Choosing a recruitment advertising vendor: ask who owns the result after the click.
A vendor can deliver impressions, clicks and applications while the hiring team still lacks usable candidates. Compare how the work is planned, managed, measured and corrected.
A reporting dashboard is not the whole service.
Media can look efficient while candidate quality deteriorates, certain markets underperform, jobs close, or ATS paths lose applications. Someone must respond to those realities.
Ask how budgets are set and how jobs, hiring goals, audiences, publishers and landing pages affect recommendations.
Check who monitors budget movement, job freshness, creative, source quality and candidate journey issues.
Compare cost per usable candidate, quality feedback, operational controls and accountability for changes.
Look for decisions and measurable execution.
Look for campaign decisions that connect your spend to qualified candidate response: which jobs get investment, how sources are adjusted and how outcomes are measured.
When comparing platforms and managed services
Compare self-service control, managed support, channel access and reporting so you can choose the right operating model.
Available channels and costs are confirmed before launch.
Start with the jobs you need to fill.
Evaluation questions: Which roles receive budget? How are sources adjusted? Where can you see completed applications and recruiter-qualified candidates?
- Bring your jobsAdd one or more jobs or connect them through your employer account.
- Approve the approachReview audience signals, initial media allocation, and the planned budget.
- Fund and measureActivate supported placements and review available job-level candidate outcomes.