Stop competing for the 30% who are looking.
Reach the 70% who aren't.

If your team is drowning in unqualified applicants while your best candidates never even hear your name... this is for you.

You already know the dirty secret of modern recruiting: the candidates you actually want are not on job boards. They are busy in their current role, scrolling through their phone on the train home, half-watching a Reels feed. And for the last decade, the industry's answer has been to shout louder into the same empty room.

Here is the uncomfortable truth almost no vendor will tell you directly. Roughly 70% of the global workforce is passive. They are not on Indeed. They are not refreshing LinkedIn Jobs. They are not even looking. Yet this is exactly where your next senior engineer, store manager, registered nurse, or auditor lives. If your recruitment strategy depends on people raising their hand first, you are fishing in a puddle while the ocean sits behind you.

The math is brutal. Only 37% of recruiters still say job boards are their top source for quality candidates. Indeed is pivoting to a full-service agency model and raising prices on the way out. Meanwhile, 75% of TA leaders list "quality of hire" as their number one priority. You are being asked to deliver better hires, faster, with smaller teams, from a shrinking pool of active seekers who are increasingly expensive to reach.

Something has to give. And for 200+ enterprise talent teams across Europe, it already has.

Why "just post on LinkedIn" was never going to work

Most TA leaders have already tried social recruiting. You boosted a job post on Facebook. You paid LinkedIn to promote a role. You asked your marketing team to share the careers page. And after three weeks you looked at the results and thought, "well, that did almost nothing." So you went back to the job boards, swallowed the rising bill, and told yourself the channel just did not work.

That was not social recruiting. That was a $50 boosted post with zero targeting, zero funnel, zero follow-up, and zero screening. It is the difference between handing out flyers on a street corner and running a full eCommerce funnel. One is a random act. The other is an engine.

The three reasons manual social recruiting fails every time:

• 1No targeting depth. Boosting a post shows it to a broad audience. The people most likely to be qualified for your senior role never see it, because you cannot layer the precision targeting that modern performance marketing requires.
• 2No conversion architecture. A single link to your careers site drops motivated candidates into a multi-step application form. Between 60-80% abandon. On mobile, worse. You paid for the click and then lost the person.
• 3No screening layer. The minority who do apply are a mix of gold, silver, and noise. Your recruiters still spend their day manually sorting through them, which is exactly the workload social recruiting was supposed to eliminate.

This is why 62% of enterprise TA leaders we surveyed say they "tried social" and got nothing. They did not try social recruiting. They tried a boosted post. There is an enormous difference.

Introducing the Social Apply Funnel: the eCommerce engine for recruitment

Adway did not start as a recruitment tool. It started with a simple question our founders asked in 2017 in Gothenburg: if eCommerce brands can turn total strangers into paying customers in 60 seconds on Instagram, why can't we do the same with job applicants?

The answer turned into the Social Apply Funnel, and it has now powered campaigns for PwC, PEAB, Apoteket, OnePartnerGroup, Strukton Rail, and hundreds more. It is not a feature. It is an end-to-end machine that handles every stage of the journey, from the first thumb-stop to the ATS hand-off.

The result: better candidates at half the cost, on autopilot

When you connect the whole funnel, something remarkable happens. The cost-per-application drops by 54% because you are paying for conversion, not clicks. Quality goes up because screening happens before a human ever looks at a profile. And your recruiters stop spending their day on administrative triage and start actually talking to qualified people.

This is what 200+ enterprise teams now run as their primary talent attraction channel, not a supplement to job boards but a replacement for most of that spend. The ROI speaks for itself.

What this actually unlocks for your team:

• ✓Recruiters who do real recruiting. Less time screening junk, more time assessing and closing top talent.
• ✓A pipeline of pre-engaged passive talent. Build a bench of warm candidates ready for when the next req opens, so you stop starting from zero every time.
• ✓An always-on employer brand. Continuous presence on the platforms where 92% of your future hires already spend their attention, not reactive posting when a role opens.
• ✓A defensible ROI story for finance. Clear cost-per-quality-hire dashboards your CFO actually respects, not just cost-per-click charts.
• ✓Real scalability. Whether you run 10 roles or 2,000 simultaneously, the system handles the volume without adding recruiter headcount.