PandoLogic vs Adway for Recruiting Agencies

For recruiting agencies comparing PandoLogic vs Adway, the choice comes down to reach and ROI. While PandoLogic optimizes job board spending using 200+ billion historical data points, Adway delivers €194 return for every €1 spent by accessing both active and passive candidates through social recruiting, resulting in 59% faster time-to-hire and 36% better quality of hire.

At a Glance

• Channel difference: PandoLogic focuses on job boards while Adway leverages social media platforms where 4.9 billion users spend their time

• Cost efficiency: Social ads cost 50% less than job boards ($0.49 vs $1.00 CPC)

• Talent pool access: Adway reaches 100% of the workforce including passive candidates; PandoLogic limited to active job seekers

• AI approach: PandoLogic uses algorithms that constantly evolve for bid optimization; Adway employs bias-free targeting using real-time behavioral data

• Integration flexibility: Adway connects with any ATS/CRM while PandoLogic primarily offers ADP integration

• Agency results: Nexer Recruit achieved 381% more applications using Adway's automated recruitment marketing

Recruiting agencies comparing PandoLogic vs Adway need a clear verdict. Both platforms promise AI-driven automation and smarter job advertising, but they operate in fundamentally different spaces. This comparison unpacks how each platform serves agencies, but the data consistently shows why Adway's social recruiting model wins on reach, ROI, and compliant AI.

Why does this showdown matter to recruiting agencies?

Recruiting agencies live and die by their ability to deliver quality candidates faster than the competition. The technology stack you choose shapes everything from cost per hire to client satisfaction.

PandoLogic's programmatic job advertising platform, pandoIQ, automates and optimizes job advertising spend through AI, focusing on job board networks. Adway takes a different approach, boosting quality of hire at the speed of social by targeting untapped talent across social media platforms.

Programmatic job advertising software automates the process of buying, placing, and optimizing job ads across various platforms. But the real question for agencies is: which platform gets you in front of the right candidates?

Split graphic contrasting narrow high-cost job board funnel versus broader low-cost social media recruiting funnel

The macro-trends are clear. Agencies that shift to social recruiting are seeing dramatic improvements in both cost efficiency and candidate quality.

Here's what the data shows:

CPC savings: Social ads cost nearly 50% less than job boards ($0.49 vs. $1.00)
Even greater savings possible: Social recruiting CPCs cost 68% less than traditional job ads
Massive reach: Global social ad spend reached $207 billion in 2025, up 15% from 2024
Mobile dominance: 90% of candidates apply on their phones, and social shows up where they already are
Conversion boost: Adding social to your mix can increase job board conversions by up to 39%

The shift isn't subtle. Agencies stuck on job-board-only strategies are paying more for less reach while their competitors build pre-engaged talent pools through social channels.

Which platform offers deeper automation, reach and ATS integration?

Both platforms claim AI-driven automation, but the differences matter for agencies juggling multiple client accounts and thousands of roles.

Feature	Adway	PandoLogic
Primary Channel	Social media (Facebook, Instagram, LinkedIn, TikTok, Snapchat, Reddit, Discord)	Job board network (Indeed, LinkedIn, Monster, CareerBuilder, ZipRecruiter)
AI Focus	Bias-free targeting using real-time behavioral data	Bidding optimization using 200+ billion historical data points
ATS Integration	Plug-and-play with any ATS and CRM	ADP integration via connector
Candidate Pool	Active and passive candidates (100% of workforce)	Primarily active job seekers

Who actually sees your ads?

Social media expands reach to nearly 100%, engaging both active and passive candidates. Your next great hire isn't scouring job boards. They're on social media, just like 4.9 billion others.

Adway reaches candidates on Facebook, Instagram, Google, Youtube, LinkedIn, Snapchat, TikTok, Reddit, and Discord. PandoLogic distributes across job sites, which inherently limits you to active job seekers.

Automation & AI depth

Adway offers unmatched precision with AI-driven analysis of real-time behavioral data to target the most relevant talent instantly. Critically, bias-free algorithms ensure fair and diverse hiring without human skew.

PandoLogic's approach differs. Their algorithms constantly evolve based on performance data and make real-time decisions to optimize campaigns. The focus is on bid optimization rather than candidate targeting.

Workflow & ATS integration

Adway connects with any ATS and CRM, offering true plug-and-play integration that agencies need when managing multiple client systems.

PandoLogic offers ADP Recruiting Management integration with bi-directional data exchange, but the ecosystem is more limited.

Key takeaway: Adway's omnichannel social approach gives agencies access to the full talent market, while PandoLogic restricts you to candidates already on job boards.

What ROI can agencies expect from Adway vs PandoLogic?

The numbers tell a compelling story for agencies considering either platform.

