Enterprise recruitment marketing built on measurement — multi-channel media, employer brand activation, and full-funnel attribution connecting spend to hire.
Four enterprise engagements show the work across governance, technical activation, employer-brand content, and performance diagnosis. Claims are limited to documented source material or explicitly qualified practitioner-reported scope.
Approximately 70,000 weekly reporting rows across 25 fields were standardized and connected across media, candidate experience, ATS, and BI systems—moving Lowe’s from click-and-apply proxies to governed spend-to-hire visibility across a complex, seasonal enterprise portfolio.
Led Tractor Supply Company’s IT talent-marketing strategy and activation, translating hiring goals and market competition into a three-tier media plan spanning programmatic job distribution, SEM, display, LinkedIn, and employer-brand content; coordinated SAP feed, ATS source-code, pixel QA, creative approvals, and vendor cutover.
Owned defined employer-brand content workstreams within Tractor Supply’s Glassdoor refresh, including its Brentwood employment narrative and an executive candidate message connecting company direction, culture, and candidate expectations.
Evaluated a six-month HR-tech recruitment search engagement with approximately $50K in campaign scope. The preserved two-month reporting extract documents $15.7K in spend, 297K impressions, 6,596 clicks, and 65 platform-recorded conversions—identifying branded search as the efficiency leader and Account Executive terms as the principal optimization opportunity.
Named client references identify prior agency work completed while Candice was employed by Shaker Recruitment Marketing. Client and specialist teams implemented within their systems; Candice led client strategy, requirements, cross-functional coordination, validation, and governance. Confidential source files are not published.
Two downloadable frameworks show how channel architecture and measurement are governed across different hiring mandates.
How audience-specific channel portfolios are assembled—from 8–14-channel frontline omnichannel programs to 6–10-channel technical stacks—and the media → tracking → candidate experience → systems-of-record → BI chain that measures them.
Two enterprise programs, two mandates: a retail volume-hiring program measured on efficiency at scale, and an employer-brand launch measured on awareness and engagement. Same discipline, different scorecards.
Candice Thompson is a recruitment marketing and employer brand leader with 13+ years in talent attraction and 20+ in advertising and client strategy. Most recently, as Senior Client Consultant at Shaker Recruitment Marketing, she led strategy and governance across $16.3M in annual recruitment-media investment for Fortune 50/500 clients across retail, supply chain, technology, and logistics—leading a seven-person team plus matrixed creative, media, analytics, and technology functions.
For Lowe’s, she led the transformation of approximately 70,000 weekly source rows across spend, campaigns, requisitions, geography, clicks, and applications—standardizing and connecting media, candidate experience, ATS, and BI data to create governed spend-to-hire visibility.
Promoted to Senior Client Consultant following a 4.0/4.0 year-end performance rating—“Sets a new standard”—with manager recognition after five months with the firm for enterprise client leadership, partnership expansion, RFP navigation, and knowledge sharing among senior leadership.
Reviewer feedback also identified her enterprise account leadership, internal knowledge sharing, and prior capacity-building experience as strengths to extend through broader team development and book-of-business growth.
Today she runs Thompson & Co Collective, a talent attraction consultancy serving mid-market to enterprise organizations.