Starting a new role in Recruitment Marketing is exciting — and sometimes overwhelming. Whether you’re brand new to Recruitment Marketing or you’re an experienced practitioner beginning a new RM role at a different company, those first 90 days are critical. This is when you learn the talent market, build relationships with your team and start laying the foundation for a strategy that will attract, engage and convert candidates.
The first 90 days also set expectations. They show your colleagues in Talent Acquisition, HR and leadership what value you’ll bring, how you’ll partner with them and the impact Recruitment Marketing can have on the organization.
The good news? You don’t need to do everything at once. Think of it as a step-by-step plan with achievable, high-value actions at each stage:
- In your first 30 days, you’ll focus on observing, pitching in where help is needed and starting audits.
- By 60 days, you’ll begin asking smart questions, evaluating what’s already in place and shaping a plan that aligns with the business.
- And by 90 days, you’ll use the insights you’ve gathered to apply targeted support, like enabling your recruiters and employer brand advocates, and start building your plan for the next 6 months.
In this post, I’ll walk you through a 90-day Recruitment Marketing plan that balances quick wins with essential groundwork — so you’ll feel confident about where to start, what to focus on and how to make an impact fast!
Days 1–30: Lay the Groundwork
In your first month, your goal is two-fold:
- Jump in where help is needed right away so you show you’re a team player.
- Start building the foundation that you’ll use to grow Recruitment Marketing over time.
Here’s what that looks like:
1. Support Active Campaigns
If your Talent Acquisition team is running a campaign — maybe a hiring push for a priority role, or promoting your company culture on social media — get involved immediately. Offer to help with writing copy, building a content calendar or pulling results. This not only gives you early exposure to the work, it also demonstrates that you’re here to add value.
2. Start Stakeholder Conversations
Early alignment is key. In your first few weeks, have conversations with TA leaders, recruiters and HR partners. Ask questions like:
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- Where can I contribute most in the short term?
- What does success look like in 30, 60, 90 days — and in one year?
These conversations build trust and give you clarity on expectations.
- Where can I contribute most in the short term?
3. Learn Your Talent Market
If you’re new to the company or industry, dedicate time to understanding your talent audience. What roles are hardest to fill? Where do those candidates spend time online? What matters to them in an employer?
4. Take Stock of Tools
Document which tools you have access to (careers site CMS, recruitment marketing platform, social media accounts, AI, analytics dashboards). This inventory will help you understand your current capabilities and gaps.
5. Targeted Job Descriptions
Once you’ve identified key roles and audiences, take a look at the job descriptions. Are they written in a way that connects with your talent personas? Do they reflect your company’s values and EVP? You don’t need to rewrite everything at once — start with one or two high-priority jobs and apply best practices there first.
6. Audit Your Careers Page
Put yourself in a candidate’s shoes and review your careers site. Does it clearly answer the question, “Why should I work here?” Check navigation, ease of search, and how well your EVP and culture come through.
👉 By the end of your first 30 days, you’ll have stepped into active work, built initial relationships, learned your audience and identified gaps in tools and messaging. That’s a strong start that shows you’re here to add value and sets the tone for the impact you’ll make.
Days 31–60: Build Awareness and Credibility
By your second month, you’ve contributed to campaigns and started to understand your audience. Now it’s time to deepen your knowledge and start shaping a plan that aligns Recruitment Marketing with the business.
1. Ask the Right Questions
Build on your early conversations by going deeper with TA leaders and recruiters:
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- What are the Talent Acquisition goals for this quarter and year?
- Where are we struggling most to attract and convert candidates?
- How has Recruitment Marketing been approached in the past, and what worked (or didn’t)?
These conversations give you context about where RM can add the most value and ensure your plan aligns with business priorities.
- What are the Talent Acquisition goals for this quarter and year?
