Should niche job search sites use programmatic job ad buying to help get the right early career job opportunities in front of the right job seekers at the right time?

Niche job boards need to evolve or risk fading away. I remember when running a job board meant posting a job ad and simply hoping the right candidates would find it. These days, it’s a whole new ballgame. Programmatic job ad buying – essentially using automated, data-driven ad platforms to promote job openings – has emerged as a game-changer. For niche sites focused on early career opportunities (like college students and recent grads), programmatic advertising can be the secret sauce to reach more young talent. But as with any innovation, it comes with its own set of pros and cons. Let’s dive into the good, the bad, and the latest trends of programmatic ads for niche job boards, all through the lens of someone who’s been in the trenches of recruitment for decades…me.

Pros of Programmatic Ads for Niche Job Boards

Using programmatic ad buying can supercharge a niche job board’s performance. Here are some key advantages, especially relevant for early career and specialized boards:

• Wider Reach, Targeted Audience: Programmatic networks allow niche boards to push job ads beyond their own site. That means your internship or entry-level job posting isn’t just seen by visitors of your board, but also appears on other websites, mobile apps, or social media where young job seekers hang out. You get the best of both worlds – broader exposure while still zeroing in on relevant audiences. For example, an early-career focused board can target university websites or forums automatically through programmatic campaigns.
• Efficiency and Scale: With programmatic, a lot of the heavy lifting is handled by software. The system automatically bids on ad placements, decides where to post jobs, and even adjusts in real-time based on performance. This level of automation means a niche job board can handle huge volumes of job ads without a massive team manually tweaking each posting. It’s like having a tireless digital marketing team working 24/7. (At College Recruiter, we hit a point years ago where millions of jobs were live at once – there’s no way to manage that without automation!)
• Pay for Results, Not Posts: One of the biggest upsides is moving to a performance-based model. Instead of paying a flat fee to post a job for 30 days and crossing your fingers, programmatic ad buying often works on a cost-per-click (CPC) or cost-per-application (CPA) basis. In plain English, you pay when someone actually clicks on your job ad, or better yet, when a candidate applies. This aligns the spending with actual outcomes. For niche boards, it’s a win-win: employers feel they’re getting real value (since they’re funding actual candidate interest), and the job board can attract more business by offering this more accountable pricing.
• Real-Time Optimization: Programmatic platforms use data to make split-second decisions. If an entry-level marketing job ad is performing poorly on one site (not getting clicks or applications), the system will notice and reallocate budget to another source that’s getting better traction. This dynamic adjustment means better results over time without manual intervention. The algorithms learn where the early career audience is engaging and funnel the budget there, improving the quality and quantity of responses.
• Data-Driven Insights: Because every click and application is tracked, niche boards get a treasure trove of data. You can see which sources give you the most applicants, what the cost per applicant is, and even drill down into quality metrics (like which source ultimately gave a hire). These insights are powerful. They help the job board continuously improve and also prove ROI to employers posting jobs. Over time, this builds trust – employers see transparently what they got for their money, which isn’t always the case with traditional job postings.

In short, programmatic advertising can amplify a niche job board’s reach while keeping it finely tuned to the right audience, all in a cost-efficient way. It’s no surprise that many of us in the industry are excited about these benefits.

Cons and Challenges of Going Programmatic

Of course, it’s not all sunshine and roses. Like any strategy, programmatic advertising comes with challenges and potential downsides for niche job boards:

