Boostpoint Programmatic 2.0 · Ads from your XML feed
Every open job gets its own social ad, automatically
Send us your XML job feed and we take it from there. Every job in the feed gets its own Facebook and Instagram ad set, with copy and creative that match your brand, a quick apply application with screening questions, and a resume-formatted candidate summary that goes straight to the job in your ATS. Your recruiters never have to touch it.
Runs on Facebook and Instagram · ads start and stop based on which jobs are open in your feed · one ad set per job, from a handful to hundreds
job feed 214 open jobs updates daily
Why programmatic on social
Built for more open jobs than anyone can advertise by hand
If you hire across a lot of locations, whether that's multi-site retail, a healthcare system, a staffing agency, a logistics network, or a franchise group, you already know the problem. Jobs open and close every day. Somebody has to get each one in front of candidates and then pull it back down when it fills. That takes hours nobody has, so plenty of jobs never get advertised at all, and the budget stays parked on the ones that did.
Programmatic 2.0 works from the same XML job feed you already send to the job boards. Every job in it becomes a Facebook and Instagram ad set that reaches people who aren't out searching, at a cost per applicant the boards can't match for most frontline roles.
What Programmatic 2.0 is
An automated social job advertising platform that runs off your XML job feed. It reads each open job, writes ad copy in your brand's voice, generates creative to match (or uses assets you've already approved), builds a quick apply application with your screening questions plus knockout questions, and uploads each candidate's contact info, screener answers, and resume-formatted summary to that job in your ATS.
How it works
From your feed to your ATS, on autopilot
Send us your feed
We connect to your XML job feed, the same one a job board would use, and read every open job: title, location, pay, requirements, and apply link.
Build the ads
Every job gets its own ad set on Facebook and Instagram, with copy and creative that match your brand and lead with what candidates care about: pay, shift, and location.
Pre-qualify applicants
Candidates apply right inside Facebook or Instagram through a quick apply application with screening questions. We use the job's own questions and add knockout questions for the job type, so only qualified people get through.
Build the candidate summary
Most people scrolling social media don't have a resume handy, so we ask a few questions based on the job description and turn the answers into a resume-formatted candidate summary.
Deliver to your ATS
Contact info, screener answers, and the summary are automatically uploaded to the individual job in your ATS. When the job closes in your feed, the ads stop.
What's included
We do the busywork so your recruiters don't have to
One ad set per job, written in your brand's voice
For every job in your feed, we write ad copy that sounds like you and generate photos or video to match your brand. If you'd rather we didn't create anything new, we'll build the ads from the assets you've already approved.
- One ad set for every job in the feed
- Copy and creative matched to your brand
- Uses your pre-approved assets if you prefer
Your screening questions, plus the knockouts we add
Candidates apply without leaving Facebook or Instagram, through a quick apply application with screening questions. We start with the questions already on your job, then add knockout questions specific to the job type, so the applicants who reach you are already qualified.
- Screening questions pulled from your job
- Knockouts by job type (licenses, endorsements, shift)
- Only qualified applicants are sent to your ATS
A resume-formatted candidate summary for every applicant
A lot of people applying from social media don't have a resume ready to send, and that shouldn't keep a good candidate out of your ATS. So we ask questions based on the job description and turn the answers into a resume-formatted candidate summary your recruiters can read in a minute.
- Questions based on the job description
- Resume-formatted PDF built from the answers
- Delivered to the job along with the candidate's contact info
Into the job in your ATS, and off when it closes
Your ATS integration is how candidates get to you, not how we read your jobs. Contact info, screener answers, and the summary are automatically uploaded to the individual job in your ATS. Ads start when a job shows up in your feed and stop when the job closes or hits the cap you set.
- Delivered to the individual job, with source tracking
- Budget and applicant caps per job
- Ads stop when the job closes, with no manual effort
2026 benchmark
What an applicant costs at scale
Programmatic doesn't change what a role costs on social. It changes how many roles you can run at that cost without adding headcount. Here's what an applicant cost across the campaigns we ran in 2026.
Boostpoint 2026 Social Job Advertising Benchmark: Boostpoint-managed campaigns on Facebook and Instagram. Costs are what advertisers paid, including campaign management, advertising only. Cost per applicant is not cost per hire.
Real humans, applying in the moment
Applicants from social ads are real people who stopped scrolling for your job, not AI apply bots working a job board. That's why your cost per quality applicant stays ROI-positive at scale.
Boostpoint Programmatic 2.0
- Your XML job feed decides what gets advertised
- Every open job gets its own ad set, automatically
- Ads start and stop as jobs open and close in your feed
- Built for many roles across many locations
Boostpoint Attract
- You send jobs one at a time, as you need them
- A handful of open roles rather than hundreds
- You want to approve creative before it runs
- TikTok available in beta (2.0 runs on Facebook and Instagram)
What a programmatic job advertising platform does, and how it is priced
Programmatic means the decisions about which job is advertised, where, and for how much are made by software against rules — not by someone building campaigns by hand.
