HeyJobs vs Adway: Best for Quality Hires in 2026

When comparing HeyJobs and Adway for quality hires, Adway demonstrates superior outcomes with documented 36% improvements in hire quality through AI-driven social recruiting across nine platforms. While HeyJobs focuses on fast application volume through mobile optimization, Adway's approach targets passive candidates with precision scoring, delivering €194 return for every €1 spent and cutting time-to-hire by 59%.

At a Glance

• Channel reach: Adway covers Facebook, Instagram, Google, YouTube, LinkedIn, Snapchat, TikTok, Reddit, and Discord versus HeyJobs' 50+ programmatic channels

• Pricing models: Adway uses consumption-based pricing while HeyJobs starts at $700 monthly fixed fee

• Quality metrics: Adway customers report 36% boost in quality of hire; HeyJobs rates 5.2/10 on "meets requirements" per OMR Reviews

• Time efficiency: Adway reduces time-to-hire by 59% compared to industry median of 38 days

• Recognition: Adway holds Fosway Core Leader status for four consecutive years; HeyJobs has insufficient analyst ratings

• ROI performance: Adway delivers €194 return per €1 spent with 54% reduction in cost per application

Recruiting has changed. Hiring volumes remain 30% below 2021 levels, yet only 0.5% of applicants are hired. At the same time, recruiters manage 93% more applications with 14% smaller teams. Volume is no longer the bottleneck; quality is.

When comparing HeyJobs vs Adway, the question is not which platform generates more applicants. It is which platform delivers hires who perform, stay, and contribute. This guide breaks down both vendors across the metrics that matter: quality of hire, passive candidate reach, AI sophistication, cost efficiency, and ROI.

Why 'Quality of Hire' Is the Metric That Matters in 2026

Quality of hire measures the value new hires bring to a company. Unlike time to fill or cost per application, it captures long-term impact: productivity ramp, retention, and cultural fit.

Why does it matter now more than ever?

Selectivity is rising. Hiring grew 8.3% year over year, but only 0.5% of applicants get hired while offer acceptance rates hit 82%.
TA leaders agree. 75% of TA leaders say candidate quality is their top priority.
Job boards alone fall short. Traditional channels no longer reach the talent you need before competitors do.

The implication is clear. Platforms that optimise for application volume without filtering for fit create more work, not better hires. Social recruiting, when combined with AI-driven targeting, addresses this gap by reaching pre-engaged candidates and scoring them against role requirements before they enter your pipeline.

Vector illustration contrasting AI-precision hiring with mass job-ad broadcasting

Adway & HeyJobs at a Glance

Dimension	Adway	HeyJobs
Core positioning	AI-driven social recruiting technology for quality of hire	Performance marketing platform for job ad distribution
Channel coverage	Facebook, Instagram, Google, YouTube, LinkedIn, Snapchat, TikTok, Reddit, Discord	50+ channels via programmatic distribution
ATS integration	Plug-and-play with any ATS and CRM	Mobile-optimised application process; limited integration detail
Pricing model	Consumption-based (usage-based pricing)	Starts at $700 per month
Analyst recognition	Core Leader in 2026 Fosway 9-Grid for four consecutive years	Insufficient ratings on major review platforms

HeyJobs focuses on conversion optimisation and mobile-friendly applications. The platform claims 95% of postings receive applications on the first day. However, speed of first application does not equal quality of hire.

Adway takes a different approach. The platform automates paid social recruitment marketing using hyper-targeted job ads and employer branding, then scores candidates with Smart Scorecards before they reach your ATS.

Key takeaway: HeyJobs optimises for fast applications. Adway optimises for the right applications.

Which Platform Actually Improves Quality of Hire?

Outcome metrics tell the real story.

Adway customer results:

Boosted quality of hire by 36%
"With reliable data and better insights about our target groups, we are more proactive than ever," notes OnePartnerGroup.
AI-assisted pipelines show a 20 percentage point increase in final interview pass rates compared to traditional methods

HeyJobs metrics:

HeyJobs rates 5.2 out of 10 on "Meets requirements" according to OMR Reviews
No publicly available quality of hire data

The contrast is significant. Adway customers document measurable lifts in hire quality. HeyJobs user reviews suggest the platform delivers ease of use but falls short on fit.

Reaching Pre-Engaged, Passive Candidates

Most strong candidates are not actively job searching. They scroll social feeds, not job boards.

4.8 billion active social media users globally represent untapped talent pools.
Sourced candidates are 4-5 times more likely to be hired compared to inbound applicants.
Adway places jobs where candidates spend their time: their social feeds.

HeyJobs distributes ads across 50+ channels. Adway targets passive candidates with AI-driven precision across nine major social platforms, then nurtures them into pre-engaged talent pools.

Key takeaway: Passive reach determines quality. Adway builds sustainable talent pools; HeyJobs broadcasts job ads.

Flow diagram showing social platforms filtered by AI into high-quality candidate stream

Reach matters, but only if it reaches the right people.

Adway runs omnichannel campaigns across Facebook, Instagram, Google, YouTube, LinkedIn, Snapchat, TikTok, Reddit, and Discord. The platform automates ad distribution to ensure your message reaches the right talent at the right time.

Channel breadth alone is not enough. What sets the platform apart is algorithmic targeting:

Machine learning benchmarks ad performance against industry standards.
Facebook alone offers access to over 3 billion monthly users.
AI-powered segmentation groups candidates by skills, seniority, and location.

HeyJobs uses an algorithm to match candidates to jobs and generates mobile-optimised ads. The platform emphasises conversion rates, not candidate fit.

