01
Not enough applicants.
“We went from getting 3 applicants per day to 1 per week!?”
Small business owner · Reddit, 2024
Struggling to find good candidates?
I’ll help you fix what’s
holding your hiring back.
Let’s talk about your hiring
Candidate acquisition · Qualification · Employer branding
YOUR CONSULTANT
Kamil Kaminski
Founder, DekaBoost
I’ve led recruitment and onboarding processes for 100,000+ W-2 workers across 15 US metros and managed $2M+ in ad spend.
For the last five years, I’ve built systems that qualify candidates, create waitlists and turn interest into recruiter conversations. Now I help you fix what’s holding your hiring back.
SOUND FAMILIAR?
Too few applicants.
Too few good fits.
Too many no-shows.
Open roles. Wasted interviews. More work falling on your team.
02
Applications. But not the experience you need.
“Nearly everyone is an apprentice or with minimal experience.”
HVAC employer · Reddit, 2020
03
Booked interviews. Empty chairs.
“the first three people that were supposed to come in for interviews have completely ghosted me.”
Small business owner · Reddit, 2025
04
Good people already have a job.
“Feels like most decent guys are already taken by other shops.”
Home service owner · Reddit, 2026
HERE’S WHAT I DO DIFFERENTLY
Recruitment should
work like great marketing.
You sell customers on your product. Your next hire needs a reason to choose you, too. I apply the same marketing principles: get their attention, make the opportunity compelling, and make it easy to take the next step.
HOW IT WORKS
From a Facebook ad to a booked interview. Automatically.
STEP 1 OF 5
Ads find people where they already are.
Your job shows up in the Facebook and Instagram feeds of local techs. That includes the ones who are not job hunting yet.
Hiring HVAC service techs near you. $28–36/hr, company truck, home every night.
Marcus T. applied · 1 min 48 s
- Experience6 years, residential
- EPA 608Universal
- AvailableMon–Fri, on-call OK
- Lives9 miles away
Text sent 40 seconds after he applied
Hi Marcus, thanks for applying to Northline! You look like a great fit. Pick an interview time here: northline.co/book
Thursday 9am works 👍
Interview booked
THU16
Marcus T. · Service tech9:00 AM · on your calendar
Reminder texts go out the day before and 1 hour before.
Hired · offer accepted
MON27
Marcus T. starts MondayService tech · $32/hr
3 more techs start this month. All 4 came from the same ad.
THE SOLUTIONS
Here’s what the fix
can look like.
Explore the solutions
01 / REACH
Your next great hire might not be job hunting.
Job sites reach people already looking—and everyone else is chasing them, too. I post to three partner jobsite networks, then use Facebook and Instagram to put your roles in front of people who already have a job.
Reach people who would consider a move, before they start searching.
02 / CONVINCE
Sell the job. Show why your company is worth joining.
What’s the pay? What’s the schedule? Who will I work with? Build job and company pages that answer those questions with team photos, employee videos, honest reviews and a clear picture of the work.
Give the right people a reason to choose you—and others a reason to opt out.
03 / QUALIFY
Make applying easy. Make the answers useful.
A CV won’t tell you everything. A 20-question form can drive good people away. Ask short, relevant questions about experience and availability, with video or written answers that make fit easier to judge.
Less effort for candidates. Better information for your recruiters.
04 / ENGAGE
They applied. Don’t leave them waiting.
Confirm the application immediately. Explain the next step, make booking easy and send reminders before the interview. Keep candidates engaged while they’re interested, instead of chasing them after they disappear.
Every candidate knows what happens next.
05 / CONNECT & MEASURE
Know who’s ready to hire. Know what’s working.
Send applications and screening answers straight into your ATS. Track which sources bring qualified candidates, where people drop off and what each hire costs. Keep a waitlist you can return to when it’s time to hire again.
An organised pipeline, clear analytics and less manual work.
THE RESULT AT UPSHIFT
95%
lower cost per
acquired worker
FIVE YEARS AT UPSHIFT
I’ve put this approach
to work. At scale.
At Upshift, I led recruitment and onboarding processes for W-2 workers across the US. My work covered recruitment advertising, candidate screening, waitlist systems and employer branding.
Improving how we reached, qualified and engaged candidates helped us reduce the cost per acquired worker by 95%.
- 100,000+
- W-2 workers across recruitment
and onboarding processes - 15
- US metro areas
- $2M+
- Recruitment advertising
spend managed
Historical result from my work at Upshift. Results depend on your roles, market and starting point.
BUILT FOR TEAMS THAT NEED TO KEEP HIRING
Some industries that
are a good fit.
LET’S TALK ABOUT YOUR HIRING
Need help filling your roles?
Tell me what’s stuck.
Takes a minute. I’ll tell you honestly whether I think I can help.