AI talent recruitment for the automotive industry

Why conventional recruiting fails here

Three things work against a traditional job advertisement in this field.

The audience is not searching. Engineers with machine learning experience are in work and are approached regularly. A posting only reaches those already looking, which is the smallest and least selective part of the group.

The employer brand is working against you. Automotive is read by many software specialists as slow, hierarchical and hardware-led. Whether that is fair matters less than that it is the starting assumption to be argued against.

Speed decides. Where a technology company makes an offer within two weeks, a process running eight weeks loses candidates who were genuinely interested. This is a process problem that no campaign can solve, and it needs saying before budget is committed.

What we do

• Reach people who are not applying. Paid delivery on LinkedIn, YouTube and Meta, targeted by function, skills and employer, rather than by job board behaviour.
• Show the work, not the benefits. For this audience, the technical problem is the argument. Which stack, which data volumes, which degree of autonomy. Fruit baskets and foosball tables actively harm credibility here.
• Video with engineers, not with management. Produced in house by dot-films. Credibility in this group comes from peers, not from board members.
• Simple application paths. Every additional form field measurably costs applications. In this audience the tolerance is lower than in most.
• Employer positioning against the technology sector, not against other manufacturers. That is the actual competition for these candidates.
• Measurement by qualified applications, not by clicks or reach.

Who this is for

The fit is right for manufacturers, suppliers and engineering service providers filling several technical roles at once, particularly in software, data and machine learning. It works best where the roles genuinely offer something a technology company does not: physical products, safety-critical systems, data volumes from real fleets.

Where we advise against it. If the internal process takes longer than four weeks from application to offer, campaigns generate applications that are lost again. Fix the process first. And if the roles are advertised at below-market compensation, reach does not solve the problem, it only makes it visible faster.

How we work

1. Sharpen the proposition. What is genuinely attractive about these roles for someone who could also work in technology. This question is answered with the specialist department, not with human resources.

2. Produce. Video and text with people who do the work. Usually two days of shooting for a campaign lasting several months.

3. Deliver and adjust. Paid campaigns across channels, weekly review, decisive switching off of what does not carry.

4. Report by role. Applications and qualified applications per role, so it stays visible which position is being filled and which is not.

What it costs

An ongoing engagement starts at €3,500 per month for one channel. For the first three months we charge €3,000. Across several channels the entry point is €6,000. Media budget runs separately through your own accounts. Video production is quoted separately and is usually the largest single item in the first quarter.