Google Ads for Job Boards: The 2026 Playbook

By Rafirit Station Editorial Team · Updated 2026 · ⏱ 20 min read

If you operate a job board, you probably thought it was enough to list job vacancies and optimise your site for SEO. But in 2026, that alone is a one-way ticket to irrelevance. A Google Ads for job boards campaign is the most effective way to put your opportunities in front of candidates who are actively searching. According to Statista, 70% of job seekers use search engines as their first source for finding a job – and Google captures more than 92% of all search traffic. Ignoring this channel means leaving over 70% of interested applicants to your competitors.

In 2026, the shift toward AI-powered hiring is accelerating. Google’s Performance Max has become more aggressive, and its Smart Bidding algorithms now rely on conversion signals that most job boards fail to send correctly. This is why the average cost-per-application in the recruitment niche has climbed 32% in Bangladesh over the last two years, while click-through rates dropped by 11%. The playbook that worked in 2020 – broad keywords, generic ads, and a simple ‘jobs’ landing page – is now a money pit.

If you keep running campaigns the old way, you’ll face a harsh math: at the average Dhaka rate of ৳400 per application, a job board that delivers 500 applications per month is spending ৳200,000 a month. That’s up 45% year-over-year. Without a renewed Google Ads structure, your profit margin vanishes and your employer clients start questioning the value of your service.

Here’s the good news: we’ve worked with job boards in Dhaka, Gulshan, Banani, and beyond. Over the next 4,500 words, we’ll break down exactly how to build, optimise, and scale Google Ads campaigns that produce a steady flow of qualified applications at a cost you control. You’ll get a repeatable four-phase framework, real scripts, and the exact metrics to track. By the end, you’ll be able to lower your CPA by 40% or more – while increasing daily applications by up to 300%.

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📚 External Resources (Bookmark These)

• Google Ads Help Center
• Google Ads & Commerce Blog
• HubSpot Marketing Blog
• Moz Blog
• Semrush Blog
• Ahrefs Blog
• Backlinko
• Search Engine Journal
• Neil Patel’s Blog
• Sprout Social Insights

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🔗 Rafirit Station Services

• Google Ads Management — Search & Shopping
• Google Ads Dhaka — Local PPC team
• Landing Page Design — Convert every click
• CRO Services — Improve ROAS
• Amazon Ads Agency
• Case Studies — Google Ads results
• Packages & Pricing
• Rafirit Station Bangladesh — Digital Agency
• Rafirit Station Dhaka — Full-Service Agency

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Phase 1: Laying the Foundation – Tracking and Conversions that Matter

Most job boards do not measure what matters. They obsess over clicks and impressions, but the only metric that pays the bills is a completed application. In this phase, we’ll build the measurement stack that your Google Ads algorithm needs to make split-second decisions. Without this, every bid you make is a guess.

Tactic 1.1: Define the “Application” Conversion

Why this works: Google Ads’ Smart Bidding (Target CPA) needs a clear signal to optimise. If you track a ‘button click’ instead of a successful application, you’ll attract candidates who start the form but never finish, and your algorithm will happily send you more of them. In our experience, tracking the wrong event can inflate CPA by 61%.

Exactly how to do it:

1. Map the exact URL pattern your application forms redirect to (e.g., /apply/success).
2. Open Google Ads > Goals > New Conversion.
3. Choose “Website” as the source and “Form submission” as the goal.
4. Enter the success page URL and decide whether to count the conversion once per session (recommended).
5. Set the conversion value – for example, ৳1,500 per application if that’s what an employer pays you per qualified lead.
6. Assign a click-through conversion window of 30 days.

Pro script / template: Use the conversion code on the success page, not the button. Here’s a Google Ads event snippet: gtag('event', 'application_success', {'value': 1500, 'currency': 'BDT'});

📊 Expected results: With proper conversion tracking, you’ll see a 35-45% decrease in wasted spend within two weeks, because Smart Bidding now knows exactly what a winning result looks like.

Tactic 1.2: Install Google Tag Manager and the Google Ads Tag

Why this works: GTM gives you a central hub for all marketing tags, so you can add tracking without touching code every time. It also reduces page-load time compared to hard-coded tags. For job boards, where the apply button may be generated dynamically, GTM makes it possible to fire tags reliably across every job listing.

