Recruitment SEO is a two-sided problem: clients searching for a specialist agency and candidates searching for roles. The agencies that win build genuine authority in a niche instead of trying to rank for everything.
Start a projectWhat you get
Most agency sites rank for their brand name and little else. Sector pages are a paragraph and a contact form, job pages vanish when the role is filled, and the boards own every candidate search.
We build sector and specialism depth that wins client-side searches, career and salary content that attracts candidates at research stage, and an evergreen jobs architecture that keeps value when individual roles expire.
A page per specialism with real market knowledge, salary ranges, hiring timelines and proof, so client searches land on substance rather than a form.
Salary guides and career-path content for your niche, the queries candidates search months before they move, building a pipeline you own.
Category-level job pages that stay live and hold authority, with individual listings structured correctly and retired cleanly when filled.
Content around how to hire in your niche, costs, timelines and market conditions, so hiring managers find you before they brief three competitors.
Structured data and extractable answers so assistants can name your agency when someone asks who recruits in your sector.
Client enquiries and candidate registrations tracked separately, so the work is judged on both sides of the market.
Current visibility by sector and role type, the competitors and boards above you, and where your niche knowledge is underused on the site.
Sector pages rebuilt with depth, jobs architecture made evergreen, and technical issues cleared across the listing templates.
Salary guides, market updates and hiring content produced with your consultants' input and their names on it.
New specialisms added as desks open, salary data refreshed annually, and monthly reporting split by client and candidate funnel.
| Area | Typical approach | Our approach |
|---|---|---|
| Sector pages | A paragraph and a form | Real market knowledge and proof |
| Job pages | Deleted when filled | Evergreen categories holding authority |
| Salary data | Kept behind a form | Published, dated and ranking |
| Funnels | One blended report | Client and candidate tracked separately |
Rarely for generic role searches. Niche role plus location, salary and career queries are winnable, and they convert better because they attract candidates earlier in their search.
Individual listings expire. The fix is an evergreen category page per role type that holds the authority while listings rotate underneath it.
Usually client-side first, since instructions fund everything else. Salary guides serve both, so they are often the early priority.
We draft from your consultants' market knowledge. Thirty minutes with a good consultant produces more rankable substance than a week of desk research.
Yes, annually at minimum, with the year in the title and the data dated. Stale salary data actively damages trust.
Sector page rebuilds often move within two to three months. Content-led visibility typically builds over four to six months in a defined niche.
Can we outrank Indeed or LinkedIn for job searches?
Rarely for generic role searches. Niche role plus location, salary and career queries are winnable, and they convert better because they attract candidates earlier in their search.
Rarely for generic role searches. Niche role plus location, salary and career queries are winnable, and they convert better because they attract candidates earlier in their search.
Individual listings expire. The fix is an evergreen category page per role type that holds the authority while listings rotate underneath it.
Usually client-side first, since instructions fund everything else. Salary guides serve both, so they are often the early priority.
We draft from your consultants' market knowledge. Thirty minutes with a good consultant produces more rankable substance than a week of desk research.
Yes, annually at minimum, with the year in the title and the data dated. Stale salary data actively damages trust.
Sector page rebuilds often move within two to three months. Content-led visibility typically builds over four to six months in a defined niche.
Tell us the sectors you recruit in. We will show you who holds the client and candidate searches there and the plan to take them.