Question 1

What is RecruitmentAds.com — and what is it not?

Accepted Answer

RecruitmentAds.com is recruitment advertising software that turns job posts into on-brand video job ads and static ad files for Meta, LinkedIn, and other paid social channels. It is recruitment marketing creative production: paste a vacancy, work inside locked brand templates, export files. It is not a publishing platform, not a candidate screening or ranking tool, not an ATS, and not a replacement for your ad-buying stack or hiring decisions. You create the ads here, export MP4s and static assets, and publish in the workflow you already run.

Question 2

Does RecruitmentAds.com screen or rank candidates?

Accepted Answer

No. It creates recruitment ad creatives from vacancy and brand inputs. You export video and static files and run campaigns in Meta, LinkedIn, or your existing channels. It does not filter applications, score candidates, profile applicants, or make hiring decisions.

Question 3

Can we run this without AI-generated people or voice?

Accepted Answer

Yes. Many teams use approved employee photos, existing footage, or slideshow templates only. AI visuals and voice-over are optional per template. Marketing can lock templates to approved assets with no synthetic people required.

Question 4

Who is this for?

Accepted Answer

In-house recruitment teams, employer branding teams, employment agencies, and recruitment marketing teams who run recruitment ad campaigns at volume. The strongest fit is teams stuck between manual Canva work and slow agency turnaround — especially when brand output is getting messy across recruiters, regions, or external partners.

Question 5

How does creating an ad actually work?

Accepted Answer

Paste a job post URL or job text, pick an approved template, adjust copy within locked limits, choose visuals from your asset library or governed AI options, and export. Marketing sets the brand system once; recruiters self-serve inside those guardrails. No timeline editing or design-from-scratch required.

Question 6

How fast can we go from vacancy to live ad?

Accepted Answer

Most teams go from job input to export-ready creative in minutes — not the hours a single vacancy can eat in Canva, and not the weeks typical agency production queues take. The goal is same-day campaign-ready output on real vacancies, without a production bottleneck.

Question 7

Do recruiters need design or video skills?

Accepted Answer

No. Recruiters paste a vacancy, pick an approved template, adjust copy within strict limits, and export. Marketing owns the brand system; recruiters own getting campaigns live. Buyers consistently describe the workflow as straightforward — the point is removing Canva and agency dependency, not training recruiters to become editors.

Question 8

How does brand control work?

Accepted Answer

Marketing sets the rules once: locked templates, approved asset libraries, strict character limits, and fixed layouts. Recruiters self-serve inside those guardrails. They cannot freestyle fonts, pull random stock, or break the employer brand. Enterprise teams ask for more restrictive simplification, not more creative freedom.

Question 9

Can we use our own photos and clips, or does AI generate the visuals?

Accepted Answer

Both — and marketing governs which path is allowed per template. Teams who care about authenticity use approved photos and existing footage. Others use AI-generated visuals when they need speed or do not have assets for every role. You can also run slideshow-style ads from approved stills with no AI people at all.

Question 10

Can we use employee photos legally?

Accepted Answer

Yes, when you follow your existing consent process. Many teams start with approved assets, stock, or slideshow formats and keep AI visuals optional. You choose what goes into each template. If legal or brand teams have concerns about AI-transforming employee photography, start with approved assets only — that is a common enterprise setup.

Question 11

Will AI-generated content look fake or get flagged on Meta and LinkedIn?

Accepted Answer

AI visuals are optional, not required. Teams worried about authenticity typically use approved photos, existing footage, or slideshow formats instead of AI-generated people. Short-form recruitment ad templates are built for paid social — not demo-reel AI content. If your organisation or clients have a no-AI policy, you can run the product without AI-generated people.

Question 12

What formats do we get per export?

Accepted Answer

Video exports for the main social formats, including 9:16, 4:5, and 1:1. Static ad versions are included with each finished video ad — so you can run proper A/B tests across video and static in Meta and LinkedIn without rebuilding creative in Canva.

Question 13

Can we create multiple variants per job to A/B test?

Accepted Answer

Yes — and most recruitment marketing teams should. Create different hooks, visuals, and messaging angles for the same vacancy, then test on Meta and LinkedIn. Rebuilding every variant manually or through an agency is too slow to do at scale; this is built for that testing cadence.

Question 14

Does this fit our existing Meta and LinkedIn ad workflow?