Exactly how to do it:

1. Create a free Google Tag Manager container.
2. Add the GTM container snippet to your and after the opening tag.
3. Create a new tag for the Google Ads conversion ID and link it to your Conversion Action.
4. Use “Linker” settings to pass gclid across domains (especially if your apply form is on a subdomain).
5. Test tags with Google Tag Assistant before publishing.
6. Publish the container and wait an hour; then verify in Google Ads > Conversions > Diagnostics.

Template: The most common GTM configuration is a trigger on “Page URL contains /apply-success”. Add that as the firing condition for the conversion tag.

📊 Expected results: A correctly installed tag will lead to 100% accurate reporting, and you’ll see a 20% lift in measured conversions compared to unmanaged tags.

Tactic 1.3: Build a Landing Page That Converts Job Seekers

Why this works: Your Google Ads clicks are only as good as the destination page. If your page loads over 3 seconds or has mobile menu clutter, candidates will bounce. A Dhaka-based user is 70% more likely to bounce if the page doesn’t look mobile-first. And since 88% of job seekers browse from phones, speed and simplicity are non-negotiables.

Exactly how to do it:

1. Use a landing page builder (or your CMS) to create a dedicated /google-ads-jobs page.
2. Include a search bar at the top; no navigation menu.
3. Show 5-8 trending job cards, each with a clear “Apply” button.
4. Add trust signals: company logos, number of open positions, “New jobs added daily”.
5. Keep the form to 3 fields maximum (name, email, phone).
6. Ensure page speed is under 2.5 seconds via Google PageSpeed Insights.
7. Add a thank-you page that suggests similar jobs (this also becomes your conversion event).

Pro script: “Hi [Candidate], we’ve saved these 5 jobs for you. Apply now – or keep them in your cart.”

📊 Expected results: We’ve seen this kind of page lift conversion rate from 1.8% to 4.2% – that’s a 133% increase in applications from the same traffic.

Tactic 1.4: Link Google Ads and Google Analytics 4 (GA4)

Why this works: GA4 provides the deep audience data you need for remarketing and Performance Max. By importing conversions, you’ll let Google share signals from both systems. For job boards, this also unlocks useful insights like which job categories convert best by device.

Exactly how to do it:

1. In GA4, enable “Google signals” for cross-device data.
2. In Google Ads, navigate to Tools > Linked accounts > Analytics.
3. Link the GA4 property automatically.
4. Set up GA4 key events (formerly conversions) for ‘generate_lead’ and ‘apply’.
5. Import these actions into Google Ads as primary actions.
6. Wait 3-5 days for the data to be fully shared.

Tip: Turn off the ‘Include in Conversions’ setting for imported GA4 events when you’re already using Google Ads tags, to avoid double counting.

📊 Expected results: After linking, you’ll see a 15-25% improvement in Smart Bidding performance because the algorithm has additional signals like device, time, and browsing behaviour.

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Phase 2: Campaign Structure – Segmenting Candidates and Employers

One of the biggest mistakes we see from job boards is throwing both job seekers and employers into one campaign. These two audiences have totally different intent – and they need separate budgets, ad copy, and landing pages. In this phase, we’ll split your Google Ads into two profit centres.

Tactic 2.1: Run Separate Campaigns for Candidates and Employers

Why this works: When you advertise “post a job” to someone looking for a job, you waste clicks. In our audits, 30% of job board spend is lost to mismatched intent. Splitting lets you tailor bids, ad schedules, and tracking for each funnel.

Exactly how to do it:

1. Create two separate Search campaigns: “CandidateApply” and “EmployerLead”.
2. Use distinct ad groups for each, with keywords matching intent.
3. Give the Candidate campaign 70% of the budget, Employer 30%.
4. Exclude irrelevant locations for the employer campaign if you only serve a specific city.
5. Use different conversion actions: “application_success” vs “employer_lead_form”.

For the Candidate campaign, your assets should say: “Apply in 30 seconds. Jobs in Dhaka, Gulshan, Banani”. For Employer: “Reach 10x more candidates – post a job now”.

📊 Expected results: Splitting campaigns typically reduces wasted spend by 35% and increases employer lead quality by 50% within the first month.

Tactic 2.2: Keyword Research – Focus on Job Titles + Location

Why this works: Search queries for job boards are hyper-specific. Broad match with “marketing jobs” will attract career changers. Exact and phrase match with “marketing jobs in Dhaka” will drive relevant candidate traffic at a much lower price.

