How CPL took fifteen minutes out of every job post, across 23 brands
We’re thrilled with the results.
WHY CPL CHOSE PAIGER
Every recruiter posting on-brand, with no designer and no approval queue in the way.
CPL Group is a global talent solutions business — founded in 1989, now 23 brands, 41 offices and 11 countries, from pharmaceuticals to fund accounting. At that scale recruiter social posting had become a manual bottleneck: recruiters building their own job imagery, posts waiting in approval queues, candidates landing on the wrong page.
CPL centralised job promotion and recruiter branding through Paiger — one workflow that creates the advert, keeps it on-brand and sends each candidate to the right role.
“There’s nothing else quite like Paiger on the market.”
FERENC GAL — MARKETING DIRECTOR, CPL
BEFORE
Recruiters as designers, marketing as a bottleneck.
Recruiters were building job imagery themselves, and every minute in a design tool was a minute not recruiting. Posts then waited in approval stages, so roles went live late or missed the moment entirely.
Across 23 brands and 41 offices, consistency was luck: each consultant’s posts looked a little different, and candidates were often sent to the wrong application page.
THE DECISION
One workflow for the advert, the brand and the application.
CPL chose Paiger to create branded job adverts automatically, publish approved content without a queue, and send every applicant to the correct role page.
The design work disappeared, approvals stopped blocking visibility, and every recruiter’s posts looked like the brand — whichever of the 23 brands they worked under.
WHAT CPL SWITCHED ON
Job promotion and recruiter content, at enterprise scale.
WORK THE DESK
Candidate Attraction
A branded job advert generated for each role and posted from the recruiter who owns it, with every candidate routed to the correct application page.
WORK THE DESK
Branded job templates
One template per brand, set once. Every advert across 23 brands and 41 offices carries the right identity without a designer touching it.
GROW THE DESK
Personal Brand & Content
Recruiter content approved and published fast, on-brand by default — marketing sets the standard once instead of policing every post.
WHAT CHANGED
What CPL reports.
PER POST
15 minutes back
Manual image creation and posting removed from every recruiter’s workflow — fifteen minutes a post, across the group.
JOB PROMOTION
Faster, and consistent
Roles promoted without approval bottlenecks slowing them down, every one in the brand’s own look.
APPLICATIONS
The right page, every time
Candidates directed to the correct role and application page, with post performance visible instead of guessed.
THE TAKEAWAY
What this means for an agency like yours.
CPL has a marketing director and a design function. You probably have neither — which is the point.
Fifteen minutes a post is what a recruiter spends making a job look presentable. Ten consultants posting three roles a week is seven and a half hours of billable time going into a design tool.
Paiger removes it the same way at 20 heads as at 23 brands: the template is set once, the advert writes itself, and every applicant lands on your site.
More case studies
Primis
Thirty consultants, several tools replaced with one — and business development features Ben Broughton rates above the rest of the market. Video.
Pie Recruitment
415% more job advert views and 231% more website users in two months, once the whole team was posting. Sarah Wixon, Operations Director.
Reed
In several international markets, most applications now arrive from recruiters’ own posts rather than job boards. Rob Barklamb, Director of International Franchising.