The talent acquisition space continues to evolve and face new challenges amidst continued economic uncertainty. Coming out of COVID to rising inflation in 2022, wars and trade route disruptions, and now tariffs aimed at resetting the global status quo, companies are increasingly pressured to do more with less. Moreover, changing workforce skill sets have begun to shape as technologies evolve. This means that the talent acquisition space now, more than ever, needs tools to optimize spend, cut waste, and match talent to jobs more effectively.
When comparing the reports from SIA and Andorit, I estimate that programmatic advertising will grow 2x faster than the overall job advertising market. Why is that? Our recent report, in partnership with Aptitude Research, reveals the potential underlying reasons and explores the role programmatic job advertising will play in today’s talent acquisition space.
Here are three stats from the report that might surprise you.
1 in 2 companies do not know what programmatic job advertising is
Programmatic job advertising has been around for years, yet many companies still don’t use it, mainly because they don’t fully understand what it is. At its core, programmatic job advertising uses technology to automate the buying, placement, and optimization of job ads across multiple job boards, making the process faster, smarter, and more efficient.
By using programmatic job advertising, talent acquisition teams can:
- Minimize manual effort in ad buying, making it easier to scale.
- Use real-time bidding to control costs and improve efficiency.
- Leverage data-driven insights to stretch budgets further.
- Gain full transparency into campaign performance.
Still, many teams rely on traditional methods, missing out on these advantages.
Only 34% of enterprise companies are using programmatic job advertising
Although widely available, only 34% of enterprise companies use programmatic job advertising. The rest are still managing job ads manually—navigating multiple platforms, placing ads one by one, and relying on limited reporting to gauge performance. This method is time-consuming, inefficient, and often results in wasted spending.
So, what does automation really mean in this context?
Traditionally, buying ad space means logging into various job boards, posting each job manually, and hoping for the best. You’re left with fragmented data and little insight into what’s working.
Programmatic job advertising flips that model. AI evaluates performance in real time, identifies the top-performing channels, and automatically reallocates your budget to get better results—without the busywork.
But here’s the real question: What’s the hidden cost of doing it the old way?
40 hours a month are wasted on setting up job ads manually
Recruiters spend an average of ten hours a week on manual job advertising. That’s one whole week every month lost to repetitive tasks like posting, monitoring, and adjusting job ads across multiple platforms. This time drain doesn’t just slow down hiring—it holds teams back from high-impact work, such as sourcing top talent, nurturing candidate relationships, and filling roles more quickly. Automating this process with programmatic advertising helps you get that time back—and redirect it where it counts.
Furthermore, the advantages of technology supporting recruiters include better job ad copy, correcting bias, and reducing human errors in the hiring process. It’s also much better at gathering, harmonizing, and benchmarking data from different sources. In sum, it does the groundwork for recruiters so they can stay focused on making data-driven decisions.
Want more insights like this?
This post is part of a blog series unpacking key findings from the 2025 Programmatic Job Advertising Report. Stay tuned as we dive deeper into the data and what it means for the future of recruiting.
Download the full report to get ahead.
Sources:
https://www.adroitmarketresearch.com/press-release/programmatic-job-advertising-software-market
