Beamery vs Adway: Which Social Recruiting Tool Wins?

Adway outperforms Beamery for social recruiting by delivering 65% faster time-to-hire and 23x ROI for enterprise clients. While Beamery functions as a talent CRM saving 30,000+ recruiting hours annually, Adway's programmatic social advertising and Core Leader status in the 2025 Fosway 9-Grid for Talent Attraction make it the superior choice for reaching passive talent at scale.

At a Glance

Winner: Adway delivers 24x more quality applications and 65% faster hiring than traditional methods
Pricing: Adway offers transparent consumption-based pricing while Beamery has no published pricing or free trial
Performance: Adway clients report 23x ROI; Beamery saves 30,000+ recruiting hours annually
Recognition: Adway earned Core Leader status from Fosway Group; Beamery not positioned in talent attraction specialist category
Reach: Adway's programmatic engine targets passive candidates across social platforms where 50% of recent hires are now discovered

Choosing the right social recruiting tool can turbo-charge your hiring results. TA teams face growing application volumes, shrinking recruiter headcount, and a workforce that is 70% passive talent. The platform you pick directly shapes whether you reach untapped candidates or keep competing for the same job-board applicants everyone else sees.

This article compares Beamery and Adway head-to-head so TA leaders can see which platform delivers the biggest impact on reach, speed, and ROI.

Adway vs. Beamery at a Glance

Before diving into the details, the table below captures the core differences buyers should weigh first.

Dimension	Adway	Beamery
2025 Fosway 9-Grid status	Core Leader in Talent Attraction & Engagement	Not positioned in Talent Attraction specialist category
Pricing transparency	Consumption-based, usage-based model	No free trial and no published pricing
Feature focus	AI-powered social recruiting, programmatic job ads, always-on campaigns	Talent CRM, skills intelligence, ATS integrations
Claimed time savings	65% faster time-to-hire (Ocab case)	30,000+ recruiting hours saved annually

Adway is recognised as a Core Leader in the 2025 Fosway 9-Grid for Talent Attraction & Engagement. That rating reflects strong market and customer performance at enterprise scale, with an accelerating trajectory. Beamery, meanwhile, positions itself as a talent CRM and reports saving 30,000+ recruiting hours within a year, but its lack of transparent pricing or a free trial can slow buying decisions.

Social recruiting is no longer optional. Hiring pressures and candidate behaviour have shifted so dramatically that TA teams unable to reach passive talent on social platforms risk losing the war for quality hires.

50% of recently recruited U.S. employees were discovered through an online professional networking site, up from 39% in 2015.
Over 50% of recruiters say social media is the best place to find quality candidates.
Platforms like LinkedIn, Facebook, and Instagram provide vast networks and advanced targeting capabilities that traditional job boards cannot match.
Only 36% of workers are actively looking for new roles; the remaining passive majority can still be reached through social channels.
Recruiters now handle 93% more applications and manage 40% more open roles than in 2021, yet teams are 14% smaller.
Sourced candidates are 8x more likely to be hired than inbound applicants, proving the value of proactive outreach.

Key takeaway: If your social recruiting strategy is an afterthought, you are competing for only a fraction of the available talent.

Flow diagram showing social platforms feeding a programmatic engine that expands candidate reach and boosts ROI

Where Does Adway Pull Ahead on Automation, Reach & ROI?

Adway is built around two ideas that matter to TA teams under pressure: automation that runs without constant oversight and measurable ROI tied to quality of hire.

Faster time-to-hire

Ocab, a Swedish property-damage restoration company, shifted to a social-first recruitment strategy with Adway. Results included:

65% faster time-to-hire
24x more quality applications for sanitation technician roles
Time-to-attract dropped from 34 days to just 12

Nexer Recruit, an IT staffing firm, saw time to hire shortened by 24% after deploying automated campaigns.

Quantifiable ROI

For organisations still relying on agencies, Adway clients in the contingent-staffing segment report a 230% boost in ROI, with one industry giant achieving 23x ROI after scaling social advertising from 7% to 100% of roles.

CareerArc's 2022 benchmark study found that social recruiting CPCs cost 68% less than traditional job ads. Adway's programmatic engine leans into this advantage by continually optimising spend.

Industry validation

Fosway Group, Europe's leading HR analyst, named Adway a Core Leader in Talent Attraction & Engagement. The assessment notes strong customer performance at enterprise scale and an accelerating trajectory.

Beamery Limitations & User-Reported Gaps

Beamery has earned a place in many enterprise tech stacks, but peer reviews surface recurring pain points.

Lower scores on key features

G2 comparisons show Beamery trailing competitors in several areas:

Category	Beamery score	Competitor benchmark
Ease of use	7.7	SmartRecruiters: 8.8
Integrations	7.0	Radancy: 9.4
Reporting	7.3	Radancy: 9.1
Automation	7.3	Radancy: 9.2

AI capabilities rated lower

Users on G2 report that Beamery's generative AI capabilities score 7.0 and 7.2 for text generation and summarisation respectively, indicating room for improvement compared to tools that score above 9 in the same categories.

Pricing opacity

According to TrustRadius, Beamery does not offer a free trial or a free/freemium version. Without transparent pricing, mid-market buyers often struggle to compare total cost of ownership before committing.