Is All AI Equal?

No. The AI recruiting market has split between "Real AI" engines built from the ground up and "Thin Wrappers" that layer basic APIs on legacy platforms.

How to tell the difference:

Real AI analyses behavioural data in real time, learns from campaign performance, and improves targeting continuously.
Thin Wrappers apply rules-based matching without proprietary learning loops.

Research confirms the impact. AI-driven recruitment tools consistently outperform manual methods, with strong alignment between AI evaluations and human expert judgments.

Adway's machine learning engine continuously refines campaigns. AI-assisted interview pipelines score 0.5 standard deviations higher in technical question quality and deliver 2 standard deviations higher conversational consistency.

HeyJobs does not publish details on AI methodology. Without transparency, buyers cannot assess whether its algorithm optimises for fit or simply for clicks.

Key takeaway: AI quality varies. Ask vendors to demonstrate how their models learn and improve.

How Do Pricing, Cost-Efficiency & ROI Compare?

Metric	Adway	HeyJobs
Cost per application	54% reduction	Not published
Return on spend	€194 return for every €1 spent	Not published
Entry price	Consumption-based (usage-based)	$700 per month minimum

Fixed monthly fees create friction. If hiring needs fluctuate, you pay for capacity you do not use. Consumption-based pricing aligns cost with output.

Beyond sticker price, consider total cost of ownership. Each additional week of time to hire increases cost per hire by 10-15% and decreases offer acceptance likelihood by 16%.

Adway customers report documented ROI. HeyJobs does not publish return-on-spend benchmarks.

Impact on Time-to-Hire

Speed matters. Vacancy cost compounds daily, and top candidates accept offers quickly.

Adway customers cut time to hire by 59%.
High-performing companies target 21-28 days from first contact to accepted offer.
The global median time to hire is 38 days.

Adway's automation eliminates manual campaign setup, while Smart Scorecards pre-qualify candidates before recruiter review. The result: fewer days to hire, lower cost per hire, and better candidate experience.

Key takeaway: Adway delivers measurable time-to-hire reductions. HeyJobs emphasises day-one applications, not end-to-end speed.

What Users & Analysts Say

Third-party validation separates marketing claims from reality.

Adway:

"Simple, reliable, and efficient. It's simple and efficient. We're a small team. Adway gives us the help we need to succeed. Their experience covers where we lack experience. We see Adway as a partner and that's the way we like to cooperate. The customer support is great."
— Karin F., Recruiting Manager, G2

Fosway Core Leader in 2026 for four consecutive years
Trusted by 200+ brands including PwC, KPMG, and Adecco

HeyJobs:

3.5 out of 5 rating based on 3 reviews on OMR Reviews
Ease of use rated 8.6; "Meets requirements" rated 5.2
Insufficient TrustRadius reviews to generate an overall score

Analyst recognition matters for enterprise buyers. Fosway Group evaluates vendors on performance, potential, presence, total cost of ownership, and trajectory. Adway's four-year run as Core Leader reflects consistent customer impact at enterprise scale.

Decision Checklist: Questions to Ask Before You Commit

Use this framework to evaluate both platforms against your needs:

On quality of hire:

Does the vendor publish quality of hire benchmarks from customer deployments?
How does the platform score candidates before they enter your ATS?
What is the interview-to-hire ratio for candidates sourced through the platform?

On integration and workflow:

Does the platform integrate with your current ATS and CRM?
Can you attribute every applicant to its source with 100% accuracy?
How long does implementation take?

On AI and targeting:

Is the AI proprietary or a wrapper on third-party APIs?
How does the algorithm learn and improve over time?
Can you build and nurture pre-engaged talent pools for future roles?

On cost and transparency:

Is pricing consumption-based or fixed monthly?
What is the documented return on spend from existing customers?
Are there hidden fees for features like creative production or analytics?

Cost per hire and source of hire tracking reveal whether a platform delivers value. Ask for case studies with verifiable metrics before committing.

Conclusion & Next Steps

The HeyJobs vs Adway comparison comes down to priorities.

HeyJobs delivers mobile-friendly applications at speed. It suits teams focused on volume and day-one response rates. However, limited integration detail, no published quality metrics, and a fixed-price model create risk for buyers who need measurable ROI.

Adway delivers quality of hire. Customers report 36% lifts in hire quality, 59% faster time to hire, and €194 return for every €1 spent. Four consecutive years as a Fosway Core Leader validate its position among enterprise TA teams.

As ELITS discovered after implementing Adway: "We now have always-on advertising with engagement metrics off the charts, and our talent pipeline is constantly filled."

Ready to see how social recruiting can boost your quality of hire? Request a social audit from Adway to benchmark your current strategy and identify untapped talent pools.

Frequently Asked Questions

What is the main difference between HeyJobs and Adway?

HeyJobs focuses on fast application processes through mobile-friendly ads, while Adway emphasizes quality of hire by targeting passive candidates with AI-driven social recruiting.

How does Adway improve the quality of hire?

Adway uses AI-driven targeting to reach passive candidates and scores them with Smart Scorecards, resulting in a 36% improvement in hire quality.

What are the pricing models for HeyJobs and Adway?

HeyJobs offers a fixed monthly fee starting at $700, while Adway uses a consumption-based pricing model, aligning costs with hiring needs.

How does Adway integrate with ATS systems?

Adway offers plug-and-play integration with any ATS and CRM, ensuring seamless workflow integration and accurate applicant tracking.

Adway automates social recruiting across major platforms, reaching passive candidates and improving quality of hire, time-to-hire, and ROI.