Accepted Answer

Yes. You get standard MP4 exports in the formats your paid social placements expect. Most teams drop files straight into Meta Ads Manager or LinkedIn Campaign Manager. No new publishing platform required. Career-site and organic employer-brand posts work the same way.

Question 15

Is everything we create ours?

Accepted Answer

Yes. Exported videos and static ads are yours to use in your campaigns — Meta, LinkedIn, career sites, or anywhere else you run ads. Your uploaded photos, footage, and vacancy content stay yours. We do not claim ownership over your creative or reuse your exports for other customers.

Question 16

How do credits work?

Accepted Answer

Each credit is one finished video ad, with static ad versions and all main video formats included. Credits are used on export, not while you preview or edit. Use them across vacancies, hooks, languages, or campaign tests — make more ads when you are hiring and fewer when you are not.

Question 17

What's the pricing?

Accepted Answer

We publish separate plans for employers & staffing firms hiring for their own roles, and for agencies & RPO partners reselling client workspaces. See employer pricing at https://recruitmentads.com/pricing and agency pricing at https://recruitmentads.com/pricing/agencies. Amounts show in EUR, GBP, or USD on the pricing page based on your region.

Question 18

Can I try this for free?

Accepted Answer

No free tier. Every plan starts with a 90-day pilot at a fraction of the annual cost so you can test on live vacancies with very low risk — cancel during the pilot if it is not a fit. See plan and pilot pricing at https://recruitmentads.com/pricing.

Question 19

How does the 90-day pilot work?

Accepted Answer

Every new customer starts with a pilot on real vacancies, not a cold annual commitment. We align on templates and brand rules, onboard your team, and you run live campaigns. Cancel during the pilot if it is not a fit. If you continue, your agreement moves into the annual plan you selected.

Question 20

Does it integrate with our ATS or job feed?

Accepted Answer

The standard workflow starts from a job URL or pasted job text. Most teams export MP4s into the ad channels they already use. Deeper ATS, XML feed, and API workflows are available on larger plans — mention integration requirements on a demo call and we will map setup and timeline honestly.

Question 21

Where is our data stored, and do you train AI on our content?

Accepted Answer

Photos, videos, vacancy text, and finished exports are stored on EU infrastructure. Your content is used to generate your ads — not added to a shared AI training dataset. DPA, subprocessor list, and security details are available on request for IT and procurement review.

Question 22

Can this work across multiple brands, regions, or languages?

Accepted Answer

Yes. Multi-brand and multi-label environments are a common use case: separate templates per brand or unit, each with its own approved assets and locked fields. AI voice-over and one-click translation help teams run the same role across markets without rebuilding creative from scratch.

Question 23

Does this replace our marketing team or agency?

Accepted Answer

No. It replaces slow per-vacancy creative production — not your marketers, brand owners, or media buyers. Marketing still sets brand rules and approves templates. Recruiters get self-serve speed inside those guardrails. Agencies use it to produce more on-brand variants without a production queue on every role.

Question 24

How do we start?

Accepted Answer

Paste a job URL and create your first ad, or book a 15-minute demo to walk through custom template setup on a live vacancy. Either way, you test on real roles with your team before committing long term.

Turn job posts into on-brand recruitment ads in minutes

Three reasons recruitment ads take too long to make

From job URL to export in under 10 minutes

Create 3–5 on-brand variants for the same role

Video job ads and static versions in every size your channels need

Watch a real job post become finished recruitment ads

Recruitment ads built from real job posts

What happened when these teams switched to video job ads

Dunhill put faces in their job posts without a camera

Video took 90% of the leads in Profield's Meta campaigns

We build your recruitment ad template. Marketing stays in control.

We build your custom video template

We set up your asset library

We onboard your team

From job post to ready-to-publish recruitment ad in three steps

Paste your job post

Create on-brand variants

Export to your channels

Recruitment advertising software built for campaign volume

A tiny team, a huge requisition load

How branded setup works

We build your first template

You review, we implement

45-minute team onboarding

Human support, fast

Marketing stays in control

Then test on live roles

Plans from $399/month

EU-hosted privacy for hiring teams anywhere.

Data Processing Agreement

Stored in the EU

Your assets stay yours

Recruitment ad creative, not hiring decisions

Consent-safe asset use

Procurement-ready docs

Frequently asked questions