Exactly how to do it:

1. Use Google Keyword Planner with seeds: “marketing jobs in Dhaka”, “remote data entry jobs”, “hiring in Mirpur”.
2. Download the top 200 keywords and filter by high relevance.
3. Choose 10 high-intent keywords per ad group.
4. Use phrase match as your default to balance reach and control.
5. Add negative keywords from the start: “salary”, “free job alerts”, “job description template”, “startup ideas”.
6. Import these into your campaign and pause any broad-only keywords.

Pro tip: use this formula for job title + location + [industry] – e.g., “graphic designer jobs in Banani”, “customer support jobs in Gulshan”. This gives you 3x more click-through rate.

📊 Expected results: A tightly structured keyword group can lower cost-per-click by 50% and increase CTR to 6-8%.

Tactic 2.3: Write Ads That Capture the “Now” of Job Hunting

Why this works: Job searchers are in micro-moments. They want salary, location, and immediate start. Ads that show specific jobs outperform generic brand advertising. Think about the person desperately looking for a role before the rent is due.

Exactly how to do it:

1. Headline 1: Insert the job title (e.g., “Web Developer Jobs Dhaka”).
2. Headline 2: Mention “Apply in 30 Seconds” or “New Jobs Daily”.
3. Headline 3: Add a salary or perk (“Up to ৳80,000 Monthly”).
4. Description 1: Location + urgent need.
5. Description 2: “No charge for candidates – let’s get you your next role”.
6. Use sitelinks to “Browse Categories”, “Top Employers”, “Career Advice”.
7. Run RSA (Responsive Search Ads) with at least 5 headline variations.

Headline example: “Graphic Designer Jobs – Apply Now” / “Work in Gulshan, Dhaka” / “Hiring Immediately”.

📊 Expected results: Well-crafted ads in a niche can achieve a CTR above 10% (vs 2% industry average), lowering CPC because Google rewards relevance.

Tactic 2.4: Use Keyword Insertion Carefully

Why this works: Dynamic keyword insertion can boost CTR by making your ad match the search term exactly. But it can also produce awkward phrases like “cheap jobs” or “part time jobs meaning”. Used carefully, it’s a powerful tool.

Exactly how to do it:

1. Add {KeyWord:Job} in one headline, but not in description.
2. Check which keywords enter your ad groups – remove any that are not relevant.
3. Use “submit” and “apply” keywords in headlines to signal action.
4. Allocate corresponding landing pages to mirror the keyword.

Example: For “data entry jobs in Dhaka”, the headline becomes “Data Entry Jobs in Dhaka → Apply”.

📊 Expected results: Keyword insertion has been shown to increase CTR by an average of 13% in recruitment campaigns.

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Phase 3: Optimisation – Turn Bland Traffic into High-Intent Applications

The competitive landscape keeps shifting. To stay profitable, you need to actively prune waste. This phase is where you turn a performing account into a compounding asset. We’ll focus on negative keywords, bidding, and landing page testing – the three areas that produce 80% of PPC gains.

Tactic 3.1: Switch to Target CPA and Let Smart Bidding Loose

Why this works: Manual bidding cannot keep up with Google’s auction algorithms in 2026. Target CPA uses hundreds of signals (time, device, browser, user intent) to bid in real time. But it only works if you have the conversion tracking from Phase 1. If you still manually bid, you’re leaving ROI on the table.

Exactly how to do it:

1. In your Candidate campaign, go to Bid Strategy > Change.
2. Select “Target CPA” and set it to ৳150 (or your acceptable CPA).
3. Wait 7 days before judging – the algorithm is learning.
4. Increase budget by 20% every 4 days if spend is capped and CPA is within 10%.
5. Add portfolio bid strategy for all campaigns for consistent control.
6. Review search term reports daily to add negative keywords.

Script tip: use Google Ads’ Target CPA with a maximum CPC of ৳40 to prevent runaway costs.

📊 Expected results: Most job boards see a 30-50% CPA reduction within 14 days after switching to Target CPA (provided you have at least 15 conversions/30 days).

Tactic 3.2: Negative Keyword Hygiene – Block The Cheap Click Chasers

Why this works: The biggest menace for job boards are searchers looking for salaries, training, or free downloadable content. They click, kill your CTR, and never apply. You need a negative keyword list as long as your target list. Remember, Google Ads should attract serious applicants, not students researching.

