Jobbit Reseller Kit
Your guide to selling high-performance recruiting campaigns.
Table of Contents
Welcome
  • A note from the founder
  • What this kit is and how to use it
Why Jobbit sells easily
  • Top 8 product USPs
  • One sentence pitch
How Jobbit works end to end
  • Overview
  • Social ad
  • Application flow
  • Job questions
  • ATS pipeline
The offers
  • Offer A: Self-serve
  • Offer B: Done-for-you
  • What a standard campaign includes
  • What clients usually want next
Ideal customer profile
  • Best fit industries
  • Best fit company profile
  • Best fit decision makers
  • Disqualifiers: when not to sell
The sales process
  • Conversation structure that works
  • Discovery questions that qualify fast
  • Pricing conversation and closing
  • Deal reporting to Jobbit
Proof and references
  • What to say when asked for proof
  • How to use references in sales
Commission Structure
Welcome
A note from the founder
Hi, I'm Urh Kovačič, CEO and Co-founder of Jobbit.
Welcome to the Jobbit reseller community.
This program is for people who want more responsibility, more freedom, and a real skill they can build over time. Some will do this alongside a full-time job. Others will turn it into a serious path. Either way, the point is the same: you represent a product that solves a painful problem for real businesses, and you learn to sell it with confidence.
One important thing to understand from day one is that this product sells locally. Recruiting is personal. Owners and managers buy faster when they trust the person in front of them, and trust is easiest when you are close to their market, their language, their reality.
We have years of proof from Slovenia, our home market, and from other European markets too. Still, selling recruiting campaigns from outside a local network is always slower. With local trust, it becomes dramatically easier.
That is why this model works. We build and operate the engine. You bring local credibility and relationships. Together, it scales.
Good luck. I hope we meet soon.
Urh Kovačič
CEO and Co-founder, Jobbit
What this kit is and how to use it
This kit is a practical guide to help you sell Jobbit confidently and represent the program correctly from day one.
Inside, you will find three things.
First, a clear explanation of the product and why it performs better than common alternatives. Second, proven sales techniques and messaging that shorten your learning curve. Third, the boundaries: what you must never promise, what you must communicate honestly, and what protects you and the brand.
We will give you structure, proof, and tested materials. You keep freedom in how you approach the market. Use your own style, your own channels, and your own network. The only non-negotiable part is integrity: be accurate, be fair, and do not promise outcomes you cannot control.
If you apply the basics consistently, you will get results.
Why Jobbit sells easily
Top 8 product USPs
Trusted by 1,000+ companies across Europe.
1
Speed that shows up immediately
In strong campaigns, the first relevant applications can come in hours, not days.
2
More applications for the same budget
The application is simple and mobile-first, so more people actually complete it. That usually means higher volume than job boards or generic ads.
3
Higher quality applicants through better questions
Instead of relying on CVs, the employer asks the right questions for that specific role and gets clearer, more useful answers.
-
4
Passive candidates, not only active job seekers
Job boards fight over the same small pool. Social reaches people who are not searching, but will switch when the offer is right.
5
CV-free flow that fits operational roles
Most candidates in manufacturing, logistics, hospitality, and tourism do not have a CV ready. They do have a phone. The funnel is built for that reality.
6
End-to-end system, not just ads
It is ads plus the application flow plus the pipeline view. Employers do not need to stitch tools together or guess what to do next.
7
Faster filtering and follow-up for the employer
Applications come with structured answers and land in a simple pipeline, so the employer can filter fast, contact fast, and lose fewer good candidates.
8
Better value than doing it in-house
Companies that run hiring ads themselves often spend more time and budget for weaker results because the full system is not optimized. Jobbit gives them a proven setup that delivers stronger outcomes with less effort.
One sentence pitch
"Jobbit is a hiring system that turns social media into a reliable source of qualified candidates. The system generates the content, we run the ads, and applications land in a simple applicant flow. You stay in full control of selection and hiring."
How Jobbit works end to end
Overview
Jobbit is a hiring system built for roles where traditional channels are slow or deliver low quality. We turn social media into a predictable source of applicants by doing three things end to end: we create the campaign assets, we run the advertising, and we deliver candidates into a single place where the employer can review and contact them fast. The application flow removes the CV barrier with short role specific questions, so even passive candidates can apply in minutes. The employer stays in full control of selection and hiring. Jobbit never chooses who gets hired.
1
Social ad
We launch social media ads that are designed specifically for hiring, not brand awareness. The goal is simple: reach the right people in the right area and give them a reason to apply now. Ads are built from proven templates based on 1000 plus campaigns, then adapted to the role so the message is clear and the cost per qualified applicant stays efficient. This is how we reach passive candidates who would never open job boards.

