Sam Fitzroy, co-founder and CEO of Dalia, and Mikaela Fitzwilliam walk through anonymized source-level data from healthcare and food service employers, showing applications, hires, and application-to-hire ratios by source.
What the session covers:
Sam spent eight years at Indeed working on ATS partnerships and the early Quick Apply product, and saw first-hand that removing friction drove application volume up while conversion to hire went down. That tension is the through-line of the session.
The source data: for one large health system, Indeed drove the most volume but the career site drove the highest quality, requiring two applications per hire against Indeed’s four. For a food service employer the career site converted at 10 percent, meaning five times fewer applications per hire than Indeed sponsored and seven times fewer than ZipRecruiter. For a mid-size healthcare employer, the programmatic network pool was the single lowest-converting source in the mix, and nobody noticed because the employer was not tracking source all the way through to hire.
Sam’s argument on programmatic: it has been genuinely good at saving time and standardizing CPAs, so everyone now knows the fair market price for an applicant in a given market. What it has not done, in the client data Dalia sees, is move the quality problem.
The budget worked example at 28:07 shows an employer spending 90,000 dollars across paid sources, eliminating the lowest-quality source, redistributing that budget, and landing at 75,000 dollars for virtually the same number of hires with fewer unqualified applications to screen.
Chapters:
0:00 Welcome and introductions
1:59 What this session is about
2:48 Sam’s background: eight years at Indeed, ATS tracking, and Quick Apply
6:02 Why quality is still the central problem
7:02 Career site applicants are 3x more likely to be hired
7:23 95 percent of career site visitors never complete an application
8:44 What employers do instead: the three largest ad networks
9:05 Audience poll: who tracks job advertising sources through to hire
10:17 Source data from a large health system
11:43 What to do if your ATS is not tracking source to hire
13:22 Source data from a high-volume food service employer
13:59 The ZipRecruiter comparison
14:35 Programmatic: what it solved, and what it did not
16:36 Why the career site is a higher quality source than job boards
19:07 The untapped opportunity: visitors who leave no information at all
20:22 15x more candidate leads with no increase in traffic
21:17 A 66 percent increase in career site applications
22:20 How it works on a mobile device
25:01 Text versus email click-through in healthcare
26:14 The same comparison for high-volume roles
26:57 What the results look like across customers
28:07 Budget worked example: 90,000 dollars in paid sources
29:23 Reallocating to 75,000 dollars for the same hires
30:54 Why the implementation is deliberately simple
32:25 Closing and questions
About Dalia: Dalia is a candidate conversion platform. Employers using Dalia see 24 to 38 percent reductions in Indeed spend and roughly 50 percent lower cost per hire by converting the career site traffic they are already paying for.
Free 30 Day Audit of Dalia’s Premium Conversion Products: https://www.dalia.co/audit
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