Real-World Outcomes: Hiring Metrics Side-by-Side

Numbers speak louder than feature lists. The table below draws on published case studies and benchmark data.

Metric	Adway client results	Beamery client results
Time-to-hire reduction	65% (Ocab)	30%
Application volume increase	381% (Nexer Recruit)	Not publicly reported
ROI	23x in contingent staffing	Not publicly reported
Recruiter hours saved	Significant (automation focus)	30,000+ hours/year

Industry research adds context:

Sourced candidates are 8x more likely to be hired than inbound applicants.
Global median time to hire stands at 38 days; social-first approaches consistently beat that figure.
46% of sourced hires now come from rediscovered candidates already in a CRM or ATS, up from 26% in 2021.

Beamery's CRM excels at nurturing existing talent pools, but Adway's programmatic reach often fills the top of the funnel faster, giving TA teams more candidates to rediscover later.

Takeaway: Adway delivers materially faster hiring and stronger ROI on every published metric.

Layered rings illustrate AI algorithms, bias audits, and legal oversight protecting job candidates

AI, Bias & Compliance: What Should You Watch Out For?

Any AI-powered recruiting tool carries compliance risk. Buyers should understand the regulatory landscape before signing.

EEOC enforcement

The EEOC has increased scrutiny of AI in employment decisions. Title VII prohibits selection procedures that disproportionately exclude candidates based on race, colour, religion, sex, or national origin unless the procedures are job-related and consistent with business necessity.

In a recent case, iTutorGroup agreed to pay $365,000 after the EEOC alleged its AI software rejected applicants based on age.

UK guidance

The UK government's Responsible AI in Recruitment guide outlines potential ethical risks and recommends assurance mechanisms such as:

Bias audits repeated at regular intervals
Evidence of supplier claims around system fairness
Transparency on how algorithms score candidates

Practical safeguards

Government guidance notes that AI-enabled technologies pose risks of perpetuating biases, digital exclusion, and discriminatory job-ad targeting. TA leaders should:

Request bias-audit documentation from any vendor.
Confirm the platform allows human review of algorithmic decisions.
Ensure targeting parameters do not inadvertently exclude protected groups.

Use the checklist below before making a final decision.

Define your goals. Are you prioritising passive-candidate reach, time-to-hire, or cost-per-application?
Demand transparent pricing. Hidden fees erode ROI. Adway's consumption-based model aligns spend with results.
Check analyst recognition. Adway is a Core Leader in the 2025 Fosway 9-Grid for Talent Attraction & Engagement.
Evaluate integrations. 83% of TA & HR leaders plan to consolidate software next year to simplify operations.
Ask about AI assurance. The IDC MarketScape 2025 notes that buyers are rethinking approaches to hiring and the tools that support them.
Request case studies. Adway publishes ROI figures; if a vendor cannot share measurable outcomes, proceed with caution.

Ready to see how Adway performs for your hiring challenges? Explore smarter automation and see what a social-first strategy looks like in practice.

Conclusion: Why Adway Wins for Modern TA Teams

Both platforms serve a purpose. Beamery's talent CRM helps large enterprises nurture existing pipelines. But when the goal is reaching untapped, passive talent through social channels and converting them into quality hires, Adway delivers clearer advantages.

Analyst validation: Core Leader status in the 2025 Fosway 9-Grid for Talent Attraction & Engagement.
Proven ROI: Clients report 23x ROI and 381% more applications through automated campaigns.
Transparent pricing: Consumption-based model means you pay for results, not unused features.

As Nexer Recruit's results show, "381% more applications with Adway automated recruitment marketing" is not a marketing claim; it is a documented outcome.

If your TA team is ready to move beyond job boards and reach the 70% of the workforce that never applies, explore Adway's contingent-staffing solutions or read the smarter automation guide to see what a social-first strategy looks like in practice.

Frequently Asked Questions

Adway excels in social recruiting by offering faster time-to-hire, transparent consumption-based pricing, and a strong focus on reaching passive candidates. It is recognized as a Core Leader in the 2025 Fosway 9-Grid for Talent Attraction & Engagement, highlighting its effectiveness and market performance.

How does Adway's pricing model benefit TA teams?

Adway uses a consumption-based pricing model, which aligns costs with actual usage and results. This transparency helps TA teams manage budgets effectively without hidden fees, ensuring they only pay for the results they achieve.

Social recruiting tools like Adway help TA teams reach passive candidates, reduce time-to-hire, and improve the quality of hires. They leverage AI and programmatic advertising to optimize job ad placements across social media, increasing visibility and engagement with potential candidates.

How does Adway ensure compliance with AI regulations in recruiting?

Adway follows best practices for AI compliance by conducting regular bias audits, providing transparency in algorithmic decision-making, and allowing human oversight of AI-driven processes. This ensures fair and non-discriminatory hiring practices.

What are the reported outcomes for companies using Adway?

Companies using Adway have reported significant improvements, such as a 65% reduction in time-to-hire, a 381% increase in application volume, and a 23x ROI in contingent staffing. These metrics demonstrate Adway's effectiveness in enhancing recruitment processes.