Nov 06, 2026

Broadbean recruitment software explained for agencies

Broadbean recruitment software lets agencies distribute job adverts to multiple advertising channels from one place. The core product can work alongside an applicant tracking system and an agency website, with each handling a different part of the journey between publishing a vacancy and receiving an application.

What is Broadbean recruitment software?

Broadbean is cloud-based recruitment advertising software whose core multiposting function lets recruiters enter an advert once and publish it across selected destinations. Those destinations can include job boards, social channels and the agency’s own website.

Broadbean is the distribution route; a job board is a destination where candidates find vacancies. An applicant tracking system manages recruitment records and processes.

Website functionality needs a separate distinction. The wider Broadbean by Veritone portfolio includes Career Sites, a branded career-site offering announced by Veritone. Describing Broadbean simply as a job board or saying it has no website product would both be inaccurate.

Job distribution, reach, and advertising costs

Broadbean’s job-distribution platform reduces repeated advert entry while giving recruiters control over where and when vacancies appear. Recruiters select the destinations rather than recreate the same advert separately for each channel.

As of November 2026, Broadbean describes a global network of more than 7,000 job boards, search engines and social media channels. That figure is neither a count of UK job boards nor an entitlement to advertise on every connected destination.

For a UK example, Totaljobs recognises Broadbean as a third-party advertising route. Broadbean sends the advert; Totaljobs displays the vacancy to its audience. The software connection and the advertising space are separate parts of that arrangement.

Broadbean’s distribution controls include:

Scheduling adverts and selecting channels.
Setting job-board credit quotas.
Viewing live-job reports and analysing source performance.

These functions help agencies manage advertising activity and compare responses across sources. A connected channel still needs to be relevant to the vacancy: network size alone does not tell you which destinations suit a specialist role.

Advertising access also depends on the commercial arrangement. Broadbean’s strategic-partner client terms explain that some candidate sources require active accounts, funding or credits. Those terms establish the distinction between software access and advertising entitlement, rather than a universal rule for every UK contract.

Broadbean also offers advertising purchasing through its UK Media Services, either separately or alongside multiposting. When assessing a proposal, separate the distribution software from the media being purchased. Neither assume all board advertising is included nor that Broadbean can only supply the software.

How Broadbean works with an ATS

Broadbean can distribute adverts while an applicant tracking system (ATS) manages the agency’s recruitment records and workflow. Customer relationship management (CRM) software may form part of that connected setup.

An ATS is not a universal requirement. Broadbean’s UK Aplitrak product combines multiposting, candidate-response handling and reporting, and supports use with or without an ATS/CRM connection. Broadbean therefore has functions beyond sending adverts, without making its role identical to an agency’s recruitment system.

Veritone’s Bullhorn posting documentation provides a concrete example of the connected workflow:

The recruiter prepares the vacancy in Bullhorn.
Published vacancy information passes into Broadbean.
The recruiter selects advertising destinations and sends the advert.
Vacancy references, advert status and posting history connect the advertising activity with the Bullhorn role.

That example shows how the products share responsibilities. It does not establish identical behaviour for every ATS integration.

Applications also take different routes. Aplitrak supports online, email and easy-apply methods, so candidates applying through different channels may not encounter the same journey.

Reporting needs the same care. Counting applications attributed to a source answers a different question from identifying which source produced a placement. Broadbean describes closed-loop reporting through ATS/CRM integration, but downstream hiring reporting depends on the connected recruitment workflow. Ask which outcomes a proposed setup can follow, rather than treating an application count as evidence of hiring success.

Career Sites and agency website roles

Broadbean by Veritone Career Sites adds a candidate-facing website product to the portfolio, separate from core job distribution. The distinction matters when comparing what an agency already has with what it needs.

The Career Sites product details describe branded templates, a content management system, job filtering, applications, mobile optimisation and analytics. The product can replace an existing career site or provide a candidate conversion layer on an agency’s domain.

Career Sites requires Broadbean job distribution, which is sold separately. Buying multiposting should therefore not be treated as automatically buying the website functionality too.

ATS support also varies by tier. Growth provides synchronisation with one supported ATS, while Enterprise lists custom ATS integrations. Broadbean’s wider connectivity should not be read as a promise that every career-site package supports every ATS configuration.

For an agency, the assessment extends beyond displaying vacancies and collecting applications. A career site addresses the candidate journey; the agency’s wider website may also need to explain its specialisms and services to prospective clients. Compare the actual scope of the proposed website with those needs, rather than deciding from the product category alone.

Where RecruiterWEB complements Broadbean

RecruiterWEB provides the agency-owned website that can sit alongside Broadbean’s advertising distribution. Our recruitment website platform gives candidates and clients a branded destination, while Broadbean sends vacancies to the agency’s selected advertising channels.

Vacancies can reach a RecruiterWEB website through Broadbean or directly from the ATS, depending on the agency’s arrangement. The feed workflow also removes filled or expired vacancies automatically. Candidates can search using keyword, location, sector, salary and contract type where those fields are available in the vacancy data.

The less obvious distinction is that vacancy publishing and application routing are separate journeys. A job arriving on the website through Broadbean does not require the resulting website application to return through Broadbean.

In our direct-to-ATS website journey, candidates apply within the agency’s branded experience and their applications go straight to the ATS, bypassing Broadbean. That describes applications submitted through the RecruiterWEB website, not every application made through an external job board.

Consider an agency advertising a contract finance role on selected job boards and its own website. Broadbean can distribute the vacancy to those destinations. A candidate who finds the role on the agency website can filter by location and contract type, then apply through the website into the ATS. The advert’s publishing route and the application’s return route need not match.

That separation gives a website discussion a precise starting point: identify where vacancies originate, where candidates discover them and where applications need to arrive. Broadbean and RecruiterWEB can support different parts of that workflow without being direct alternatives.

Plan your agency’s website workflow

Your agency’s website plan should identify the responsibilities of the ATS/CRM, Broadbean and the owned website before choosing how they connect.

Start with one representative vacancy. Record where the consultant creates it, which advertising destinations receive it and where each application should arrive. Include what a prospective client needs to find on the same website, beyond the vacancy listings.

Send RecruiterWEB your ATS/CRM name, how you use Broadbean and that example vacancy journey. We can use those details to plan recruitment website design around your agency’s publishing, candidate and client requirements.

Author

Darren Revell, Co-Founder, RecruiterWEB

Darren Revell began working in recruitment technology in 2004 when he founded Recruitwise Technology. He later became a founder of RecruiterWEB, which acquired the Recruitwise Technology brand, platform and customer base in 2016. Darren remains Co-Founder and Co-Owner of RecruiterWEB.

Darren came to Rectech after eleven years working in recruitment. He started as a trainee recruiter in 1993 and progressed through the ranks to recruiter, billing manager, billing director, and eventually recruitment company owner. During that career, he delivered permanent hires, contract hires, client campaign advertising, team moves, retained search, master vendor services, and RPO.

In 2004, he switched focus to recruitment technology and began building websites and job boards specifically for recruitment agencies. RecruiterWEB has since built websites for 667+ agencies and executive search firms in the UK and internationally. The platform runs on custom code built explicitly for recruitment, with built-in job board functionality, ATS and job poster integration, Google for Jobs structured data, and GDPR-compliant candidate registration included as standard on every plan.

Darren writes on recruitment website design, SEO and AI visibility for recruitment agencies, candidate data protection, and the commercial impact of digital investment on recruitment businesses.