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Case study · Healthcare staffing · United States

ATC Healthcare: a careers platform that lifted ad conversion from 3% to 7%.

ATC Healthcare is one of the leading medical staffing companies in the United States, working through 70 franchisees. We have worked together since 2019: we run its Google and Meta recruiting ads, built careers.atchealthcare.com, a custom job search engine, and refined its brand into one design system. On the new careers platform, Google Ads conversion rose from 3% to 7%.

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3D illustration of ATC Healthcare's 70 franchise offices snapping from a patchwork into one brand system, while three websites align on one design system and a job search fills with job cards.
3% → 7%
Google Ads conversion rate, old careers page → new careers platform
2.5×
Conversion rate of the new recruiting landing page on Meta traffic
18,000+
Candidate leads from Google and Meta hiring ads in 2025
70
Franchisees on one brand system

Healthcare staffing, United States · 2019 → today · Careers platform · Google Ads · Meta Ads · Brand

The situation

ATC Healthcare is one of the leading medical staffing companies in the United States, operating through a network of 70 franchisees. When we started in 2019, open jobs sat on one slow page that had to be both the job portal and the landing page for every ad, held back by an embedded applicant tracking widget. Roles were later spread across three applicant tracking systems, the corporate, recruiting and franchising sites were built separately, and typography, colour and layout drifted from one franchise touchpoint to the next.

What we did

  1. Run ATC's Google and Meta advertising for two audiences, healthcare professionals looking for work and people who want to own a franchise, and in 2025 moved the recruiting conversion from button clicks to candidates who go on to apply, testing 131 creative, message and targeting variations on Meta that year.
  2. Built careers.atchealthcare.com, a custom job engine that pulls every open role from the applicant tracking system into one database and powers the search by role and radius, the job pages, the on-site application and the job alerts. It went live in late 2025.
  3. Refined the brand (typography, colour balance, layout systems) into scalable elements that 70 independent franchisees can apply consistently, and built local landing pages for individual franchise offices.
  4. Designed one design system for the corporate site, the recruiting platform and the franchising site, and rebuilt the corporate site on it.

What moved

On the new careers platform, the Google Ads conversion rate rose from 3% to 7%, and the new recruiting landing page, launched in December 2025, converts Meta traffic at 2.5 times the rate of the old one. Google and Meta hiring ads brought in more than 18,000 candidate leads in 2025, counted under the stricter definition. Ad traffic is now matched to applications and hires in the applicant tracking system, so ATC sees results by channel, not just clicks.

And since

Around the ads and the platforms sit smaller systems: n8n workflows that draft ATC's monthly social media calendar and assemble its yearly ad reports. The corporate site is on staging while we rewrite its copy around the local office, and the franchising site redesign is next.

What does careers.atchealthcare.com do?

It is a dedicated job engine, not a page of embedded listings. On a schedule it pulls open roles from ATC’s applicant tracking system, normalises them into one searchable database, and runs the search (keyword, role, employment type, location radius), the job pages, the application form on the site and the job alerts. Roles are grouped the way candidates look for them: RN, LPN/LVN, CNA, Allied Health, Locum Tenens, Travel and School-Based. Applications land straight in the applicant tracking system, so recruiters at the franchise offices work from the same records they always have.

How did the work start?

With advertising, in 2019. In March 2020 we audited ATC’s jobs page and found one page trying to do two jobs: be the job portal and be the landing page for Google and Facebook ads, while an embedded applicant tracking widget slowed it down. We recommended separating the two and making the page faster. The careers platform is the long answer to that audit.

How are the recruiting ads measured?

By what happens after the click. In 2025 we moved the conversion event down the funnel on both platforms: Meta used to count a button click and now counts a candidate who leaves for the application. Ad clicks are matched to applications and hires in the applicant tracking system through tagged links, with GA4 alongside, so each report shows applications and hires by channel, not only leads. That is why the 2025 lead count is lower than the year before while the leads themselves are better.

What is still in progress?

The corporate site is rebuilt on the shared design system and sits on staging while we rewrite its copy, page by page, around the local office rather than the national company. The franchising site redesign is partly built and comes next. Both use the same design system as the careers platform, so the three properties end up looking and working as one.