232 Facebook ads from 10 hiring pipeline software, 188 running now.
These are the Facebook ads hiring pipeline software run, read from the Meta Ad Library on October 8, 2026: 232 ads from 10 advertisers, 188 still running. Below are the ones that ran longest, what they ask people to do, the formats and offers that carry the category, and how to start your own.
Unfilled roles supply the tension, and the board is pitched as the pipeline that keeps a hiring manager from starting over.
The longest-running ad from each advertiser, in its own words. Nobody keeps paying to deliver a Facebook ad that is not working, so these are the ones to copy first.
Créez un profil gratuit. Lancez une recherche.Indeed · ran 593 days
Book a Live Demo With Our Co-Founder ➡️Lever · running 429 days
Find a job even without experienceResume.io · running 160 days
Job Search, Made EasyLinkedIn · running 132 days
Activate today so you can grow tomorrow.Workday · running 116 days
Hire faster across every locationWorkable · running 107 days
Live ads first, then the ones that stopped most recently. Every card carries the advertiser that ran it and how long it ran.
+220 more recruiting Facebook ads
Hooks, landing pages and run length for each
Every creative, with its copy, format and run length
3 percent ask for the lead on Facebook itself, with a form, a message or a call, instead of sending people to a website.
6 percent open with a question, 14 percent put a number in the first line, and 0 percent lead with an emoji.
An ad that names the reader's trade or role ("for HVAC shops", "for agency owners") beats one written for everyone. The hiring pipeline software here split their ads by vertical.
Lead with the result the buyer wants, hours saved, jobs booked, revenue recovered, and use the product screenshot as the proof, not the headline.
A demo, a free trial or a pricing guide. 3 percent of the recruiting ads here lead with financing or monthly pricing. "Learn more" is the most used button here.
Most buyers visit more than once. Retarget site visitors and video viewers with customer proof and a case study, and use lead forms for the people who will not leave Facebook.
The median recruiting ad here stayed up 49 days. Give a new ad a week of spend before you judge it, then retire what is not getting results and write the next version of what is. The advertisers with the most live ads are the ones testing the most.