What happens when your people become the distribution network.
Paiger helps recruitment teams turn jobs, content and employee networks into repeatable organic reach. These customer stories show what that looks like at scale.
Proof that distribution through people can scale.
Different organisations, different operating models, the same principle: make it easier for recruiters and employees to distribute the employer brand and live vacancies.
Recruiter networks overtook job boards.
In several international markets, most applications now arrive from recruiters' own posts rather than traditional job boards.
Read the story ↓One content workflow, distributed globally.
Employee-led distribution contributed to a 6% increase in web traffic, with consultants also reporting inbound contractor enquiries.
Read the story ↓Branded job promotion across 23 brands.
Across 41 offices, job adverts are generated automatically and promoted without manual design or approval bottlenecks.
Read the story ↓When recruiter networks become a stronger application source.
REED used Paiger to put consistent job promotion into recruiters' own networks. In several international markets, those recruiter posts now generate more applications than traditional job boards.
Recruiter-led social distribution became a leading application source in several markets.
Live vacancies are put in front of audiences the recruiters have already built.
Organic employee-led distribution adds another repeatable attraction channel.
The value is not just the post. It is the network that can be reached again on the next role.
One content workflow. More than 200 people across 45 countries.
NES Fircroft scaled employee-led distribution internationally without turning every post into a manual marketing task. The programme contributed to a 6% increase in web traffic and consultants reported inbound contractor enquiries.
Employee participation across a large distributed organisation.
A single workflow supporting global content distribution.
Employee-led reach contributed to measurable website growth.
Consultants also reported direct contractor enquiries from the activity.
Branded job promotion across 23 brands and 41 offices.
CPL uses Paiger to automate the repetitive work behind job promotion. Branded social adverts are generated and distributed without the usual design and approval bottlenecks, saving around 15 minutes per post.
Consistent branded output across a complex group structure.
Automation scales distribution without centralising every action in marketing.
Less manual design, formatting and posting work for each vacancy.
Automation protects the brand while letting local teams move quickly.
Better distribution does more than save time.
It turns the people already closest to candidates into a consistent attraction channel. Paiger connects that distribution with market intelligence and recruitment marketing so the message improves as well as the reach.
What could this look like inside your TA team?
Bring a role, market or attraction challenge and we'll work through how Paiger would approach it.