A packed room of hiring partners and pre-screened candidates.
A job fair either produces offers or it produces footfall. The difference is almost entirely in the six weeks of work before the doors open — getting the employer mix right, and getting candidates ready enough that employers want to come back next year.
Who it's for
Colleges, universities, and city-wide employment drives.
The thing nobody plans for
Fairs fall apart in the last hour. Employers who arrived at ten are tired by three, students who registered don't show, and half the shortlists never get followed up because the day ended and everyone went home.
So we staff for the last hour specifically — a coordinator whose only job is chasing shortlists into scheduled next steps before anyone leaves the building.
Six weeks of work before anyone walks in.
- 01
Read the pool
We look at your candidate base first — disciplines, year of passing, language comfort, location willingness. The employer list is built against that, not against whoever answers the phone.
- 02
Invite and confirm
Employers get a written profile of who they'll meet and how many. Confirmations are chased until we have signed participation, not verbal interest.
- 03
Prepare candidates
CV clinics, a briefing on each attending company, and mock interviews for anyone who wants one. This is the part most organisers skip and most regret.
- 04
Run the day
Scheduled slots rather than queues, a quiet room for final rounds, and a floor coordinator per zone so nothing stalls.
- 05
Close the loop
Offers tracked to acceptance, and a written report back to you: who converted, who didn't, and what to change next time.
What you get from us
- Curated employer list with confirmed participation
- Candidate registration and screening desk
- Pre-event CV clinic and mock interview sessions
- On-site coordination team and interview scheduling
- Post-event conversion report by employer
What changes for the institution
Higher offer-to-registration ratios
Employers who agree to come back the following year
Hard data on how your candidates perform, by sector