Faster inflow in the tech sector and a stronger positioning as an employer, not just as an intermediary.
In a market where operators, mechanics and mechatronics professionals can take their pick, Techsharks built an employer story that resonates, works and is shared via word of mouth. The result: a magnetic brand that attracts talent because colleagues themselves are the best ambassadors.

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The challenge
The technical labor market is tighter than ever. Operators only switch when they see a real future. Career changers doubt whether a job in tech is “right for them.” And intermediaries are often seen as a pass-through rather than a real employer. Techsharks faced this challenge daily: how do you attract scarce talent while showing that you’re more than just a staffing agency? How do you make your culture so visible that candidates recognize themselves before they even apply?

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The approach
Techsharks chose a robust, always-on strategy with one red thread: real stories from real colleagues.

• Storytelling: continuous portraits, “day in the life” pieces, vocational training (BBL) journeys and switch stories from operators, technicians and career changers. Stories like “from supermarket to process industry” that instantly convey: you can do this too.

• Work & Learn / BBL paths: three clear routes (operator, mechanic, mechatronics) with support, salary and future perspective. Lowering the barrier, raising confidence.

• Cultural DNA: core values are everywhere—website, social media, job posts, landing pages. Always the same tone and energy.

• Always-on distribution: role-specific landing pages, continuous job alerts/newsletters, social advocacy by colleagues and alumni.

• Thought leadership: their own magazine, blogs and opinion pieces showing that Techsharks understands tech beyond just matching candidates.

 

The effect: not just claiming to be attractive, showing it, through your own people. 

 

And they go one step further: the AMBOSSADOR program.
Techsharks runs a reward system for both employees and freelancers that incentivizes the actions with the most impact. Participants automatically earn points for:

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1. Referring candidates from their network

2. Sharing content on social media about working at Techsharks

 

All points are immediately visible in a personal portal, where participants can choose and redeem rewards at any time. Interns and temporary workers are welcome to join too. There are tailored rules for managers and office staff to keep the system fair and focused on recruitment impact.

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Why this works

• A strong and consistent employer story that colleagues share spontaneously

• Increased inflow through BBL and lateral entry thanks to lowered barriers

• Brand recognition through consistent presence on social media and in the press

• Better culture fit due to early expectation management

• Faster matches through pre-qualification via content

• Measurable increases in engagement, applications and warm leads from networks

 

The essence: Techsharks isn’t just found, it’s shared.

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Our vision
This works because Techsharks does what many organizations skip: they don’t sugarcoat the story, they make it real. Referral recruitment thrives on recognition. When people see themselves in your colleagues, your training paths and your tone of voice, natural inflow follows. The BBL routes are smart: you lower the threshold and turn trainees into ambassadors. And the always-on content ensures continuous visibility. Not one campaign a year, but a steady rhythm that keeps talent engaged.

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