JobFunders vs Facebook
Advertising on Facebook can yield strong visibility — if you have the expertise and time to build campaigns and follow up on every click. Compare below what that actually costs versus screened inflow.
Enter your own media budget per vacancy. All assumptions extensively configurable in the full cost calculator.
The comparison at a glance
| JobFunders | ||
|---|---|---|
| What you buy | Ad reach: your job posting in a target audience's feed | Inflow: screened candidates directly in your dashboard |
| Actively approach candidates | ~ Only who sees your ad — targeting requires expertise | ✓ Jobby invites 24/7 via SMS, email, and push — including passive candidates |
| Screening | ✗ None — you have to follow up and screen every click yourself | ✓ Automatically based on your criteria, before you speak to someone |
| Inflow guarantee | ✗ Budget without guarantee of job applications | ✓ Match guarantee, or €100 per approved candidate |
| Pricing model | Media budget per campaign (to be determined by you) + time or agency for ads, targeting, and follow-up | Unlimited recruitment from €1,500/year, or €100 per match — you choose |
| Personal time per recruitment | ±27h | ±9 am — especially the conversations |
| ATS included | ✗ | ✓ Free, also usable on your own website |
Facebook media budgets are freely adjustable; use the slider for your budget. JobFunders prices exclude VAT. Time indications are averages.
When do you choose what?
Choose Facebook as…
- you want to build strong visual employer branding among a young audience
- you have in-house expertise in advertising, targeting, and creatives
- you have brand awareness as a goal in addition to inflow
Choose JobFunders as…
- you want screened candidates instead of clicks that you still have to convert into applications yourself
- you don't have time to source, screen, and follow up yourself
- you want certainty: match guarantee or only pay per approved candidate
- you also want to reach passive candidates — 260,000+ profiles in our talent pools
Social campaign or AI recruiter: what is the difference?
Advertising on Facebook has one major advantage: you also reach people who are not actively searching. But that reach comes without guarantee — you pay per impression or click, not per application. And there is a lot of work between a click and a hire: a landing page, follow-up, screening, and the expertise to set up targeting and creatives correctly. Without that expertise, a media budget evaporates quickly.
JobFunders reaches that same passive target audience, but in a targeted way: our AI recruiter Jobby matches vacancies with 260,000+ concrete profiles — based on skills, experience, and location, not ad targeting — and invites only suitable candidates via SMS, email, and push notifications. Every response is screened before appearing in your dashboard, and you pay for results: a match guarantee or €100 per approved candidate.
Facebook remains valuable for employer branding; for measurable inflow, the comparison above calculates the difference. Take the free Jobby test and see the result for your own vacancy.
Frequently Asked Questions
How much does Facebook cost?
That is up to you: the media budget on Facebook is freely adjustable, but without a guarantee of inquiries. Also factor in the time (or the agency) for creatives, targeting, and follow-up. Enter your budget above — the comparison takes this into account live.
Can I combine Facebook and JobFunders?
Certainly — many employers do that. At JobFunders, for each vacancy, you choose whether candidates apply through us or directly on your website, and the screening runs automatically in any case. This way, both channels reinforce each other.
What is the biggest difference between Facebook and JobFunders?
Social ads buy reach without guarantee; JobFunders targets candidates from 260,000+ profiles and screens them for you. On average, only 2.71 TP3T of traditional vacancies receive an application within 60 days — with Jobby, that is 761 TP3T.
Test the difference for free on your job posting
Take the free Jobby test and see how many relevant candidates are already waiting — even before you decide.
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