• Complexity and Learning Curve: Let’s face it – programmatic advertising can feel technical and complex at first. It’s not as straightforward as just uploading a job ad and walking away. There’s new terminology to learn, dashboards to monitor, and integrations to set up (for example, linking the job board to an applicant tracking system or analytics tool). For smaller niche boards without a dedicated tech team, this can be daunting. It often requires new skills or partnerships to manage effectively.
• Unpredictable Costs: With a traditional job posting, you pay once and you’re done. In a programmatic model, you’re essentially entering a bidding market. If a job ad is super popular or in a competitive field, the cost per click or application might spike. Early career talent might be in high demand in certain fields (say, software engineering new grads), driving costs up. Without careful budgeting and monitoring, an employer (or the board’s own budget) could be surprised by how quickly spend accumulates. Budget control and setting the right bids are crucial, otherwise, you risk overspending.
• Dependence on Data and Tracking: Programmatic only works well if you can track what happens after the click. If a niche board doesn’t have solid conversion tracking (knowing when a click turns into an actual job application), it’s flying blind. In my experience, lack of data was a deal-breaker – you could pour money into ads and have no clue if they actually led to a hire. Ensuring that tracking pixels are in place and that you’re measuring results adds extra setup work. And if tracking is off, it can waste money on unproductive sources.
• Quality Control: While programmatic can drive a lot of traffic, not all clicks are equal. A challenge is making sure that the quality of applicants remains high. Early career job boards might get floods of clicks from curious students, but if those students don’t have the right qualifications or genuine interest, employers won’t be happy. Tuning the campaigns to focus on quality (perhaps by optimizing for completed applications or using filters) is essential. There’s a bit of a balancing act between quantity and quality, and the algorithms need some oversight to get it right.
• Client Education and Buy-In: Changing to a programmatic, performance-based approach was a multi-year journey for us. Many employers and recruiters are used to the old way of doing things. Convincing a long-time client that they should switch from a $300 job post to a model where they pay per applicant can raise eyebrows at first. There’s often skepticism (“Will this end up costing me more? How do I budget for this?”). Niche boards have to invest time in educating employers on how programmatic works and why it’s beneficial. Without that understanding, some clients might resist the change or use the new system incorrectly.
• Technology Hiccups and Control: When you rely on third-party programmatic platforms, you’re entrusting a lot to their algorithms and systems. If there’s a bug or a misconfiguration, your jobs might not get advertised properly (or conversely, might overspend). Also, some boards feel a loss of control – the distribution is happening behind the scenes, and it’s not always obvious where your jobs are showing up. Transparency varies by vendor. Handing over the keys to an algorithm requires trust. It’s generally well-placed trust, but it can make some niche board operators uneasy at first.

In summary, going programmatic isn’t a decision to take lightly. It requires new know-how, vigilant budgeting, and a shift in mindset for both the job board and its clients. The good news is that most of these challenges can be managed with the right strategy and partners, but they’re important to understand up front.

Niche Job Boards Winning with Programmatic Advertising

Despite the challenges, many niche job boards have already dived into programmatic advertising and are seeing terrific results. Here are a few examples and scenarios of how they’re leveraging it to drive better outcomes for both employers and candidates:

• College Recruiter: As an early-career focused job board, we embraced programmatic advertising early (2014!) and haven’t looked back. By switching to a performance-based model (virtually 100% of our postings are now pay-per-click or pay-per-application), we dramatically expanded our reach. An employer’s internship ad on College Recruiter might be promoted across hundreds of sites automatically, getting in front of far more students and recent grads. The result has been more applications for our clients and steady growth for us. It’s a prime example of a niche board punching above its weight globally by using programmatic to amplify every job listing.
• Dice (Tech Jobs): Dice is a long-standing tech industry job board that has tapped into programmatic strategies to maintain its edge. The tech talent pool is very active online, so Dice uses programmatic ads to place their clients’ job openings on relevant tech forums, social networks, and other tech news sites frequented by developers. By doing so, a highly specialized software engineer job posted on Dice doesn’t just sit on dice.com; it follows tech professionals around the web (in a non-creepy way!) and invites them to apply. This approach has helped Dice deliver more qualified tech candidates to employers beyond the traffic already on their site.
• Diversity-Focused Job Sites: Niche boards that cater to underrepresented talent – for example, job boards for Black or Latinx professionals, women in STEM, or veterans – have found programmatic advertising incredibly useful. Take DiversityJobs.com as an example. It can programmatically share its job listings to websites, online communities, and forums that are popular with diverse talent groups. If a company is looking to hire more women in engineering, a site like DiversityJobs uses programmatic platforms to target female engineer audiences across the web, not just on its own pages. This leads to better results for employers who are trying to build inclusive teams, and it helps diverse candidates discover opportunities they might have missed otherwise.
• Industry-Specific Boards: Many industry or role-specific niche boards are also winning with programmatic. Health care job boards, for instance, use programmatic ad buying to reach nurses and medical technicians on medical news sites or healthcare forums. A nursing job post on a niche nursing board might get automatically promoted on popular health blogs or even general job search engines via programmatic exchanges. Similarly, a finance niche board (like eFinancialCareers) can syndicate job ads to financial news portals or LinkedIn feeds of young finance professionals. These boards have reported more engagement and faster fills by using programmatic to cast a wider net while still aiming at the right pond.
• Regional and Campus Job Networks: Some smaller regional job boards and campus-focused career sites band together through programmatic networks. For example, a cluster of university career centers might use a shared programmatic platform so that a job posted at one campus also reaches students at other campuses in the network. Similarly, local city job boards might rely on programmatic partners to distribute their postings to national aggregators and get more visibility. This collaboration through programmatic means even a tiny niche site can have a national (or international) presence.

