You reach diverse and passive candidates by running AI-powered campaigns across social and digital platforms where they already spend time, with inclusive targeting and creative designed to resonate.
Job boards attract a narrow slice of the talent market. Mostly active job seekers, often mid-career, and rarely representative of broader society. For employers trying to improve diversity or reach underrepresented groups, job boards simply don’t deliver. That’s why many employers look at campaigns that expand reach - see Gaia vs Adway for how performance-led platforms widen the funnel.
Job boards struggle with inclusivity. They can’t differentiate or target audiences based on interests, behaviours, or communities. That leaves employers over-reliant on homogenous pipelines, struggling to meet DEI goals, and missing passive candidates who aren’t actively searching. Our resource on No in-house team, no problem shows how overstretched teams still manage to reach new audiences with the right tools.
A recruitment marketing team in your pocket expands reach beyond job boards. Gaia campaigns:
Employers using Gaia see increased applications from women and minority groups, greater early-career reach via youth-focused platforms, and proof of inclusivity with transparent reporting. This is how DEI goals move from aspiration to measurable progress.
“With Gaia, we could target audiences we’d never reached before, building a more inclusive shortlist and strengthening our public sector brand.”
Read the full Amey case study to see how they attracted diverse candidates into hard-to-fill roles and saved £6,000 per hire with Gaia.
You can’t leave diversity to chance. By expanding reach through AI-powered social campaigns, you can build more inclusive shortlists, access passive candidates job boards miss, and show your organisation’s commitment through creative storytelling.
Want more of the right people seeing your roles? Book a quick demo.
Can Gaia prove who is being reached?
Yes. Reporting shows audience breakdown by group demographics.
How do you ensure inclusivity without bias?
By using first-party data and interest-based targeting, not demographic exclusion.
Which channels work best for early careers?
TikTok, Snapchat, and Instagram are especially effective for Gen Z talent.
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.