Use case · Contingent staffing
230% boost in ROI for temporary hiring at scale
Scalable social recruitment marketing that exceeds deliverables for temporary hires — how an industry giant took social advertising from 7% of their roles to 100%.
Hiring temporary talent at scale?
One of the world's largest staffing firms wanted to grow its contingent talent pool to meet global workforce trends and stay ahead of the competition. The plan: scale social media advertising from 7% of their roles to 100%.
They had already seen promising results from social recruitment marketing on a portion of their permanent roles — the benefit wasn't in question. But with a digital agency handling the process manually, the costs and lead times made scaling impossible.
With Adway's platform
23X
the ROI from automated talent attraction
7% → 100%
share of roles advertised on social media
Four blockers. Four flips.
The manual agency model held social advertising at 7% of roles. Here's what kept it stuck — and what automation flipped.
-
The blocker
Agency fees ate the budget
Every campaign ran through a digital agency, by hand. Expensive fees on every single role made full coverage unaffordable.
The flip
Costs down 93% per campaign
Automation publishes client-branded social campaigns the moment a vacancy is posted on the ATS — no agency invoice attached.
-
The blocker
4 days to get a campaign live
Each campaign waited on a manual production queue. For temporary roles measured in weeks, four days of silence is fatal.
The flip
Workload from 4 days to 1 hr
Fast, agile automation takes the vacancy from ATS posting to live social campaign — the waiting room is gone.
-
The blocker
No aggregated data to steer by
Results sat scattered across agency reports. Strategic decisions about channels, spend and audiences ran on gut feel.
The flip
Full control and transparency
Investment and results in one view, with data-learning that continuously adapts the strategy as campaigns run.
-
The blocker
Candidate traffic went to waste
Every click on every job ad evaporated — no targeting, no retargeting, no audience kept for the next brief.
The flip
Every visit feeds the pool
AI-powered targeting and retargeting turned that traffic into 12 individual talent pools — over 70,000 passive candidates interested in changing jobs.
What the TA team unlocked
Through Adway, the talent acquisition team turned social media from a boutique experiment into the default channel for every contingent role:
- Both passive (70%) and active candidates (30%) — appealing to 100% of the potential workforce
- Fast, agile and cost-effective automation that instantly publishes client-branded social campaigns as soon as a vacancy is posted on their ATS
- AI-powered targeting enabling unbiased recruiting through diverse audiences
- 12 individual and unique talent pools, with over 70,000 passive candidates interested in changing jobs
- Full control and transparency of investment and results, with data-learning to continuously adapt strategy
The results
From 7% of roles on social to all of them — and the numbers that came with full coverage.
More ways teams run Adway.
Staffing & recruitment
Untapped talent beyond the job boards
Social pulls net-new candidates who never apply on a board — and turns every placement into a compounding audience asset.
RPO programs
Bundle EB into the client program
Recruitment-process-outsourcing partners adding the employer-brand vertical as a high-margin add-on to client programs.
EB agencies
Run Adway on behalf of clients
Employer-brand agencies running Adway in their own workspace — branded creative, white-labelled distribution, in client retainers.
Curious what Adway's automated talent attraction can do for your business?
We'll walk through how automated social campaigns work for high-volume temporary hiring — and what the numbers above could look like in your verticals.
Book a demo