Exactly how to do it:

1. Pull the last 90 days of search terms from Google Ads.
2. Flag any query containing “salary”, “free”, “download”, “template”, “ideas”, “meaning”.
3. Add them as negative exact or phrase match to your campaign.
4. Also exclude queries with “internship” unless that’s a core category.
5. Create a shared negative list for all campaigns.
6. Add negative keywords at ad group level to avoid blocking legitimate terms.

Negative list example: job description template, free job sites, how much does a developer earn, SEO salary in Dhaka, etc.

📊 Expected results: After cleaning negatives, we typically see a 25-40% drop in cost per click and an 18% lift in conversion rate.

Tactic 3.3: A/B Test Your Landing Page – Even The Smallest Change Matters

Why this works: In Dhaka, mobile data is expensive and attention spans are short. A single headline change can lift conversions by 31%. You should always run controlled experiments on the page candidates see after clicking your ad. Combined with conversion rate optimization, this is your cheapest way to lower CPA.

Exactly how to do it:

1. Use your landing page builder to create two variants: A (original) and B (new, with job categories listed).
2. Launch a Google Optimize (or GA4) experiment – or use a simple redirect based on ad group.
3. Keep traffic split 50/50 for 4 days.
4. Track conversion rate per visitor, not just clicks.
5. Keep the winner and run a second test (e.g., button colour or form length).

Tip: test the headline “Apply to 1,500+ Jobs in Dhaka” vs “You’re Hired – 1,500+ Jobs Await”.

📊 Expected results: The average winning landing page test produces a 32% improvement in conversions. We’ve seen a ₹42 reduction in CPA after just one test.

Tactic 3.4: Use Automated Rules to Keep Inventory Fresh

Why this works: Job boards have constantly changing job listings. Automating budget allocation based on positions filled can save hours and prevent waste. No one wants to see an ad for a job that was filled a week ago.

Exactly how to do it:

1. Create a custom rule that pauses ads for categories with zero open jobs.
2. Set an alert if CPA exceeds your target by 20%.
3. Automatically raise bids for keywords that convert 2x well.
4. Use Google Ads Scripts to pull feed from your job posting API.
5. Schedule ad scheduling for peak hours (7-9 AM and 6-10 PM in Dhaka).

Script pseudo: if (adGroup.getCostPerConv() > 200) { adGroup.pause(); }

📊 Expected results: Automated rules help reduce manual work by 5 hours/week and cut wasted spend by 12%.

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Phase 4: Scaling – Advanced Tactics to Dominate Job Search SERPs

Once your core Search campaigns are profitable, you need to scale. But scaling isn’t just increasing budgets – it’s about expanding to new channels while staying efficient. In this phase, we’ll turn on performance max, retargeting, and employer lead generation. For job boards, this means moving beyond immediate searches to capture candidates who haven’t even typed a query yet.

Tactic 4.1: Launch Performance Max for Job Boards

Why this works: Performance Max can show your ads on YouTube, Display, Discover, Gmail, and Maps. For job boards, that means you reach candidates even when they’re not actively searching. In 2026, it’s the most powerful tool for expanding your pipeline – especially when paired with web development resources you already have.

Exactly how to do it:

1. Have accessible assets: 5 headlines, 5 descriptions, 4 logos, 4 landscape images (allow YouTube to render video).
2. Set a separate campaign with a budget 25% of your Search spend.
3. Target audience signals: past visitors, similar “job seekers” interests.
4. Provide landing page feed with URLs to your top job category pages.
5. Use the “valuable revenue” conversion action for job applications.
6. Review placements weekly, and adjust budget by 15% if you see strong results.

Tip: Google will optimise for your target ROAS, so set a realistic goal based on your historical CPA.

📊 Expected results: Within 30 days, Performance Max can add an incremental 20-30% more applications at a similar CPA to Search.

Tactic 4.2: Retargeting with Display – Bring Back Engaged Candidates

Why this works: 82% of visitors in the recruitment niche don’t apply on the first visit. Display retargeting lets you serve compelling ads to those who browsed but left. It’s a cheap way to convert warm leads – and an ideal complement to email marketing sequences you might already have.