These examples barely scratch the surface, but they illustrate a common theme: niche job boards are punching above their weight by using programmatic advertising. They’re delivering more value to employers (more applicants, more diversity, more reach) and providing candidates with more ways to discover the right job. It’s a classic case of working smarter, not just harder, by leveraging technology and partnerships.

Trends and Technology Shaping Programmatic Job Advertising

As programmatic advertising matures in the recruitment space, several key trends and technologies are emerging – and they’re especially relevant for niche boards looking to stay competitive:

• Rise of Cost-Per-Application (CPA) Models: More and more, employers care less about clicks and more about actual applications. We’ve seen a trend where pay-per-application pricing is gaining traction over the old pay-per-click approach. For niche job boards, this is a compelling selling point – it’s as close as you get to guaranteeing results. The technology to support CPA (tracking each application back to its source) has improved greatly. Don’t be surprised if CPA becomes the new standard in the next couple of years for job advertising, with niche boards adopting it to meet advertiser demand for tangible outcomes.
• Deeper Integration with ATS and Analytics: Modern programmatic platforms are getting cozy with Applicant Tracking Systems (ATS) and analytics tools. This means when an early career candidate clicks a job ad and eventually applies on an employer’s site, the programmatic system gets a ping saying, “Yep, that click turned into an application.” This closed-loop tracking is critical. It allows for automated optimization (shifting spend toward sources that produce actual applicants) and gives both the job board and the employer real-time feedback. The tech trend here is all about integration and data sharing – breaking down silos between the job board and the employer’s recruitment systems to improve efficiency for everyone.
• AI and Machine Learning Optimization: Artificial intelligence is the behind-the-scenes hero of programmatic advertising. Sophisticated algorithms now predict which sites a job ad should appear on, what time of day will get the most traction, and even which wording in an ad might attract more early-career candidates. Over time, the machine learning models get smarter – they might learn that entry-level marketing jobs perform best on Platform A, while junior developer roles get more love on Platform B. Auto-optimization through AI takes a lot of the guesswork out of ad buying. For niche boards, leveraging these AI-driven platforms means they can compete with the big players in terms of optimization without needing a data science team of their own.
• Multi-Channel Programmatic (Beyond Job Boards): A big trend is that programmatic job advertising is no longer confined to traditional job boards or job search engines. Now, it’s truly multi-channel. A job ad could appear as a promoted post on social media, a banner on a relevant niche blog, or even in search engine results – all managed programmatically. Early career seekers might be browsing Instagram or reading an industry-specific subreddit, and thanks to programmatic campaigns, they could see a tailored job ad pop up. Niche job boards are taking advantage of this by preparing ad content that can fit these different formats. The technology to serve job ads in native social feeds or as Google Ads has improved, making the candidate experience more seamless (the ad takes them right into an application process).
• Consolidation and Collaboration: As programmatic becomes mainstream, we’re seeing some consolidation in the industry. Big fish are acquiring smaller specialist vendors, and there’s a bit of an arms race to offer the most comprehensive platform. For example, major job board companies have snapped up programmatic startups, and traditional recruitment ad agencies have built or bought programmatic tech. For niche boards, this consolidation can be a double-edged sword. On one hand, the tools at their disposal are getting stronger and more integrated; on the other, they need to ensure they partner with the right platforms that align with their needs. The encouraging trend is collaboration: many programmatic vendors are creating solutions specifically friendly to job boards (not just employers), making it easier for a niche site to plug in and play.

Staying on top of these trends is vital. The landscape is shifting, and what gave a competitive advantage a couple of years ago (like basic pay-per-click advertising) might soon be table stakes. Niche job boards that embrace these technologies and adapt to the trends are positioning themselves as forward-thinking leaders in their space, rather than followers.