2
Application flow
When someone clicks the ad, they land in a short mobile flow that is optimized for completion. It is built for people on their phones, not for long forms and account creation. The flow gives the candidate the essentials about the job and then asks only what is needed to decide if they are a fit. The result is more completed applications and less drop off, especially for operational roles.
3
Job questions
Instead of asking for a CV, Jobbit uses short role specific questions that reveal what matters. These questions act as a fast pre screening layer. They filter out people who do not match basic requirements and highlight candidates who do. You can ask about licenses, shift work, experience, language level, start date, commute distance, and other deal breakers. This makes the candidate list much more qualified compared to a generic apply button.
4
ATS pipeline
Every application and answer lands in a single candidate board where the employer can review, filter, and contact people quickly. You can sort candidates by their answers, mark who is a fit, add notes, and move them through stages from new to contacted to interview to hired. The point is speed and clarity: fewer back and forth messages, less manual work, and a clean view of who is worth calling today. Jobbit supports the process, but the employer makes every hiring decision.
The offers
Offer A: Self-serve
What it is
Offer A is the simplest way for a client to launch a Jobbit hiring campaign on their own.

A Jobbit hiring campaign is a recruitment campaign built to generate qualified applicants, not just views. We use paid social media ads to reach the right people, send them into a short mobile application flow, and collect the key answers needed to judge fit.
What makes it different from posting a job ad
This is not a job board listing. It is a system designed to turn social media into a steady source of applicants.

