Job sites and targeted ads: one budget for hiring

Do you use job boards and job sites? They have real strengths. Targeted advertising has others, with its own constraints. Here are the two approaches compared point by point, followed by what Seeqle changes.

Comparison chart: job boards, targeted advertising and Seeqle

To summarize:

• Job boards reach candidates who are actively looking, in volume. The trade-off: lots of applications to sort, visibility to renew site by site, and no guaranteed result.
• Targeted advertising also reaches people already in a job, with better-quality applications. The trade-off: a slightly higher cost, real technical work, and reports spread across platforms.
• Seeqle's HR programmatic platform automates the technical side and brings every result into a single dashboard.

Job boards: strengths and limits

Job boards and aggregators are central players in online recruitment. Their strength: they reach candidates who are actively looking, people ready to apply, and they bring volume fast. For a simple or one-off hire, they remain a safe bet.

Recruiters also know their limits:

• High volume, much of it poorly qualified, to sort by hand.
• Visibility limited in time. The posting slips down as new ones are published, so you have to renew it, and publish it on several job sites at once to stay visible. Each site adds to the cost.
• No guaranteed result: a promoted posting is paid for even if it gets no application.
• Reports scattered across sites, unless you use a multiposting tool.

Targeted advertising: strengths and limits

Targeted advertising takes the opposite approach. Instead of waiting for candidates to search, it shows the job to the profiles that match it, on social networks, websites and apps. Because it is targeted, the applications are of better quality. It also reaches passive candidates, already in a job but open to opportunities: on Seeqle campaigns, 80% of the profiles reached are passive.

It has its own constraints too:

• A cost a little higher than a job board posting, without a big gap.
• Advanced technical skills: building the targeting, setting bids, producing visuals, tracking conversions, platform by platform.
• Reports scattered across ad platforms.

What Seeqle solves

Seeqle steps in precisely on these constraints. The Attract Agent reads your job posting, suggests the targeting and launches the campaign in 2 minutes: the technical work is handled for you. Every campaign feeds a single real-time dashboard, whatever the channel.

You do not have to choose between the two worlds. Your jobs go out on Facebook, Instagram, TikTok, LinkedIn and Snapchat, then on Google, online media, apps and 35+ job channels, including Indeed. More than 2 million sites and apps in total. Applications land in your ATS, scored by the Match Agent: 53% qualified applications on average across our campaigns.

How does HR programmatic work?

HR programmatic automates the purchase of ad space for your job postings. The job becomes a campaign, shown to the profiles that match it. The Attract Agent spreads the budget across channels and adjusts distribution continuously.

1. Define your target and create your campaign

The Attract Agent reads your job posting, suggests the targeting and turns the ad into several visuals.

2. Your job is shown to the right profiles

The campaign runs where the target profiles spend their time, whether they are looking for a job or not.

3. Applications arrive in your ATS

Each application arrives scored by the Match Agent, with its explanation. The decision stays human.

Transparent pricing

A job board generally charges for each promoted job, for a set period, site by site.

At Seeqle, the subscription starts at €500 per month for all your job postings. The free trial lasts 14 days, no credit card required.

See pricing