Recruiting talent is hard enough when you are working with a big budget. How about when you're not? Let's just say the challenge gets…interesting. But here is some good news: being creative often beats throwing money at the problem.
I’ve been in these shoes before - from being thrown into recruiting as a manager with no training, as an HR Generalist working side by side tenured recruiters, and even tasked with creating a recruiting strategy and process on a shoestring budget as a consultant. It’s overwhelming at first. I have asked myself many times, where do I even start? How are we supposed to compete with big companies that have shiny perks and endless resources?

With a little ingenuity, innovation, and a lot of authenticity, you can build a recruitment strategy that doesn't just save your budget but also elevates your employer brand. Lets dive into some ideas you might not have tried yet, and trust me, these go way beyond the usual “employee referral” policy.
Don’t freak out, these challenges are NOT uncommon, but they are absolutely solvable. Let me walk you through some creative strategies and the real-world hurdles they can help you overcome.
Step 1: Rethink Your Job Ads
Job ads are not just a list of responsibilities and requirements - they are your first chance to make a lasting impression. Think of them like dating profiles: you are trying to woo top talent, not bore them to tears.
Use Storytelling: Instead of generic bullet points, tell a story about the role. Paint a vivid picture of a day in the life of that position, or share a success story from a current employee in a similar role. This humanizes the job and makes it easier for candidates to envision themselves in the role.
Show Personality: If your company has a quirky, fun, culture, let it shine. A little humor or a clever headline can go a long way in standing out from the sea of dry, cookie-cutter postings.
Be Transparent: Salary ranges, work arrangements, and growth opportunities should not be mysteries. Transparency shows respect for candidates’ time and builds trust right from the start.
When I first started writing job ads, I leaned heavily on templates and jargon because I didn't know any better. As you can guess, I barely got any traction from prospective candidates. Once I started telling stories and injecting personality, even making a few jokes (when appropriate), I noticed the resumes started coming in from people who genuinely resonated with our vibe. Lesson learned: don't be afraid to sound human.
Step 2: Build a Dedicated Employer Brand Page
Your company website shouldn't just sell your products or services. It should sell your workplace. Created a dedicated page that gives potential hires an inside look at your company’s culture and values.
Here's what to include:
Employee Spotlights: Feature interviews or day-in-the-life videos of your team members, Bonus points if they’re candid and unscripted - real stories resonate more than polished marketing speak. However, if you're going unscripted, make sure to relay a few ground rules.
Photo Galleries and Videos: Let candidates see your office, team events, or even virtual gatherings or at-home offices if you're remote. A picture is worth a thousand buzzwords.
Core Values in Action: Don't just list your values; show them. Highlight how your company embodies those values in day-to-day operations or special initiatives.
Our website used to be, well, pretty uninspiring - a simple generic layout with minimal and outdated content.
Don't get me wrong, it served its purpose and helped bring in clients, but once we hired a Marketing Manager, he spearheaded a complete transformation.
Together, we revamped the site to better reflect our brand and culture, adding team photos, posting authentic testimonials on our socials introducing our team. (Special thanx to Daniel Jimenez our marketing manager for rebranding our website!)
The impact was immediate: we saw a significant uptick in engagement, gained more followers on our socials, and even landed a perfect new hire who discovered us through our improved strategy. Now, I’m not saying you need a Marketing Manager, but rethinking your strategy by using some of the creative solutions he taught us can go a long way.
Step 3: Leverage Thought Leaders
Your leadership team’s online presence matters more than you think. Candidates research potential employers just as much as you vet them, and a strong, authentic digital footprint can be a deciding factor.
LinkedIn Presence: Make sure your CEO and other leaders have active LinkedIn profiles. Regular posts about industry insights, company milestones, or even personal reflections show that your leadership is engaged and approachable. You can follow our CEO to see how she does this.
Showcase Leadership Through Content: Encourage your leaders to share their expertise, whether it's through contributing to a company blog (like I’m doing her), posting on social media, or participating in internal platforms like an intranet or employee app. Sharing insights, team stories, or personal achievements helps position your company as an industry authority and fosters connection by giving candidates and employees a glimpse of who’s steering the ship.
