An Alternative to Endless Job Board Spend? It's Your Existing Career Site.

For years, talent acquisition teams have poured increasing amounts of money into programmatic job advertising to help meet hiring demand. Programmatic has certainly delivered efficiency gains—automating postings, optimizing bids, and simplifying spend management.

But when it comes to applicant quality, programmatic has not only failed to solve the problem, it’s often making it worse.

The data is clear:

• Career site applicants are 3X more likely to be hired than those who come from programmatic networks and job boards.

• Yet most employers underinvest in their career sites and over-rely on programmatic that drives high volumes of low-quality applications.

All data in this article comes directly from Dalia clients across multiple industries, including healthcare, food services, retail, and more.

The Programmatic Problem: Quality Is Declining

Programmatic was designed to automate job posting and optimize spend, which it has done well.
But when you examine the data, programmatic networks haven't improved quality—and in many cases, they're making it worse.

Example: Mid-Sized Healthcare System (6 months of data)

The programmatic network had the lowest quality of all sources, converting at just 1.22%, which is 3.1X worse than career site traffic. This low app-to-hire ratio from programmatic networks is consistent most companies who have completed a source data audit.

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This means the company was paying to generate the very lowest-converting applicants, compounding the problem:

• Recruiters were overwhelmed with unqualified candidates.

• Budget was wasted on volume instead of impact.

• Hiring teams were stuck in a cycle of spending more while getting less.

Career Site vs. Job Boards: The Quality Gap

Across industries, career site traffic consistently produces the highest-quality applicants, while paid job boards deliver volume at a much lower conversion to hire.

Example: Large Food Services Company (3 months of data)
This company hires for high-turnover, frontline roles like cooks, drivers, and servers.

For this company, it took five to seven times more applications from paid job boards to make a single hire compared to the employer’s own career site.

The takeaway: Job boards created volume, but they also created noise—forcing recruiters to waste time sifting through unqualified applicants.

Why Career Site Visitors Convert to Hires

It comes down to intent.

When a candidate visits an employer's career site directly, they’re demonstrating strong interest in that specific organization:

• They may be researching culture, values, or open roles.

• They often arrive because of employer branding efforts or referrals.

By contrast, job board applicants are often “quick applying” to many companies at once. Even if these candidates are qualified, the odds of any single employer successfully hiring them drop sharply.

This is why career site applicants are consistently 3X more likely to be hired than job board applicants. Read more here →

The Bottom Line

Career site visitors are your highest-quality external source of applicants, yet most employers underutilize this channel while overspending on external job boards and programmatic networks that deliver low-converting applicants.

Key data points from our client data:

1. Career site applicants are 3X more likely to be hired than job board applicants.

2. Paid job boards often require 5–7X more applications to make a single hire compared to career sites.

3. Programmatic networks frequently drive the lowest-quality applicants.

Get a Free Career Site Audit

Not sure how your career site is performing today?

Dalia offers a free audit to help you understand the quality of your career site traffic and identify opportunities to reduce reliance on low-performing sources like job boards and programmatic networks. Learn more about the free audit →

Your audit will include:

• Analysis and fixes to broken source tracking across sources from application to hire
  
  

• A breakdown of your current applicant sources and their conversion to hire.

• Insights into where you're overspending on low-quality volume.

• A customized plan to improve career site conversion and drive more applicants and hires with your existing traffic.