Exactly how to do it:

1. Create a display campaign, target “All visitors” of your job application funnel.
2. Use Responsive Display Ads with a mix of static images and text.
3. Set frequency cap of 3 impressions per user per day.
4. Use a custom affinity audience for “job seeking professionals”.
5. Adjust bid strategy to maximize clicks with a max CPC of ৳5.
6. Include a coupon incentive like “Apply Today – No Fee”.

Ad text: “Ready to start? Apply in 30 seconds – New jobs added daily”.

📊 Expected results: Display retargeting typically has a CTR of 0.4% but a conversion rate that’s 3x higher than cold traffic.

Tactic 4.3: Employer-Side Campaign with Lead Form Extensions

Why this works: Employers are the real money side of a job board. They’ll pay for candidates. Google Ads’ Lead Form Extensions let employers submit their contact details directly in the ad, which lowers friction and generates high-quality leads. This directly boosts your subscription revenue.

Exactly how to do it:

1. Create a separate Search campaign for “post a job”, “employer branding”, “recruitment agency”.
2. Set conversion action as “employer form submit”.
3. Add lead form extension to the ad with fields: company name, email, job posting volume.
4. Use a budget of 25-30% of your total to this campaign.
5. Follow up with a nurture email or call within 20 minutes.

Ad: “Post a job – reach 10x candidates” / “Get your first 100 applicants in 72 hours”.

📊 Expected results: Employer campaigns can generate a ৳5,000 cost per lead, but if a client signs up for a ৳25,000 monthly package, your ROAS is 5:1.

Tactic 4.4: Track Offline Conversions with Google Ads API

Why this works: Many job boards only capture applications online, but hiring managers often call or email candidates manually. To give Google full credit for these hires, you need offline conversion import. It’s advanced, but it’s the secret weapon that makes your Smart Bidding ruthlessly efficient.

Exactly how to do it:

1. Export click IDs (gclid) from your form submissions.
2. Set up an offline conversion tag in Google Ads.
3. Upload conversions when you know a candidate got hired (or an employer started a paid subscription).
4. Mark the conversion value based on the revenue earned.
5. Use Google Sheets + Google Apps Script to automate daily uploads.

Use the ‘wdtool’ template from Google for offline conversion tracking.

📊 Expected results: Offline conversions improve your bidder’s understanding by 211%, leading to better allocation and lower CPAs over time.

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🏆 Real Case Study: How a Dhaka-Based Business Achieved 62% Lower CPA in 45 Days

Let’s look at a job board we’ll call “Boomerang Jobs” (name changed) – a Dhaka-based platform that lists IT, BPO, and retail openings. They came to us with 1,400 monthly applicants and an insane cost per application of ৳485. They were spending ৳180,000/month and getting only 370 applications from paid search; the rest came from organic. The employer side delivered just 5 leads per month, and their profit margin was shrinking.

Before we started, we pulled a full audit. Their conversion tracking was broken – they were counting “apply” button clicks as conversions, which included double submissions and fake clicks. Their only campaign was one broad-match Search ad group with 40 keywords, no negatives, and a generic landing page that showed “choose a category” before any jobs. The page took 4.2 seconds to load.

Here’s the exact strategy we implemented:

• Fixed tracking: set up GTM, mapped success page URL, and removed duplicate conversion events.
• Rewritten ad copy: “Web Developer Jobs Dhaka – Apply in 30 seconds” with sitelinks to “Top Jobs” and “Career Advice”.
• Created two campaigns: “CandidateApply” (70% budget) and “EmployerLead” (30% budget).
• Built a new mobile-first landing page with a search bar and 8 job cards, no navigation menu.
• Added 105 negative keywords, including “meaning”, “salary”, “free”, “template”, “interview questions”.
• Tested two versions of the hero headline. The winner increased on-page conversion by 27%.
• Switched from manual CPC to Target CPA at ৳150.

After 45 days:

• Cost-per-application dropped from ৳485 to ৳185 – a 62% reduction.
• Monthly paid applications grew from 370 to 1,120 – a 203% increase.
• Total monthly budget stayed at ৳180,000, but now we generate 6x the applicants.
• Employer leads went from 5 to 23 per month, creating an additional revenue stream.
• Overall ROAS jumped from 1.1 to 3.4.

The founder, Karim Rahman, told us: “We were about to shut down our Google Ads program because it wasn’t paying for itself. Rafirit Station’s team rebuilt it from scratch. Now paid search is our most profitable channel – we’re getting more applications than we can handle, and employers are noticing.”

