How Ocab Boosted Quality of Hire with Adway's Social Recruiting Technology

From Invisible to Irresistible: How Ocab Boosted Quality of Hire with Social Recruiting

The Challenge: Invisible roles, high urgency

Ocab is a market leader in property damage restoration and sanitation across Sweden. But despite their critical services, they struggled with a deeper issue: not just attracting applicants - but finding the right ones!

Sanitation technician may not be a familiar job title, but it plays a vital role in helping people after accidents, floods, or fires. Yet, few people outside the industry knew the job even existed, let alone considered it a career. Applications were few, and the traditional job boards just weren’t cutting it.

“We were getting maybe five applications per job. Sometimes we couldn’t fill roles at all,” says Åsa, Ocab’s HR Manager. "And when we did, the candidates often didn’t understand what the job involved, which led to mismatch, turnover and wasted time. The challenge wasn’t just visibility, it was quality”

The Turning Point: A social-first recruiting strategy

When Åsa joined Ocab as HR Manager, she brought a clear vision: HR should directly drive Ocab’s goal of being the digital leader in their industry, with clear objectives to lead development in their sector. For her, being an industry leader meant working purposefully to attract the very best people.

She knew they needed more than job board visibility; they needed a strategy to increase brand awareness and attract candidates who understood their purpose.

She streamlined their recruitment with a unified ATS (Teamtailor) and layered in
Adway’s Social Recruiting Technology to reach talent where they spend time: on social media.

Every vacancy became a social-first campaign. With Adway, job ads ran automatically across Meta, Instagram, TikTok and LinkedIn, using smart targeting and audience learning to reach ideal candidates. Hiring managers could finally see their jobs marketed like products. And it worked.

Ocab Graphic

The Results: Real impact in weeks

"We treated every vacancy as a chance to grow our social talent pool. That’s what built momentum,” Åsa explains.

Applications for sanitation technician roles jumped from 5 to 120+
They got 33% more hires with Adway compared to before
Candidate quality improved, and Ocab began hiring people with the right drive to help others
Adway’s automation saved hours of manual tasks and reduced time-to-attract from 34 days to just 12
Job ads became brand campaigns – boosting employer image and sparking pride internally.
Spillover effect: More visibility → More quality talent → More customer interest.

And it didn’t stop there – as Ocab’s brand visibility grew, so did their customer trust. The recruitment campaigns on social media not only attracted better candidates, but also caught the attention of future clients. Turns out, great talent stories make great business stories too.

“Now our hiring managers don’t ask us to boost job ads anymore. They expect it. Social is our new normal,” Åsa explains.

These numbers prove that social media does more than broaden your reach, it optimises every stage of the recruitment process.

Why It Worked: Brand, tech, and internal buy-in

Adway made social recruiting easy to scale
Their ATS + Adway integration created a seamless hiring flow
Every job became a brand opportunity
Ocab’s leadership believed in long-term impact over short-term hacks

Today

Ocab isn’t just attracting more applicants. They’re building a sustainable employer brand, rooted in visibility, purpose, and precision. Adway’s smart automation helps them scale without adding headcount, and the results on candidate quality speak for themselves.

“People used to come to us as a last resort. Now they come to us with purpose. That’s the power of social media!"