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33 % More Quality Hires Per Vacancy With Adway!

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The Challenge: Invisible Roles, High Urgency

 


Ocab is a market leader in property damage restoration and sanitation across Sweden. But despite their critical services, they struggled with a deeper issue: not just attracting applicants - but finding the right ones!

Sanitation technician may not be a familiar job title, but it plays a vital role in helping people after accidents, floods, or fires. Yet, few people outside the industry knew the job even existed, let alone considered it a career. Applications were few, and the traditional job boards just weren’t cutting it.

“We were getting maybe five applications per job. Sometimes we couldn’t fill roles at all,” says Åsa, Ocab’s HR Manager. "And when we did, the candidates often didn’t understand what the job involved, which led to mismatch, turnover and wasted time. The challenge wasn’t just visibility, it was quality”

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Ocab is the Nordic leader in mission-critical property damage restoration (PDR). With 2,600+ specialists across 130+ locations, they keep properties – and lives – up and running when it matters most.

 


The Objective


When Åsa joined Ocab as HR Manager, she brought a clear vision: HR should directly drive Ocab’s goal of being the digital leader in their industry, with clear objectives to lead development in their sector. For her, being an industry leader meant working purposefully to attract the very best people.

She knew they needed more than job board visibility; they needed a strategy to increase brand awareness and attract candidates who understood their purpose.

 

Invisible Roles, High Urgency
Turning Point - A Social first recruiting strategy


The Turning Point: A Social-first Recruiting Strategy

Ocab streamlined their recruitment with a unified ATS (Teamtailor) and layered in Adway’s Social Recruiting Technology to reach talent where they spend time: on social media.

Every vacancy became a social-first campaign. With Adway, job ads ran automatically across Meta, Instagram, TikTok and LinkedIn, using smart targeting and audience learning to reach ideal candidates. Hiring managers could finally see their jobs marketed like products. And it worked:

  • Applications for sanitation technician roles jumped from 5 to 120+
  • They got 33% more quality hires with Adway compared to before
  • Candidate quality improved, and Ocab began hiring people with the right drive to help others
  • Adway’s automation saved hours of manual tasks and reduced time-to-attract from 34 days to just 12.
  • Job ads became brand campaigns – boosting employer image and sparking pride internally.
  • Spillover effect: More visibility → More quality talent → More customer interest.

 


The Turning Point: A Social-first Recruiting Strategy

Ocab streamlined their recruitment with a unified ATS (Teamtailor) and layered in Adway’s Social Recruiting Technology to reach talent where they spend time: on social media.

Every vacancy became a social-first campaign. With Adway, job ads ran automatically across Meta, Instagram, TikTok and LinkedIn, using smart targeting and audience learning to reach ideal candidates. Hiring managers could finally see their jobs marketed like products. And it worked:

  • Applications for sanitation technician roles jumped from 5 to 120+
  • They got 33% more quality hires with Adway compared to before
  • Candidate quality improved, and Ocab began hiring people with the right drive to help others
  • Adway’s automation saved hours of manual tasks and reduced time-to-attract from 34 days to just 12.
  • Job ads became brand campaigns – boosting employer image and sparking pride internally.
  • Spillover effect: More visibility → More quality talent → More customer interest.

 

Turning Point - A Social first recruiting strategy

The Results: Real impact in weeks

"We treated every vacancy as a chance to grow our social talent pool. That’s what built momentum,” Åsa explains. 

 

And it didn’t stop there – as Ocab’s brand visibility grew, so did their customer trust. The recruitment campaigns on social media not only attracted better candidates, but also caught the attention of future clients. Turns out, great talent stories make great business stories too.


“Now our hiring managers don’t ask us to boost job ads anymore. They expect it. Social is our new normal,” Åsa explains.

 

These numbers prove that social media does more than broaden your reach, it optimises every stage of the recruitment process.

33% 

more quality hires per vacancy

65%

faster time-to-hire

24x

more quality applications for sanitation technician roles

Why It Worked: Brand, Tech, and Internal Buy-in

 

 

Ocab isn’t just attracting more applicants. They’re building a sustainable employer brand, rooted in visibility, purpose, and precision. Adway’s smart automation helps them scale without adding headcount, and the results on candidate quality speak for themselves.

“People used to come to us as a last resort. Now they come to us with purpose. That’s the power of social media!"

 

Åsa Mårtensson - Head of HR @ Ocab

Adway made social recruiting easy to scale

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