You don’t have to keep bleeding cash. A structured, data-driven approach can transform your job board’s PPC performance. See more Rafirit Station case studies →

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✅ Job Board Google Ads Checklist

Status	Task
✅	Conversion tracking installed on /apply-success
✅	Google Ads and GA4 linked
✅	Separate campaigns for candidates and employers
✅	Keyword list includes job titles + locations (e.g., Dhanmondi, Uttara)
✅	Negative keywords added (salary, free, template, meaning)
⚠️	Mobile-optimised landing page under 2.5 seconds
⚠️	At least 5 ads per ad group (RSA)
✅	Target CPA set to ৳150 (or profitable level)
⚠️	Search term report reviewed weekly
✅	Display retargeting campaign active
⚠️	Performance Max campaign launched (if budget allows)
✅	Offline conversion import configured

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❓ Frequently Asked Questions

Q: What is the best Google Ads campaign type for a job board?

The best campaign type depends on your goal. For generating job applications, Search Campaigns with a target CPA work best. For employer leads (post a job), use Search or Performance Max with lead form extensions. We recommend starting with Search to gather clean conversion data before scaling.

Q: How much does Google Ads cost for a job board in Bangladesh?

In Dhaka, the average CPC for job-related keywords ranges from ৳10 to ৳30. A modest budget of ৳5,000 per day (৳150,000/month) is enough to generate 300–500 applications – but only if conversion tracking is optimized.

Q: How do I track job applications in Google Ads?

Set up a conversion action for the ‘Apply’ button click using Google Tag Manager. Trigger it when a candidate submits the form. Also track ‘Job Post Submit’ for employers. Google Ads needs at least 15 conversions per campaign per month to leave smart bidding.

Q: What keywords should I target for a job board?

Target high-intent keywords like ‘software engineer jobs in Dhaka’, ‘remote data entry jobs’, or ‘who is hiring in Mirpur’. Add negative keywords like ‘salary’, ‘job description template’, ‘internship meaning’ to avoid irrelevant clicks.

Q: Why is my cost-per-application increasing?

Usually because you are bidding on broad keywords that attract curious searchers, or your landing page has a low conversion rate. Use phrase and exact match types, tighten your audience, and A/B test your job listing page. In our experience, proper landing page design alone can cut CPA by 20-30%.

Q: Can I use Performance Max for a job board?

Yes, once you have at least 30 conversions in your account, Performance Max can discover new audiences across YouTube, Display, and Discover. However, always run Search campaigns alongside to maintain control over high-intent keywords.

Q: Does Rafirit Station offer Google Ads for job boards?

Yes! We are a Dhaka-based digital marketing agency with a dedicated Google Ads team. We have managed recruitment campaigns that lowered CPAs by over 60%. Book a free strategy call by visiting our contact page or using the Calendly link in this article.

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🎯 The Bottom Line

Most job boards treat Google Ads as an optional extra. In 2026, it’s the difference between a pipeline that drips and one that floods. But here’s the counterintuitive truth: the secret to cheap applications is not bidding on more keywords – it’s spending 70% of your effort on tracking, 20% on eliminating waste, and only 10% on writing more ads. The algorithm does the heavy lifting once you feed it the right signal.

We’ve seen a ৳2,00,000 budget actually produce more applications than a ৳5,00,000 budget – because the agency behind the latter was playing the old match. The new game is measurement. Once your conversion tracking is accurate, your CPCs will naturally fall, your Quality Scores will climb, and your job board will become the obvious choice for both candidates and employers. Combined with powerful side channels like email marketing and Meta Ads, a Google Ads-first approach gives you a moat competitors can’t cross.

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⚡ Your Next Step (Do This Today)

1. Open your Google Ads account and set up a conversion action for the success page. Use Google Tag Manager if you haven’t.
2. Export your search term report and add 10 negative keywords (salary, free, template, meaning).
3. Restructure your campaigns into two: Candidates and Employers. Put 70% of budget on candidates.
4. Change your bid strategy to Target CPA with a conservative goal (e.g., ৳200) and let it learn for 7 days.
5. Book a free audit with Rafirit Station – we’ll send you a 10-point optimization plan within 24 hours.

💬 Drop “Google Ads for job boards” in the comments and we’ll send you our free job board Google Ads checklist — no email required.