What the platform automates
- Ingestion. Your ATS feed or XML file is the source of truth for what is open
- Creation. Every open job becomes its own ad set, written in your brand’s voice
- Targeting. Each job is advertised around the location it is actually in
- Budget. Spend follows the jobs that need applicants rather than being split evenly
- Expiry. The ad stops when the job leaves the feed — no filled role still collecting applicants
How this category charges
- Per click — the job board model, where you pay for traffic and carry the conversion risk
- Per application — you pay for completed applications at a rate agreed in advance
- Media plus management — a share of the advertising budget, which is what Boostpoint charges, with the fee inside the reported cost per applicant
- Subscription plus media — a platform fee priced on job volume, with spend billed alongside
Most programmatic recruitment software buys job board and aggregator traffic — people who are already searching. Programmatic 2.0 buys the social feed, which reaches people who are not. Same automation, a different audience, and for frontline roles usually a different result. How distribution and advertising differ
Programmatic recruitment advertising on social, not on job boards
Most programmatic recruitment advertising buys the same thing: clicks from people already searching a job board or an aggregator. Programmatic 2.0 applies the same automation to the Facebook and Instagram feed, where the people you want are working, not searching.
What stays the same
- The feed is the source. Your XML job feed decides which jobs are open, exactly as it does for a job board.
- One ad set per job. Every open job is advertised on its own, around its own location.
- Ads follow the feed. An ad starts when a job appears and stops when it leaves, so a filled role never keeps collecting applicants.
What changes on social
- The audience. Job board programmatic can only reach people who went looking. The social feed reaches the employed majority who would switch for the right job but are not searching.
- The application. Candidates apply with a quick apply application and your screening questions without leaving the app, instead of being sent to a career site.
- What reaches your ATS. Contact info, screener answers, and the summary are automatically uploaded to the individual job in your ATS, including a resume-formatted candidate summary for applicants who did not have a resume handy.
Frequently asked questions
What is programmatic recruitment?
Automated job advertising. Software reads your open jobs from a feed, creates an ad for each one, runs it, and moves budget toward the jobs that are producing applicants. Programmatic 2.0 does this on Facebook and Instagram instead of job boards.
How do you get my jobs?
Through your XML job feed, the same one you would send to a job board. Your ATS integration isn't used to read jobs. It's how we send candidates back: contact info, screener answers, and the resume-formatted summary go to the individual job in your ATS.
What's the difference between programmatic and social media job advertising?
Programmatic describes how ads are bought and managed. Social describes where they run. Programmatic 2.0 is both.
How much does it cost?
Pricing is a platform subscription plus the ad spend you set per job. Across 2026 frontline social campaigns, applicants averaged $8.02, with a median campaign at $13.88. Ask for a quote on the demo.
Who should use it?
Employers and staffing firms with a steady flow of open jobs across many locations. If you have a single hard-to-fill role, Attract is the better fit.
Does it run on TikTok?
No. Programmatic 2.0 runs on Facebook and Instagram only. TikTok is available in beta on Attract.
Can I control what the ads look like?
Yes. Copy and creative are matched to your brand, and if you'd rather we didn't generate new photos or video, we'll build every ad set from assets you've already approved. Once that's set, ads run from your feed without anyone having to sign off on each one.
Does it work for frontline and hourly roles?
Yes, and it works best when your feed includes pay, shift, and location, because those are the first things frontline applicants look for in an ad.
What is a programmatic job advertising platform?
Software that decides which of your open jobs gets advertised, where and at what budget, using rules rather than someone building each campaign by hand. It takes a feed of open jobs from your ATS, creates an ad for each one, manages spend across them and stops advertising a job when it leaves the feed.
What is the difference between programmatic job advertising software and job distribution software?
Distribution gets a job listed on destinations — boards, aggregators, your careers page — so that people searching can find it. Programmatic advertising buys paid placement for those jobs and manages the budget between them. Distribution is about presence; programmatic is about spend. Many products do both, which is why the words are used interchangeably.
How is programmatic recruitment advertising priced?
Four models are in use: per click, per completed application, media plus a management percentage, and a subscription priced on job volume with media billed alongside. The question that makes two quotes comparable is whether the fee sits inside or on top of the advertising budget, and which unit the price refers to — a click and an application are not the same thing.
Is programmatic recruitment advertising only for job boards?
No. The term describes how ads are bought and managed, automatically and from a job feed, not where they run. Most programmatic recruitment advertising runs on job boards and aggregators because that is where it started. Programmatic 2.0 runs the same feed-driven automation on Facebook and Instagram, which reaches people who are not searching job boards at all.
Bring your feed to the call
Send us a sample of your open jobs and we'll show you what each one would look like as a social ad, and what an applicant in those roles cost in 2026.