Military Auto Source
Digital Marketing Case Study
Redesign the website, implement recruitment system, and conversion tracking.
The Company
Military AutoSource (MAS) serves overseas US armed forces by helping them purchase cars and motorcycles through an upfront, secure vehicle buying program. With positions at dozens of bases at remote locations spread out over Korea, Japan & Guam, they are in constant need of qualified salespeople.
Strategies implemented
- Website Design
- Automation of quiz & vetting process
- Google analytics conversion tracking
- Google Data studio reporting
The Problem
The recruiting system that they originally had in place involved a minimum 5-email process before a vetted and completed application was submitted:
- Candidates emailed to inquire about the position.
- MAS sent answers along with a personality test for the candidate to complete.
- Candidates took the quiz and returned it by email.
- After tallying the score, if candidates had the right personality type, MAS sent an application.
- Candidates filled out the application and returned it.
THE SOLUTION
01
CORPORATE SITE
The new website we built at maseastasiarecruiting.com allowed MAS to explain the job and what it entailed as well as answer many candidate questions on the FAQ page before they ever applied for the job.

02
AUTOMATION
Then we built their personality quiz in digital, online format, allowing candidates to take it anytime. Candidates who were not right for the position automatically received a polite explanation/rejection. The candidates who were a good fit were automatically encouraged to immediately submit their applications online. The process previously took a week or more. With the new site, candidates could be done in 1 hour and apply any hour of the day from anywhere in the world.
03
CONVERSION TRACKING
We set up Google analytics to track where successful applicants were coming from. Originally were were running Facebook and Google advertising efforts that we assumed were successful because they drove substantial traffic to the site.
We soon found, however, that traffic from these sources had an incredibly high bounce rate (meaning people left quickly without taking the test) and rarely if ever resulted in a successful candidate application. MAS quickly moved their recruiting advertising budget to more productive sources, which resulted in more qualified applications coming in.
This move resulted in freeing up staff members’ time for more productive endeavors.
THE RESULTS
44% Increase in Recruits Year-on-Year