Notable Programmatic Advertising Vendors for Niche Boards

Navigating the vendor landscape can be confusing, so it’s worth knowing some of the key players and technologies providing programmatic advertising solutions, especially those that cater to job boards and recruitment:

• Appcast: A pioneer in programmatic recruitment advertising, Appcast offers a large network of partner sites and typically works on a pay-per-applicant model. For a niche job board, Appcast can serve as a gateway to distribute your jobs across thousands of sites effortlessly. They’ve become well-known for helping organizations get job ads in front of the right people and only charging when those people apply.
• Veritone Hire (formerly PandoLogic and PandoIQ): An AI-driven platform that automates job ad placements and bidding. Veritone’s technology was built with job sites in mind (it powers a network of job boards behind the scenes). A niche board can use Veritone to automatically send job ads to the optimal channels and let the machine adjust things like bid amounts in real time to meet application goals. It’s very much a “let the robot handle it” approach, which can be great for lean teams.
• Joveo: Joveo is another global programmatic job advertising platform. Its focus is on delivering the right candidates at the best cost. They provide a dashboard where a job board (or employer) can manage campaigns across multiple channels. Joveo’s platform uses data intelligence to figure out where a job listing should appear to hit the target number of applicants. Niche boards that have used Joveo appreciate the cost efficiency and broad reach it provides, all in one place.
• Recruitics: Unlike the pure tech platforms, Recruitics blends technology with services. They are a recruitment marketing firm that offers a programmatic platform plus analytics. A niche job board might turn to Recruitics if they want not just the software, but also some strategic guidance on how to get the most out of their budget. Recruitics’ platform helps track and analyze performance, which can complement a niche board’s efforts to show clients how well their postings are doing.
• JobAdX: JobAdX, recently acquired by Shaker Recruitment Marketing, is a programmatic exchange specifically for jobs – think of it like a stock exchange, but for job ads. It connects job boards (as publishers) with advertisers (employers or other boards) in real time. For niche job boards, partnering with a platform like JobAdX can mean monetizing extra traffic (by showing other relevant job ads and earning per click) and/or boosting your own listings’ exposure on other sites. They also innovate with things like animated job banners to catch candidate attention. It’s a newer entrant that’s very focused on modernizing how job ads are traded and displayed.
• Big Job Board Programmatic Divisions: It’s also worth noting that major players like Indeed and ZipRecruiter have embraced programmatic concepts. Indeed now offers a pay-per-application option to many employers, essentially turning their platform into a giant programmatic engine. While niche boards don’t directly use Indeed’s system, it shows the direction of the market. Some niche boards actually source traffic from these big aggregators by paying for clicks or listings – effectively using Indeed or Google Jobs as part of their programmatic mix. Additionally, companies like Talroo (formerly Jobs2Careers) provide programmatic job advertising with a focus on certain niches like hourly jobs.

When choosing a vendor or technology, a niche job board should consider how well it integrates with their systems, whether it supports their specific goals (early career targeting, for example), and the level of transparency it offers. The good news is that there are multiple specialized vendors out there eager to work with niche boards, and many have proven track records of boosting results.

The Bottom Line

Programmatic job ad buying has moved from buzzword to centerpiece in the recruitment advertising world – and niche job boards are reaping the benefits. In our journey at College Recruiter, shifting to a programmatic, performance-based approach was transformative. We’ve seen more engagement from the right candidates, happier employers who love paying for results, and an ability to scale our services dramatically. Early career job boards and other niche players are no longer playing small ball; with the right tech and strategy, they can reach audiences on par with the big generalist job sites.

That said, success with programmatic isn’t automatic. It takes a willingness to learn, to invest in data and tracking, and to continually fine-tune the approach. There will be bumps along the way – budgets that need reining in, campaigns that need tweaking, clients that need educating. But those are bumps on a road that ultimately lead to a more efficient and effective marketplace.

I’ll put it this way: programmatic advertising is like fuel for your niche job board engine. If you use the right type and handle it well, you’re going to go farther and faster than ever before. Just keep your hands on the wheel and eyes on the road (watch those metrics!), and you’ll find that programmatic can drive early career recruiting and niche hiring into a new era of success.

To get some more insights into this issue, I reached out to eight hiring experts to get their thoughts.