Internal Thought Leadership: Encourage your leaders to host regular team-wide talks or an internal newsletter where they share industry trends, lessons learned, or insights about company strategy. These efforts reinforce leadership’s authenticity and approachability within the organization.
Recently, Sabrina, our CEO, shifted part of our content strategy to highlight more of our internal thought leadership, and here I am contributing by writing and sharing some of my personal philosophies on HR and the practices we’ve honed internally.
We’ve also embraced a collaborative approach to sharing weekly newsletters, blogs and polls that the team participates in or reposts on LinkedIn with our own reflections. As a leadership team, we each bring a unique set of skills and expertise to the table, and it’s important to us - and especially to Sabrina - that we showcase this talent authentically.
Step 4: Think Like a Marketer
Recruitment is not just an HR function; it's a marketing effort. The goal? Build a pipeline of interested talent long before you need to fill a position.
Content Sharing: Share behind-the-scenes moments on social media. Highlight team celebrations, community involvement, or even lighthearted “internal bloopers” (the more relatable the better). These authentic glimpses help showcase your company culture and connect with your audience on a personal level.
Email Campaigns: Build an email list of or add past applicants or interested candidates to an existing email list and send periodic updates about your company. These could include blog posts, upcoming events, or sneak peeks at new projects.
When we opened our last role, we faced two key gaps: we had no talent pipeline, and we weren't attracting the right candidates. This sparked a larger conversation about rethinking our content strategy.
As we started sharing regular company updates and became more consistent with pushing out our content, we noticed a shift - the right candidates began finding us and expressing interest in the open role. It was a turning point that highlighted the power of intention and authentic communication.
Step 5: Get Creative with Employee Advocacy
Your employees are your best advocates. If they're excited about where they work, they will naturally spread the word - but you can also give them a gentle nudge.
Social Media Shoutouts: Encourage employees to share job posting or positive work experiences on their personal social media, like LinkedIn. Provide ready-made templates or hashtags to make it easy.
Incentives: Small rewards like gift cards or an extra PTO day, for successful referrals can make a big impact. While many organizations rely on traditional cash-based referral programs, those aren't always practical - or appealing. By thinking creatively, you can incentivize referrals in a way that feels more personal and meaningful.
Internal Ambassadors: Identify employees who are passionate about your company and empower them to represent your brand at industry events or on LinkedIn.
At Acacia, we’ve seen the power of employee advocacy firsthand through our involvement in DisruptHR. Since we host the event every year in LA, the team participates - not just to support the event but also to showcase the work we’re passionate about and the team that makes it happen.
It’s become a meaningful way for us to bond as a group while also representing our company’s values to a broader audience. Events like these highlight how employee advocacy isn’t just about sharing posts online - it’s about building authentic connections and showing pride in what we do.
Step 6: Offer Unique Opportunities
Sometimes the best way to attract talent is to create it. Think beyond traditional hiring practices:
Cross-functional training: Encourage employees to collaborate across departments and develop new skills outside their primary roles. Not only does this strengthen your team’s overall versatility, but it also helps identify hidden talent and motivates employees to stay engaged. This also gives you an opportunity to promote within and focus on hiring entry level roles.
Skill-based volunteering: provide opportunities for employers to participate in pro bono or community driven projects. It’s a win-win: your team gains valuable experience, and candidates are drawn to your company’s commitment to making a positive impact.
Project-based roles: Create short-term, project-based opportunities for external candidates or current employees. These roles allow individuals to showcase their skills, explore new challenges, and contribute to meaningful work without an immediate long-term commitment.
By focusing on growth, flexibility, and collaboration, you will not only attract the right talent but also build a stronger and more adaptable team.
Recruitment on a budget does not mean having to accept mediocre results. By getting creative and doubling down on authenticity, you can stand out in a crowded job market without breaking the bank. Whether it’s rewriting your job ads, showcasing your culture, or building a content strategy that screams, “we’re the place to be”, these ideas will set you apart!
And hey, if you're still feeling overwhelmed or just need a sounding board, check out our employer branding office hours to learn more about how to leverage the strategies I covered in here. We’d love to help you think outside the box (or maybe just reinforce that you're already nailing it).
Sounds like too much work?
Give us a call, let us handle it for you
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