As the Giants Shift, Could Job Boards Step Up?
There’s been a quiet shake-up happening in recruitment advertising lately - especially if you’re using Indeed.
In recent weeks, they’ve made some big changes: enforcing minimum per-job budgets, rejecting bulk job feeds from agencies, and asking employers for something called “disposition data.” (More on that in a sec.)
None of these changes are bad in isolation, but together they’ve caused a bit of a wobble - especially for recruiters used to a more flexible setup.
And while this has been frustrating for some, it could open the door for job boards to play a bigger role again - if they’re ready to adapt.
So, What’s Changed?
Let’s break it down:
You can no longer spread your budget across lots of roles. Each job now needs to meet a minimum daily spend.
If you’ve been using feeds to post multiple jobs at once (common for agencies), those are being phased out.
And Indeed is increasingly asking employers to share disposition data - that’s basically what happened to each applicant. Were they rejected? Interviewed? Hired?
We explained that in more detail in our earlier blog, Indeed, AI and What’s Coming Next. But in simple terms, it’s about Indeed trying to prove which applicants turned into hires - and gain more control over the whole recruitment process.
The idea is that this improves quality. In reality, it’s left some employers feeling like they’re being nudged into working a certain way - on one platform’s terms.
A Window of Opportunity?
None of this guarantees that job boards will bounce back overnight. But it does create a gap - especially for employers who feel like they’re losing visibility or control.
This is where job boards could step in - if they modernise and rethink their role.
Not just as places to post jobs, but as actual recruitment partners.
What That Might Look Like
To take advantage of the moment, job boards could focus on:
Offering a more human service - advice, support, and proper targeting, not just ad space.
Helping with employer branding - not everyone has a team to make videos or write decent job copy.
Making the tech better - integrations with ATSs, cleaner application processes, and proper analytics.
Keeping things transparent - because many employers are tired of not knowing what’s working.
This doesn’t mean going head-to-head with the big platforms. It means offering something they can’t - flexibility, service, and trust.
Why This Matters to Employers (and Candidates)
If you’re hiring right now, you might already be feeling the ripple effects:
Your ads aren’t performing like they used to
You’re being asked to share more data
Your spend isn’t going as far
Or maybe your recruitment partners are being squeezed too
And here's the thing no one’s really talking about: this shift doesn’t just affect employers. It affects candidates, too.
When platforms prioritise automation, budgets, and ownership of data over experience, the quality of the candidate journey can slip. If employers feel forced off the platform - or priced out - it’s the jobseeker who misses out. Fewer jobs visible. Fewer chances to apply. A more frustrating process all round.
It’s also worth pointing out that not too long ago, Indeed was encouraging employers to ditch their ATS and use Indeed Apply - simple email applications - to boost response rates. Now they’re pushing for disposition data, which only works if you’re using an ATS.
So which is it?
Don’t get me wrong - Indeed is still an incredibly powerful platform, and for many employers, it delivers solid results. But the recent changes raise fair questions about direction. Is it still candidate-first? Are the new rules helping or hindering?
These aren’t criticisms - just the kinds of questions any employer should be asking when platforms evolve this fast.
Maybe I’m just old-fashioned, but I still think there’s room for a bit of balance - looking after the candidate and the employer.
So - Could Job Boards Step Up?
Possibly. Indeed’s still the big player, no question. And yes, Gen Z is more comfortable with fast, automated, even faceless application experiences - I talked about that in my last blog.
But there’s still value in the human stuff - trust, flexibility, support. And as automation ramps up, that might just become the differentiator.
For job boards willing to evolve - not just post jobs but support the process - the door might be opening again.
How I Can Help
This is exactly where I come in.
I work with employers to make their recruitment marketing clearer, simpler, and more effective - whether that means choosing the right media mix, crafting job ads that actually convert, or building a stronger employer brand without the fluff.
And I’ll always be honest about what’s working and what’s not - even if it means doing myself out of a job.
Whether you’re sticking with Indeed, mixing things up, or just unsure what works anymore - I can help you find what actually fits your hiring needs. No drama. No doom-mongering. Just honest advice.
Whether it’s recruitment, branding or just figuring out what to say and where to say it — I keep things simple.
Value. Transparency. Relevance. Always.