• Niche Platforms Leverage Programmatic for Precision
• Programmatic Ads Enhance Early Career Recruitment
• Targeted Advertising Boosts Niche Job Boards
• Smart Targeting Revolutionizes Early Career Hiring
• Programmatic Ads Unlock Micro-Credential Opportunities
• Amplify Authenticity with Programmatic on Niche Platforms
• Data-Driven Matchmaking Transforms Recruitment Landscape
• Cautious Approach Needed for Niche Programmatic Advertising

Niche Platforms Leverage Programmatic for Precision

Programmatic job ad buying makes a lot of sense for niche platforms like College Recruiter because it allows them to compete with larger players without requiring a massive sales team or budget. When targeting a specific group such as students or recent graduates, timing and relevance are crucial, and automation helps ensure that the right opportunities appear when and where they are most useful.

At Helium SEO, we have worked with both broad-reaching and hyper-targeted campaigns, and one consistent observation is that niche traffic tends to convert better. It’s not always about reaching the largest audience; it’s about reaching the right one. With College Recruiter, programmatic buying enables them to surface jobs that actually fit the needs of early career candidates, and it does so at scale without wasting ad spend on irrelevant impressions.

I had a similar experience when we were running a campaign for a client looking to recruit software engineers fresh out of bootcamps. Traditional platforms weren’t effective, so we tested more targeted options that catered specifically to early-career tech talent. Once we set up programmatic buying rules based on geography, degree status, and engagement behavior, we saw the cost-per-application drop by almost half, and the candidates were significantly more qualified. This level of efficiency doesn’t happen by chance. It’s the result of allowing automation to do the heavy lifting while keeping the strategy focused on a specific audience.

Therefore, for a site like College Recruiter, using programmatic advertising isn’t just smart; it’s almost necessary if they want to quickly connect employers with early-career talent who are actively looking but might otherwise be overlooked on larger platforms.

Paul DeMott, Chief Technology Officer, Helium SEO

Programmatic Ads Enhance Early Career Recruitment

I believe it’s a smart and timely move for niche platforms like College Recruiter to embrace programmatic ad buying–especially when it comes to connecting early career talent with the right opportunities. In a market where attention is fragmented and timing is crucial, programmatic advertising offers precision at scale, which is essential when targeting Gen Z job seekers who are highly selective and digitally native.

What gives platforms like College Recruiter a competitive edge over generalist giants is contextual relevance and audience trust. Programmatic ads, when paired with first-party data and behavioral insights, can ensure that job opportunities are delivered in moments of genuine intent–whether that’s during content consumption, career research, or active job hunting.

This isn’t just about more efficient ad spend–it’s about creating smarter, more human experiences. By leveraging programmatic advertising in a niche environment, College Recruiter can provide employers with better ROI and job seekers with more meaningful opportunities, reducing noise and increasing the quality of matches.

In a world moving toward personalization and performance, this is the kind of innovation that will shape the future of recruitment marketing.

Gaston Kaufer Barbe, CEO, Toucan Insights

Targeted Advertising Boosts Niche Job Boards

Using programmatic ad buying on niche platforms like College Recruiter is a smart evolution—and honestly, long overdue. While generalist sites cast a wide net, niche platforms already attract a self-selecting audience, which means better signal, less noise. Layering programmatic tech on top of that makes the whole thing sharper, faster, and way more efficient.

For early-career hiring, timing and relevance are everything. You want to reach students or recent graduates while they’re searching, not three months after graduation. Programmatic distribution can fine-tune when and where your roles show up based on behavior, geography, and interest—which means higher-quality applicants and less spray-and-pray spending.

Big job boards are built for volume. Niche sites with programmatic tools? That’s where you find fit.

Justin Belmont, Founder & CEO, Prose

Smart Targeting Revolutionizes Early Career Hiring

Programmatic advertising is shaking things up—even in job ads. While giants like Indeed and ZipRecruiter dominate the space, niche sites such as College Recruiter have a real opportunity to stand out with programmatic job ad buying. For early-career job seekers—students and recent graduates—the hunt can feel chaotic. Programmatic advertising allows niche platforms to target these candidates with laser focus, using data like location, interests, and career goals to serve the right ad at the right time.

The best part? Niche sites can prioritize quality over quantity. Instead of spamming generic job posts, College Recruiter could use programmatic advertising to match employers with hyper-specific audiences. Imagine an engineering firm’s internship ads only reaching engineering students actively looking for one. It’s better for job seekers, better for employers—everyone wins.

