Digital marketing for recruitment agencies
Marketing for recruitment agencies that treats clients and candidates as two separate journeys on one website, and handles the technical mess that job adverts leave behind.
At a glance
- Who this is for
- Two audiences, one website: employer-side content, candidate trust, and job advert pages handled properly
- Where we work
- Based in Oldham, working across Greater Manchester in person and the rest of the UK remotely
- Typical channels
- Local SEO, Google Ads, website and landing pages, reviews and conversion tracking. See all services.
- Pricing from
- £399 per month, fixed and published, with no long-term contract
- Delivered by
- A specialist with more than 15 years of experience in each channel
- Response time
- All enquiries answered within 24 hours
- Last updated
Most businesses we work with sell one thing to one kind of buyer. A recruitment agency sells two things to two groups who are looking for each other and must never feel like the same market. On one side, employers with a vacancy costing money every week it stays open. On the other, people thinking about leaving a job, quietly, at night on a phone. Both arrive at the same domain, and most agency websites serve neither.
The consequence is easy to miss, because traffic looks healthy. Adverts pull in visitors, so the analytics reassure everybody, while the pages that would persuade a hiring manager to hand over a brief sit thin or buried. Client-side revenue carries the margin, yet candidate content dominates because there is more of it. Our piece on traffic that never turns into enquiries describes the same disease elsewhere.
Serving Two Audiences Without Hiding Either One
The instinct is to split the homepage between an Employers button and a Candidates button and declare the tension resolved. It rarely is: the split is cosmetic, and everything behind it still reads as though written for job seekers. What works is two separate journeys sharing one brand and reputation.
The employer side gets its own landing pages, tone, proof and enquiry route rather than a form shared with applicants. Navigation declares which path a visitor is on, rather than dropping a hiring manager into a vacancy listing three clicks in. Conversions are tracked separately, so briefs and applications never land in one total. The candidate side stays useful, built for speed and discretion, since many people search while still employed.
Specialism is the honest answer to visibility. Chasing a bare phrase like recruitment agency against global consultancies and the large job boards is no use of a modest budget. A defined discipline in a defined region, with pages showing you know that market, is. Our SEO work is built around that narrowing, as across the other sectors we serve.
What Is Included for Recruitment Agencies
A client side that stands on its own
Employer landing pages by discipline and area, answering what a hiring manager asks before ringing: how you source, what the process is, what happens when a placement fails.
Job board content handled technically
Adverts are short, duplicated across platforms and dead within weeks. We set how they are published, marked up and retired, so listings help the site rather than weigh it down.
Expired vacancies dealt with properly
A plan for every role that closes: redirect to the sector page, mark it filled where it still earns its keep, or remove it cleanly so search engines stop offering dead jobs.
Employer-facing content worth reading
Salary guidance, hiring process advice, notice period realities, market commentary. This is what a client reads before choosing an agency, and our content marketing treats it as sales collateral.
Candidate trust addressed head on
The profession has a reputation for silence after application, so we build around clear process, named consultants and honest response expectations.
Paid activity split by audience
Client acquisition and candidate attraction run as separate campaigns on separate budgets, because mixing them yields a cost per conversion that means nothing. See paid advertising.
How We Deliver
Auditing which side your site actually serves
We count what exists: how many pages speak to employers, how many to candidates, and where your client enquiries genuinely originate. The imbalance is usually stark on paper.
Rebuilding the employer journey
The client path is then built as a first-class route, with its own entry pages, evidence and enquiry handling, which is where our web development effort usually starts.
Putting the vacancy feed in order
Next, the adverts: how they enter the site, how duplicate text is avoided, how filled roles close and what becomes of the URL. Unglamorous work preventing a slow build-up of dead pages.
Building visibility by specialism and place
Finally we pursue winnable searches, discipline by discipline and town by town across the areas we cover, reporting briefs and applications as two separate numbers.
Frequently Asked Questions
Should we have one website or two?
Almost always one, run as two signposted journeys. Two domains double the cost, divide whatever authority you have built, and hide your candidate strength from the clients it would impress. The separation belongs in structure and writing, not hosting.
What should happen to a job advert once the role is filled?
It depends. Where an advert has attracted links or steady visits, marking it closed and pointing readers to live roles in that field keeps the value. Where it is one of hundreds of near-identical listings, a redirect to the sector page is better. Trouble comes from leaving expired adverts indexed and untouched by the thousand.
Can we realistically outrank the big job boards?
Not for broad job title searches, and we would not sell you that ambition. A smaller agency wins on specialist terms tied to a place, on employer-side searches the aggregators barely address, and on content written by someone who plainly knows the sector. We promise no rankings and no placements.
What content actually brings in clients rather than candidates?
The practical material a hiring manager needs before committing: what a role pays locally, how long hiring takes, why offers get turned down, how to run an interview stage. Kept current, it beats adjectives about your values.
Do we need to worry about recruitment regulations in our marketing?
You should be aware of them. Employment agencies and employment businesses work within a legal framework set out in government guidance, overseen by the Employment Agency Standards Inspectorate and underpinned by the Conduct Regulations 2003, covering matters such as the rule against charging a work-seeker a fee for finding them work. How roles are advertised sits inside that picture. Nothing here is legal, compliance or professional advice, we are not employment law specialists, and final responsibility for what your business publishes rests with you and with your regulator or professional body.
We work with other sectors too
Talk to us about your recruitment business
Tell us what you are trying to achieve and we will come back within 24 hours with honest advice on whether we can help, what it would involve, and what it would cost.
- No obligation and no hard sell
- A reply from a specialist, not a sales rep
- Fixed pricing quoted up front
Prefer to talk? Call 07356 248449 or email [email protected].
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