Marketing for recruitment agencies
SEO for recruitment agencies that wins clients and candidates
We provide SEO for recruitment agencies and executive search firms, alongside LinkedIn, content and AI search optimisation, so you can win clients and candidates at the same time.
The recruitment marketing problem
Two audiences. One website. Neither well served.
The problem
You sell to clients and candidates at once
Hiring managers and boards want proof you understand their market. Candidates want to know you can open the right doors. Most recruitment websites try to serve both and end up as a job board with a brochure attached.
Why it costs you
And trust is decided before you pitch
Retained search is bought on reputation. A chair or HR director shortlisting search firms now checks your insight, your people and what others say about you, and many ask AI assistants which firms specialise in their sector. Job boards and larger networks take the generic searches. If your expertise is not visible, you are left competing on fees.
How we fix it
Show your market knowledge, to the right side
We separate the client and candidate journeys, build content that shows real sector insight, and put your consultants in front of hiring decision-makers. We measure success on client enquiries, retained mandates and quality candidate applications.
How we help
Services shaped to a two-sided market
Planned separately for client acquisition and candidate attraction, then run to one strategy.
SEO for client-side searches
Rank for specialist search and sector recruitment terms that hiring decision-makers use, not just job titles.
Market insight content
Salary guides, hiring market commentary and leadership pieces written with your consultants to show sector knowledge.
LinkedIn for hiring leaders
Target HR directors, CEOs and board members at named companies, and separately reach passive candidates by seniority and function.
AI shortlist visibility
See which firms AI assistants recommend for search in your sectors, and build the reputation signals that get you named.
Trade press and commentary
Earn quotes and coverage in sector media, which builds client trust and the third-party mentions AI tools rely on.
Technical SEO for job content
Handle expired vacancies, job schema and site structure so candidate pages help rather than dilute your client-facing authority.
What your buyers ask AI
What clients and candidates ask AI
Both sides of your market now ask AI tools for advice. A board member asks which search firms specialise in their sector. A senior candidate asks who places leaders in their field. The answer is a short list of names.
We research these prompts, check who is being named and build the clear service pages, consultant profiles and third-party mentions that make your firm a credible answer. Where Google shows AI Overviews for hiring questions, we structure your insight content to be cited.
Typical buyer questions
- Which executive search firms specialise in [sector] leadership roles?
- What is the difference between retained and contingency recruitment?
- How much does executive search typically cost in the UK?
- What is the average salary for a [role] in [region]?
- Which recruiters place senior [function] candidates?
- How long does a board-level search usually take?
Frequently asked questions
Should we market to clients and candidates separately?
Usually, yes. They search differently, ask different questions and respond to different messages. We plan the two journeys separately, with their own content and campaigns, then run them to one strategy so each supports the other.
How does marketing help an executive search firm win retained work?
Retained mandates are awarded on trust and perceived expertise. Visible market insight, a strong media profile and being named when decision-makers research search firms all help you reach the shortlist with credibility already established.
Can recruitment agency SEO compete with large job boards?
Not on generic job-title searches, and we would not advise trying. We focus on specialist, sector and client-side searches where a focused firm can be the best answer, and on AI search where expertise counts more than size.
Is LinkedIn advertising worth it for recruiters?
It is often the most precise way to reach hiring decision-makers at named companies and passive senior candidates. We measure it on client enquiries and quality applications, not likes or impressions.
What is the best marketing for recruitment agencies?
There is no single channel. For most firms the strongest mix is client-side SEO, market insight content, targeted LinkedIn campaigns and a visible media profile, planned so each supports the other. We start with the clients and sectors you want more of, then choose the channels that reach them.
Win the clients you want to work with
Book a free strategy call. We will check how visible your firm is in Google and AI search, on both sides of your market.