Adway's proven metrics:

PandoLogic's headline case study:

Domino's Pizza saw a 472% increase in applicant volume and 533% decrease in Cost per Applicant using PandoLogic's programmatic recruiting solution

The Domino's result is impressive, but context matters. That case study focused on high-volume, location-based hiring for a single brand. Agency workflows are fundamentally different, requiring flexibility across industries, roles, and client brands.

For a more apples-to-apples comparison, consider Forrester's Total Economic Impact study showing 467% three-year ROI for talent acquisition technology investments. The key differentiator is quality of hire, not just volume.

Implementation, support and pricing transparency

Agencies need technology partners that understand their unique challenges: multiple clients, varied industries, and the constant pressure to deliver.

PandoLogic provides a dedicated Client Success Manager as part of their managed service. However, the platform does not offer a free trial or freemium version, making it harder to evaluate before committing.

Adway's approach resonates with agencies seeking partnership over vendor relationships. As one G2 reviewer, Karin F., Recruiting Manager at a mid-market company, put it: "Simple, reliable, 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."

Adway's consumption-based pricing model offers transparency that agencies appreciate, avoiding hidden fees and unclear ROI metrics.

Shield with GDPR emblem encircled by icons for bias-free AI, transparency, accuracy testing, and DPIA documentation

AI in recruitment carries real regulatory risk. The ICO has been actively auditing AI recruitment tools, and the findings should concern any agency using non-compliant technology.

Here's what agencies need to verify:

Contextual advertising compliance with PECR and UK GDPR
No filtering of candidates based on protected characteristics
Regular accuracy testing for bias
Transparent data collection and retention policies
DPIA completion for high-risk processing

The ICO audited several providers and made almost 300 recommendations, including ensuring personal information is processed fairly and clearly explaining to candidates how their information will be used.

Critically, the ICO found that some AI tools lacked regular accuracy testing and filtered out candidates with certain protected characteristics, increasing the risk of inaccurate and prejudiced candidate evaluations.

Adway's commitment to bias-free algorithms and fair hiring practices addresses these concerns directly. PandoLogic states its commitment to responsible AI in partnership with ADP Marketplace, but the specifics around bias testing and GDPR compliance are less documented.

Agency success stories powered by Adway

Real agencies are achieving measurable results with Adway's social recruiting technology.

Nexer Recruit (Swedish IT recruitment specialist):

"381% more applications with Adway automated recruitment marketing," with one-third of tech applications now sourced via Adway and time to hire shortened by 24% measured conservatively.

Global staffing firm (contingent workforce):

A major staffing firm used Adway to scale their social media advertising from 7% to 100% of their roles, achieving a 23X ROI. They created 12 individual and unique talent pools with over 70,000 passive candidates interested in changing jobs.

ELITS:

Upon seeing a demo of Adway, ELITS recognized its potential to streamline their recruitment advertising process. "We now have always-on advertising with engagement metrics off the charts, and our talent pipeline is constantly filled."

These aren't abstract case studies. They're agencies solving the same problems you face daily.

Why Adway is the obvious partner for agencies

For recruiting agencies evaluating PandoLogic vs Adway, the decision points are clear:

Reach: Adway accesses passive candidates on social media; PandoLogic is limited to active job seekers on job boards
ROI: Documented €194 return for every €1 spent, with 59% faster time-to-hire
Quality: 36% improvement in quality of hire through AI-driven targeting
Compliance: Bias-free algorithms designed for GDPR and fair hiring requirements
Recognition: Core Leader in the 2025 Fosway 9-Grid for Talent Acquisition, fourth consecutive year

Adway's social-first approach isn't just a feature difference. It's a fundamentally better way to serve agency clients who need access to the full talent market, not just the fraction actively browsing job boards.

Ready to see how Adway can transform your agency's recruitment results? Explore Adway's solutions to learn how social recruiting technology delivers the quality of hire your clients demand.

Frequently Asked Questions

What are the main differences between Adway and PandoLogic?

Adway focuses on social recruiting, targeting passive candidates across social media platforms, while PandoLogic uses programmatic job advertising on job boards. Adway offers deeper ATS integration and bias-free AI targeting, whereas PandoLogic emphasizes bid optimization.

How does Adway improve recruitment ROI for agencies?

Adway delivers a €194 return for every €1 spent by cutting time-to-hire by 59% and boosting quality of hire by 36%. Its social recruiting model reduces cost per application by 54% compared to traditional job boards.

Social recruiting reaches nearly 100% of the workforce, including passive candidates, and costs significantly less than job boards. It also enhances candidate quality and engagement by appearing where candidates are most active, such as on social media.

Adway uses bias-free algorithms and conducts regular accuracy testing to ensure fair hiring practices. It complies with GDPR by maintaining transparent data collection and retention policies, addressing regulatory risks associated with AI in recruitment.

What support does Adway offer to recruiting agencies?

Adway provides comprehensive support with plug-and-play ATS integration, a consumption-based pricing model, and a partnership approach that aligns with agency needs, ensuring transparency and avoiding hidden fees.