Jobbit helps the client present the role clearly, generates campaign content with AI, and uses proven patterns from 1000 plus campaigns to reduce mistakes and improve results. Instead of a CV first approach, the candidate answers short role specific questions, so the employer gets useful information, not just clicks.
What the client does
The client creates an account on jobbit.io and launches the campaign using a guided setup.
They confirm the job details, approve the final inputs, and then do the hiring work.
They review applicants, contact candidates, and decide who moves forward.
They manage everything inside the Jobbit candidate board.
Jobbit never chooses who gets hired.
What you do as a reseller
You sell Offer A and help the client start without friction.
You explain the process in plain language, help them complete setup, and keep things moving.
You make sure the client follows through, especially fast follow up, because speed protects results.
You are not doing HR consulting. You are guiding the client through a proven system.
Who it fits
Offer A fits small and mid sized companies. Typical roles include warehouse workers, machine operators, drivers, maintenance, kitchen staff, and housekeeping. The client does not need marketing knowledge. They only need to follow the guided setup and respond to candidates quickly.
Offer B: Done-for-you
Locked until Level 3
What it is
Offer B is a premium package where you build the campaign for the client.
You use your reseller account on jobbit.io to create the campaign on their behalf, using the same Jobbit system. The client gets a faster launch, fewer setup mistakes, and a cleaner job presentation, without needing to learn the setup.
Why it unlocks later
Offer B requires more responsibility. To protect clients and the brand, it unlocks only after you prove you can sell and you understand what drives results.
Availability
Offer B is unlocked after Level 3, meaning 7 sold and paid campaigns.
Why it is higher value
In Offer B, you collect the inputs, choose the right structure, and build the campaign so it is ready to run.
Jobbit still supports you with AI generated content and proven templates, but you own the setup quality.
This usually means better consistency and less back and forth for the client.
Once you know the system, building a campaign should rarely take more than one hour, and for many roles it is closer to 30 minutes.
What the client does
The client confirms the job inputs and then does the hiring work.
They respond to candidates, schedule interviews, and decide who to hire.
You push for fast follow up, because speed protects results and protects the relationship.
What you do as a reseller
You sell the premium package, collect the inputs, build the campaign, and keep the client accountable for fast follow up. In Offer B, you are the person responsible for campaign creation.
Who it fits
Offer B is ideal for employers who want speed and simplicity and do not have time to learn the setup.
It works best when hiring is urgent and the client wants a ready to run solution with minimal effort.
What a standard campaign includes
1
Paid social media ads
2
Clear job presentation and messaging angles
3
Mobile-first application flow
4
Job-specific questions with AI guidance
5
Candidate pipeline with automatic updates, including rejection notifications
6
Optimization during the campaign to improve results
What the client always owns
All selection and hiring decisions
All candidate communication
Speed of follow-up and internal hiring process
What we do not include
Manual calling of candidates
Interview scheduling on behalf of the client
Guarantees of hires, candidate numbers, or time to fill
What clients usually want next
Second role campaign
Repeat campaign for the same role
Multi-location rollout
Extra creative pack
Priority launch slot
Ideal customer profile
Best fit industries
  • Manufacturing and production
  • Logistics, warehousing, delivery, and transport
  • Hospitality, restaurants, and food service
  • Tourism and seasonal employers
  • Retail and other location-based SMB businesses
Best fit company profile
We can sell to any company, but some are simply faster to close and easier to make successful.
Best fit profile based on our experience:
Companies with 40 to 120 employees in the industries above. They usually have a clear hiring need, short decision cycles, and enough urgency to move fast.
Best fit decision makers
  • Owner or co-owner
  • General manager
  • Operations manager
  • Plant manager or production manager
  • Logistics manager or warehouse manager
  • HR manager with budget authority
Disqualifiers: when not to sell
Hard disqualifiers:
  • They demand guaranteed hires, guaranteed candidate numbers, or guaranteed timelines and will not accept a realistic explanation.
  • They expect you to do the hiring for them or outsource selection decisions and will not accept that selection is 100% on the employer.
High-risk clients, proceed carefully:
  • Pay is clearly below market for that role and location.
  • They refuse to share key job conditions such as pay range, schedule, or location.
The sales process
Some resellers win through cold calling. Others win at local events. Others sell mainly through their personal network. The channel does not matter. The structure does.
With Jobbit, you do not need to collect job details from the client. If they want to move forward, they create an account on jobbit.io and our AI guides them through the setup step by step. Your job is to open the door, explain the value clearly, and get them to start.
Conversation structure that works
  1. Confirm the hiring need, role and location.
  1. Set the expectation: this is a social media hiring campaign that generates applications through a simple mobile flow.
  1. Explain what happens after purchase: they create an account on jobbit.io and set up the campaign with guidance from our AI.
  1. Confirm one operational requirement: they must respond to applicants quickly.
  1. Close the next step: start now on jobbit.it or schedule a short follow-up to ensure setup is completed.
Discovery questions that qualify fast
  • Are you hiring right now, or in the next 30 days?
  • Which role and which location?
  • Who in your company will contact applicants?
  • How quickly can you respond to new applicants once they come in?
  • Do you want to start this week?
Pricing conversation and closing
Pricing is transparent and the same for everyone. Do not negotiate structure.
Use the pricing calculator on jobbit.io and quote the package directly. Link: https://jobbit.io/?lang=en&page=pricing
Start with one campaign for one role. If it works, repeat for the next role or next month.
You do not need to discuss internal employment terms or run HR consulting. Selection and hiring decisions are 100% on the client.
Deal reporting to Jobbit
Every campaign is tracked in our shared system and assigned to the reseller who sold it, so commissions and repeat deals stay linked to the right person.

If you need to report a sale manually, you can also email reporting@jobbit.io
Body and subject should include:
Deal report | Your Name | Company Name
Proof and references
What to say when asked for proof
Most employers will start with the same question:

Does this work:
Yes. Jobbit is trusted by 1,000+ companies across Europe. We have years of proof from our home market Slovenia and from other European markets. Results depend on the role, the offer, and follow-up speed, but the system is built to generate higher quality applications fast through social media and a simple application flow.

If they want examples:
Start with the public reference list on jobbit.io.

If they want proof that matches their exact situation:
Once you reach the level where live support opens, we can help you with tailored examples for their niche, city, and role type.
How to use references in sales
Use references to build trust, not to promise outcomes.
Show examples that match their industry and role type.
Explain what the system does, not what it guarantees.
Do not promise the same numbers.
One relevant example is enough.
Commission Structure
This section outlines the commission you earn at each level of the reseller program. As you sell more, you unlock higher commission tiers and additional benefits.
Levels 0 to 3 are unlocked by total sold and paid campaigns. Levels 4 to 7 require sustained volume. Rolling 3 month average required.
Levels 0 to 3 (total campaigns)
Commission Structure (continued)
Levels 4 to 7 (sustained volume)

Note: Sustained volume. Rolling 3 month average required for Levels 4 to 7 benefits and for any territory or exclusivity discussions.

Example deal: €1,000
  • Level 0 commission (15%): €150
  • Level 7 commission (30%): €300