Over the past year, I’ve spent a lot of time on the road. Recruiting conferences. Product launches. Vendor events. Hallway conversations that tell you far more than any marketing brief ever will.
One pattern has been impossible to ignore.
HR tech vendors are struggling to reach recruiting buyers in a way that feels credible, human, and useful. Not louder. Not more ads. Just clearer signal.
That’s the problem David Head came to us with.
David is the founder and CEO of Endorsed, and like a lot of founders in this space, he wasn’t trying to “do content.” He was trying to solve a very specific go-to-market challenge.
How do you introduce a serious product to recruiters in a way that actually earns trust?
The brief was straightforward:
Reach real recruiting buyers, not vanity impressions
Show the product in context, not in a sales demo
Use a credible on-air voice that understands the job
Deliver production quality that reflects the seriousness of the problem
Create a clear, simple CTA recruiters can act on immediately
The challenge was not awareness and credibility.
Candidate fraud has quietly become one of the most painful, time-wasting problems inside recruiting teams. Fake resumes. Fake identities. Fake work histories. Teams burning hours just trying to confirm whether an applicant is real before they even get to skills or fit.
This is the kind of problem recruiters talk about in private, not something they want sold to them with buzzwords.
So we approached this like a case study, not a campaign.
We built content around the real conversations recruiters are already having.
We focused on showing how the product works inside an actual workflow.
We kept the story anchored in the recruiter’s day, not the vendor’s roadmap.
Most importantly, we made sure the voice telling the story was someone recruiters already trust, me, Brandon.
That part matters more than most vendors want to admit.
Why work with Building the Talent Machine for custom content?
I’ve been on the vendor side. I’ve run marketing campaigns to recruiting buyers with small budgets, produced webinars, hosted events, identified partnerships, launched gifting campaigns, and operated more brand pages on social than I’d care to admit. I’ve helped build an agency and a community from zero. And I know how hard it is to cut through when every recruiter’s feed is flooded with tools promising to fix everything.
That’s why I only work with partners I know, like, and trust.
Endorsed didn’t need a louder message. They needed a clearer one.
The result was simple, high-signal content that did three things well:
It framed the problem in the language recruiters already use
It showed the product solving that problem in real time
It gave viewers a clear next step without pressure
No fluff. No hype. Just a product solving a real issue, explained by someone who understands the job on the platform recruiters built, LinkedIn.
This is the model we keep coming back to for HR tech vendors who want to reach buyers without burning trust.
Our model explained:
High quality production
Credible on-air talent
Distribution to the right audience
Not as a campaign. As a partnership. And we move quickly.
Because the vendors that win long-term are the ones that respect recruiters enough to meet them where they are, tell the truth about the problem, and show their work.
That’s what we built with Endorsed. And that’s why we’re Building the Talent Machine.
What you need is a hype man. That’s where I come in.