2. Learn How Performance is Tracked
Now that you’ve taken stock of tools, ask how performance is being measured. What metrics are recruiters, TA leaders or executives already tracking? Even if measurement isn’t perfect, understanding the baseline is key to showing impact later.
3. Begin Tracking Basic Metrics
Start to track a few simple measures so you can begin building your data story:
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- Careers site visits → are candidates finding your jobs and EVP?
- Social engagement → what content is resonating most with your talent audience?
- Referral participation → are employees aware of and using the referral program?Pro tip: Set up a free Rally Inside account to get access to social media and content analytics. It’s an easy way to baseline your impact early and demonstrate results to TA leaders.
- Careers site visits → are candidates finding your jobs and EVP?
4. Evaluate Current Social Content
Before creating new content, review what’s already been published. Which themes or formats drive the most engagement? How often are culture or recruiting messages shared? Use analytics from LinkedIn and other platforms to ground your observations in data.
5. Create a Core Content Plan
With your social and TA insights, sketch out a plan for 2–3 priority stories and formats. Capture one or two pilot stories to test your approach. The goal isn’t to complete a full content library — it’s to establish a repeatable process.
6. Review Employer Reviews
Look at Glassdoor, Indeed and other sites to understand what candidates and employees are saying. Listen for strengths you can spotlight and issues that may need to be addressed later.
👉 By the end of 60 days, you’ll have deeper context from TA leaders, clarity on what’s working, a starter content plan and insight into how candidates perceive your brand. You’ll also be establishing your first metrics — showing leadership that you’re focused on outcomes, not just activity.
Days 61–90: Expand Reach and Enable the Team
By month 3, you’re connecting dots. You don’t have the full foundation yet, but you’ve gathered enough insight from campaigns, conversations, social analysis, and reviews to start making sharper choices. Use this phase to turn what you’ve learned into visible support for the team.
1. Support Recruiters at Events (Enablement + Collateral)
Review the event plan and help recruiters feel confident and consistent in their messaging. Create persona-driven talking points and refresh collateral. Brief recruiters before the event and debrief afterward to capture candidate questions and new content ideas.
2. Evaluate Employee Advocacy
Take stock of whether an Employee Advocacy program exists — formal or informal. Are employees, recruiters or hiring managers actively posting jobs or sharing culture content on their personal social channels? What’s working well, and what feels inconsistent? Look for patterns in how advocacy is happening today and identify opportunities where you could add structure, support, or content guidance to amplify results.
3. Share Insights and Look Ahead
Take time to step back and review what you’ve learned in your first 90 days — from social analysis, careers site audits, recruiter conversations and candidate feedback. Share those insights with your manager, along with your recommendations for where Recruitment Marketing can add the most value. Then begin sketching out a 6-month plan that builds on your early wins and aligns to the Talent Acquisition goals you’ve uncovered.
👉 By the end of 90 days, you’ll have turned insights into action: recruiters will feel more supported, employees will be clearer on how their advocacy contributes and your TA team will see that Recruitment Marketing is already amplifying their efforts. By sharing your learnings and shaping a forward-looking plan, you’ll also show leadership that you’re not just executing tasks — you’re building a strategy for the future.
Your First 90 Days in Recruitment Marketing: The Takeaways
Your first 90 days in Recruitment Marketing aren’t about boiling the ocean or building a perfect program — they’re about building credibility. Start by helping where you’re needed, then ask questions, learn the business and translate your insights into visible support.
If you follow this approach, you’ll not only show immediate value, you’ll also position yourself as a trusted partner who can help Talent Acquisition achieve its goals. And that trust becomes the foundation for everything bigger you’ll lead in the months and years ahead.
➡️ Want structured support for your journey? The Certified Professional in Recruitment Marketing (CP-RM) program is designed to help you build modern RM skills, create impactful strategies and deliver measurable results. We’ll give you the frameworks, tools and mentorship to succeed — so you can move from your first 90 days to long-term success with confidence. Learn more >
