A lead generation strategy built for your business — industrial expertise, Chicagoland market, and a fee structure where we only win together.
Your industrial background is real credibility — not a liability. The companies you've served are exactly the companies that struggle most to hire right now.
The gap is visibility. You've grown on relationships, which is great. But relationships don't scale. A systematic program does.
The real opportunity: Mid-level operations and plant management roles ($60–120K) are too senior for temp agencies and too "blue-collar" for executive search firms. That gap is yours to own.
The $60–120K middle layer. Too senior for staffing agencies. Too trade-oriented for executive search. Wide open.
Chicagoland is a national logistics hub. These roles are exploding. Very few recruiters understand the domain.
Illinois is a major food production state. GMP and FDA compliance knowledge is required. Almost nobody markets to this specifically.
We don't position as a generalist who does industrial. We position as a specialist in operations-heavy businesses — which earns more, closes faster, and commands higher fees.
They've already tried Indeed. They've been waiting 6 weeks. A key person quit and now someone above them is asking questions. They're ready to pay.
Primary buyer: VP of Operations, Plant Manager, or business owner of a 50–500 person manufacturer who's done with waiting and wants someone who speaks their language.
A sudden departure or failed hire. A new contract that requires rapid staffing. A compliance-critical role that's been open too long. A growth spike the internal team can't keep up with.
Google captures people who already know they have a problem and are actively looking for a solution. That's the highest-intent traffic available.
LinkedIn is expensive ($500+ per lead) and better for outbound once you're established. Meta is for passive audiences — wrong for this acquisition goal.
Projected at $8–10K/month ad spend, optimized campaign.
Google Search campaigns targeting mid-funnel hiring intent. High CPC but high intent. Converts.
Google Display retargeting website visitors who didn't convert. Cheap impressions, keeps you top of mind.
Blog content answering the cost and process questions buyers are Googling. Compounds over time. Lowest long-term CPL.
Targeted outreach to Ops Managers in Chicagoland once the inbound engine is running.
At a 3:1 LTV:CAC ratio, a program is considered healthy. This program targets 6:1 — meaning for every dollar spent on advertising, six dollars comes back in placement fees.
Numbers assume 25% lead-to-qualified-prospect rate and 25% close rate. Conservative. Improves with optimization.
| Component | What it covers | Market rate | Your rate |
|---|---|---|---|
| Strategy & Setup One-time, due at kickoff |
Positioning, keyword research, campaign architecture, landing page brief & copy. The foundation. | $3,000 | $2,000 |
| Monthly Management 90-day minimum |
Campaign management, optimization, A/B testing, reporting. Full execution every month. | $2,500/mo | $2,000/mo |
| Performance Fee Per closed placement |
Flat fee per placement sourced from campaigns I manage. Only applies when you collect a fee. | — | $750/placement |
| Ad Spend Passed through at cost |
Google Ads budget, billed directly or passed through. No markup. Start at $3–5K, scale to $8–10K. | — | Cost only |
The retainer covers my time. The performance fee means I'm invested in every placement — not just every invoice. I only win when you win.
Strategy doc delivered. Landing page live. Campaigns structured and launched. First leads in the pipeline by week 3–4. Ad spend: $3–5K.
Cut what isn't converting. Double down on what is. Refine landing page copy. First qualified conversations happening. Ad spend: $5–8K.
First placements from the program. Pipeline regularizing. Scale ad spend toward $8–10K. Begin SEO content track in parallel.
Google retargeting added. LinkedIn outbound layer introduced. Referral partnerships activated. Program runs itself with ongoing management.
The strategy fee gets us to a written plan and a live campaign. The 90-day commitment gives us enough data to know what's working. After that, it either earns its keep or we adjust.