Adway vs Boostpoint: comparing social recruitment advertising workflows

Adway and Boostpoint both belong in a social recruitment advertising evaluation. Compare the proposed campaign workflow, application route, ATS handoff and follow-up scope, because a vendor name alone does not tell you which products and services are included.

Use one approved vacancy to make that comparison concrete. Follow it from the proposed creative through a mobile application to the receiving recruiter, then check what happens when the job closes. The questions below give both suppliers the same task to demonstrate before you make a purchasing decision.

Key facts

• Compare the named product and service scope in the proposal.
• Keep campaign creation, application capture, ATS delivery and follow-up as separate checks.
• Require evidence for your role, destination system and receiving recruiter.
• Record unresolved requirements without inventing a score or assuming a missing feature.

What is this comparison based on?

This article is published by Adway. It uses vendor product documentation checked on 2 November 2026, not independent performance testing. The demonstration brief is an editorial proposal for buyers; it does not report a completed comparison or establish a universal winner.

Product documentation explains what a supplier describes. Your proposal should identify what you are actually buying, including the module, configuration, service responsibilities and exclusions. Keep those two kinds of evidence separate. A capability described on a website still needs to be confirmed in the offered scope.

Adway appears first in the table because it publishes this comparison, not because the table ranks the companies. Neither company receives a numerical rating. If documentation does not explain a capability you need, ask for evidence and record the answer; silence in a source does not establish that a feature is absent.

What does each proposed workflow include?

Adway describes Always-On Job Ads as turning vacancy information into social recruitment campaigns. Social Apply describes an application workflow with role information and configurable screening questions. Ask to see the proposed source connection, candidate journey and ATS handoff together for the vacancy you intend to advertise.

Boostpoint’s Attract product page describes managed social job advertising with creative approval, application questions and applicant delivery. Its Programmatic 2.0 documentation describes XML-feed-driven Facebook and Instagram campaigns, screening questions and delivery to the corresponding ATS job. These are distinct workflows, so retain the product names in your comparison notes.

The Connect documentation describes applicant texting and follow-up as an add-on for Attract. Do not extend that description to Programmatic 2.0 or assume it is included in a quote you have not inspected. These descriptions come from the product pages listed in Sources, checked on 2 November 2026.

Buying question	Adway: scope to demonstrate	Boostpoint: documented product scope	Evidence to request
How does a vacancy become a campaign?	Always-On Job Ads and the proposed source connection	Attract uses a managed campaign workflow; Programmatic 2.0 uses an XML job feed	One approved vacancy through launch and closure
Where does the candidate apply?	The configured Social Apply journey	Attract and Programmatic 2.0 describe application capture with screening questions	Mobile submission and captured answers
What reaches the ATS?	The agreed integration and field mapping	Programmatic 2.0 documents applicant delivery to the corresponding ATS job	A synthetic record tied to the correct role
What happens after submission?	Confirm the included follow-up workflow	Connect is described as an add-on for Attract	Package scope, message ownership and receiving recruiter

Complete each row against the proposed package. Ask who supplies the vacancy, who approves the creative and who acts when a dependency prevents launch or delivery. A single statement that the supplier handles recruitment advertising leaves those operational responsibilities unanswered.

What should you ask about applications and follow-up?

Ask both vendors to demonstrate the same role facts and application questions. Follow the mobile journey, submit synthetic information in an agreed test and inspect the submission receipt. Then trace that submission to the receiving job record and the responsible recruiter. Keep the application confirmation and ATS receipt as separate pieces of evidence.

Screening answers record what an applicant submits about the role requirements. They are not the same as a recruiter confirming qualification, and neither an answer nor a completed form establishes a hiring outcome. Agree the qualification rule and human review before comparing candidate suitability. Post-hire quality needs later evidence.

For follow-up, write down whether the proposed feature is included, optional or provided by another system. Identify who owns the message and who receives and handles a reply. If a proposal names Connect, confirm the Attract package and its included scope. If the proposed route uses a different system, keep that dependency visible in the evaluation.

How should you compare channel and integration scope?

List the required channels and territories, then ask each supplier to confirm current availability in writing for the offered configuration. Request a preview of the intended placements. A broad channel promise is not evidence that a particular placement, application route or market is included in your purchase.

Adway publishes an ATS and CRM integration directory. Use it to start a discussion about the actual connection, field mapping and responsibilities. A directory entry does not establish a tested bidirectional integration or configuration-free setup. Apply the same standard when another supplier shows an ATS logo.

For Boostpoint Programmatic 2.0, distinguish XML feed intake from applicant delivery. The first concerns vacancy information entering the campaign workflow; the second concerns an application reaching the corresponding ATS job. Ask for evidence at both ends. Record the job identifier and expected candidate fields before the demonstration, then compare them with the received record.

What does a fair demonstration look like?

Illustrative test brief: one maintenance vacancy, an approved location and shift, two job-relevant application questions, a named ATS job ID and a receiving recruiter. For each vendor, capture six pieces of evidence: approved creative, launch state, mobile form, submission receipt, ATS record and closure state. Leave results blank until demonstrated. This is a proposed procurement exercise, not a completed head-to-head test.

Send the brief to both vendors before the meeting. Keep the approved location, shift, questions and destination consistent, so each demonstration answers the same buying requirement. Ask the presenter to identify the product and configuration being shown and any difference from the quoted package.

Record each requirement as demonstrated, needs configuration or unresolved. Attach the relevant evidence and note the next action. A missing field mapping belongs in the configuration record; an unanswered question remains unresolved. Neither should disappear because another part of the demonstration looked convincing.

Include closure in the test rather than ending at the mobile form. Show what happens to the approved job and its campaign when the vacancy closes, and identify the responsible owner. Confirm costs and service scope in the quote. This exercise supplies no vendor prices, performance benchmark or score that could substitute for the evidence returned.

Which approach should a buyer choose?

Choose against the workflow your team needs and the evidence each vendor provides. Evaluate Adway for its proposed social campaign and application workflow. Evaluate Boostpoint through the distinct managed Attract workflow, feed-driven Programmatic 2.0 workflow and documented Attract follow-up add-on, according to the products actually offered.

Before deciding, reconcile the demonstration with the written proposal. Keep essential unresolved requirements visible and test them before purchase. A conditional answer can be useful when it names the dependency and the evidence needed to resolve it; it is not yet a demonstrated result.

Bring the same maintenance-role test brief to an Adway conversation, including the receiving job and recruiter. Book a demo to walk through one approved role, its application journey and the handoff to your recruiting system.

Sources

• Adway Always-On Job Ads: supplier description of the vacancy-to-campaign workflow, checked 2 November 2026.
• Adway Social Apply: role information and configurable application questions, checked 2 November 2026.
• Adway integrations: ATS and CRM directory, checked 2 November 2026.
• Boostpoint Attract, “Social media job advertising, run for you”: managed workflow documentation, checked 2 November 2026.
• Boostpoint Programmatic 2.0, “Every open job gets its own social ad, automatically”: XML feed, screening and applicant-delivery documentation, checked 2 November 2026.
• Boostpoint Connect, “Text recruiting software that texts every applicant the moment they apply”: Attract add-on documentation, checked 2 November 2026.

Start with one role. Verify the whole journey.