For control and quality, Gaia usually wins. Talent.com distributes CPC jobs at scale. Gaia runs a targeted, cross-channel campaign that tests creative, reallocates budget automatically and reports to hire – it’s a quality-first play, not spray-and-pray volume.
CPC distribution can drive volume fast. But traffic quality varies, spend can drift, and reporting stops at clicks and applies. You need control and outcome based optimisation.
Gaia provides that control. A single campaign spans social, search and display with skills and intent audiences. The system puts budget behind what converts to qualified applicants and away from waste. It’s the best way to get job ads seen by top candidates in 2025.
A global job aggregator with CPC job advertising and dashboards to monitor traffic and applies. It is a quick way to boost visibility.
Limits include variable traffic quality, limited creative control and manual tuning.
Targeting. Skills and intent audiences, not just job keywords.
Optimisation. Automatic and outcome driven, based on qualified applicants and hires.
Creative testing. Multiple messages and visuals running in parallel.
Fast apply. Mobile-first journeys improve completion. See GaiaPages.
Retargeting. Cookie-free, privacy friendly.
Reporting. Clear attribution by channel and audience. Explore GaiaComplete and Integrations.
Babcock moved from low control spend to a structured performance campaign and scaled to millions of relevant impressions while improving conversion and quality. Read the case: Babcock hiring revolution. For cost and quality control at scale, see the Mitie case study and the series on cost and efficiency and candidate quality.
• Teams that want control over CPC and quality.
• Roles where passive talent matters.
• Multi-location hiring where cross-channel reach is key.
Connect ATS, approve creative, launch. Weekly learning cycles keep improving results and the dashboard shows performance by channel.
Ready to test it? Book a demo.
Can Gaia include aggregator traffic?
Yes. The optimiser includes it only if it proves quality.
How does Gaia track to hire?
Define a qualified applicant and map to interview and hire stages via the ATS. Reporting follows the funnel.
What about compliance?
Cookie-free retargeting and privacy controls are included.
Ready for CPC spend that actually proves quality? Book a demo.
Who is Gaia best for
Gaia suits in-house recruitment teams, agencies and RPOs who want:
- To reach beyond job boards into the open web and social channels.
- Real-time campaign optimisation and data-driven decision making.
- Flexibility between self-serve and managed service.
- Seamless integration with existing ATS workflows.
- A measurable lift in quality and volume of applicants.
Adzuna works well for teams who want a large active-jobseeker search audience, now combined with social advertising and candidate automation, delivered as a managed service.
Final word: Gaia vs Adzuna
If you need broad, AI-targeted reach, multi-channel automation and real performance data, Gaia delivers a fundamentally different proposition to job board aggregators like Adzuna. Both now operate in social recruitment advertising, but Gaia is purpose-built for performance, with broader reach across the open web and paid search, real-time cross-channel optimisation, cookie-free retargeting and the choice of self-serve or managed delivery. For TA, HR and EB leaders tasked with hitting hiring targets in competitive markets, Gaia provides the tools, intelligence and flexibility to succeed.
Learn more about GaiaComplete or book a demo to see it in action.