CV we find belongs to you. No future fees for hiring from the same database.

Every campaign uses your company name and promotes your benefits to potential candidates.

We search on all possible paid and unpaid platforms to find candidates wherever they are

Pay the same amount regardless of who you hire or how many people you hire.

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We create screening questions specific to your needs and company.

Get new candidates every week with full transparency on campaign progress.

Candidates know about your company before applying, so they're more interested.

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Reduced drop out during the hiring process as the employer directly enagges with the candidates

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GCCs, Startups, Tech firms, PE & VC Funds are now building permanent candidate pipelines with JCaaS

Renous is on a mission to permanently redesign & reshape the recruitment landscape in India

Contact us