Navigating Job Advert Access – Am I Overstepping?

Background:
I have been working in agency recruitment for three years now. When I first started, we had access to three job ad slots each month. These were single-use, meaning once they were posted, they were gone for good. Our company website is not effective in attracting quality candidates, and on rare occasions, we could negotiate for an extra slot or two.

Recently, we were granted access to a reusable Indeed job slot, which rotates weekly among team members. This means each of us gets a week (from Wednesday to Wednesday) to utilize it before passing it on.

The Challenge:
I’m currently having a strong quarter, exceeding my €35k target with over €50k in billings, which has renewed my enthusiasm for recruitment. However, management has decided to eliminate all single-use job slots and has revoked access to CV databases. Although we were informed that more Indeed slots may become available, no definite plans have been presented.

Because of these restrictions, I can only post jobs during the first week of the month, leaving me without advertising options for the remainder. This situation forces me into purely cold sourcing, which, while part of my role, feels like an unnecessary obstacle. I genuinely believe that, with better access to job postings and warmer candidates, my billings could increase to between €80k and €100k per quarter.

I’ve voiced my concerns to management, but they seem indifferent, offering little more than reassurances during team meetings and quickly moving on, even when multiple team members express similar frustrations.

Am I in the Wrong?
Should I advocate more strongly for tangible changes, or is this simply something I need to accept? I have a genuine desire to perform better and generate more revenue for the company—and, naturally, for myself. But if they remain unyielding, am I just wasting my efforts?

What does everyone think—should I continue pushing for better resources, or adapt to the limitations we currently face?