Of course, it’s not all easy. Niche sites compete with big players who invest heavily in flashy programmatic technology. Plus, smaller platforms need rock-solid data strategies to stay competitive. And trust is key—both employers and candidates need to believe the system actually works.

But if niche sites nail it? Programmatic job ads could be their secret weapon. By zeroing in on early-career talent and leveraging smart targeting, they can carve out a real edge. It’s all about delivering value—connecting the right people with the right jobs at the right moment. That’s where niche players can truly shine.

Priyanka Prajapati, Digital Marketer, BrainSpate

Programmatic Ads Unlock Micro-Credential Opportunities

I think this is a brilliant and strategic move for College Recruiter. If a student earns a micro-credential through an online course platform such as UX design or Python, College Recruiter could instantly trigger a set of job opportunities that require that skill, using an API between the learning platform and its ad engine. For instance, a student who earns a micro-credential in UX design could be shown job postings for entry-level UX design positions at top companies.

This helps early career job seekers find relevant opportunities and increases the chances of successful placements for recruiters by targeting candidates with specific skills. I must say that this approach aligns well with the current hiring trends where employers are increasingly looking for candidates with specific technical skills and certifications.

Kevin Baragona, Founder, Deep AI

Amplify Authenticity with Programmatic on Niche Platforms

Lifestyle brands live or die on trust. Early-career applicants drawn through niche job boards often show deeper emotional buy-in to brand stories. Programmatic advertising on generalist boards wrecks that emotional connection faster than you can say “clickbait.”

When programmatic tools are used on carefully curated niche platforms, though, they turn into amplifiers rather than bludgeons. Timing matters. So does authenticity. Seriously, getting your job opportunity in front of the right person at the right life stage beats a billion empty impressions every time.

Toni Norman, Senior Marketing Manager, Tingdene Residential Parks

Data-Driven Matchmaking Transforms Recruitment Landscape

For a site like College Recruiter, which focuses on connecting early career professionals with the right opportunities, programmatic advertising isn’t just a tool; it’s a strategic advantage. While the generalist giants are busy chasing scale with a firehose of job listings, niche platforms like College Recruiter are quietly using laser-focused targeting to deliver better matches for both candidates and employers. This isn’t a side hustle for them. They were the first niche job board to leap into programmatic advertising, and they did it back in 2014. That’s not bandwagon-jumping. That’s vision.

The strength of programmatic advertising in this context is its beneficial efficiency. It strips out the guesswork, the gut-feeling buys, and the “post and pray” method that should’ve been retired with AOL CDs. For early career recruitment, where the signals are different—think education, emerging skills, and potential instead of polished resumes—programmatic offers a data-driven way to surface the right talent at the exact right moment. The beauty of it is that employers don’t need to outspend the competition; they need to out-target them. Programmatic advertising lets them do that by delivering job ads when and where the right candidates are paying attention.

Frankly, it’s hard to overstate how important this is for smaller employers trying to compete in a market dominated by loud, expensive platforms. The generalists can afford to be blunt instruments. But College Recruiter should be a scalpel. CR is using automation not to remove the human from the hiring process, but to amplify the precision of every dollar spent. When programmatic advertising is done well, by a niche site that knows its audience inside and out, it’s not just better marketing. It’s better matchmaking. And in hiring, that’s the whole point.

Robert Garcia, Chief SEO Strategist, MiamiSEOPro

Cautious Approach Needed for Niche Programmatic Advertising

While programmatic job advertising has clear advantages, I’m cautious about its use on niche platforms–especially those built on trust, community, and curated content.

These sites succeed not because they cast the widest net, but because they attract highly targeted, intentional audiences. Users come for specific insights or opportunities, and that sense of focus is exactly what makes the experience valuable.

Layering programmatic advertising on top of that risks disrupting the very ecosystem that makes niche platforms effective. What works on generalist sites–where volume and broad exposure are key–can backfire in more specialized spaces. Over-automation can create noise, trigger ad fatigue, and make the experience feel impersonal or transactional. Worse, it can erode user trust, especially if the ads don’t align with the site’s tone or audience needs.

If niche platforms do choose to adopt programmatic job advertising, it should be done with precision–and a heavy dose of caution. That means setting strict parameters, choosing the right partners, and closely monitoring metrics like bounce rates, time on page, and user engagement. Because once the value of intentional content is diluted, it’s hard to regain that trust.

Jon Hill, Managing Partner, Tall Trees Talent