Marketing Built for Recruitment
Two-door websites and demand generation for staffing, executive search, IT and healthcare recruitment, job boards and career services — wired to the ATS your consultants already bill from.
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Recruitment & Employment
Typical client results
Performance trend
CompoundingThe problems that keep coming up
Four things we hear on almost every first call in this sector. If two or more sound familiar, the fix is usually structural rather than a bigger budget.
Most of your traffic is candidates, so the site gets built for candidates. Then the vacancy enquiry — the one that carries a placement fee — has to find its way past a job search bar designed for somebody else entirely.
Your roles reach candidates through a Google panel that reads JobPosting structured data — title, location, employment type, validThrough. Miss the markup and the aggregators carry your vacancy instead, with Indeed's apply button rather than yours.
A candidate taps apply on a phone at lunchtime and lands on an ATS careersite that wants an account, a CV upload and forty fields it could have parsed from the CV. Bullhorn will parse it. Most implementations never switch that on.
A busy desk publishes hundreds of roles a year, and every filled one leaves a page behind. Left live, they rank and disappoint; deleted without a redirect or a 410, they turn into soft 404s that make the whole job board look abandoned.
Colorado, California, Washington, New York and Illinois now require a pay range in the posting, and New York City's Local Law 144 forces bias audits on automated screening tools. A job feed built before those rules publishes adverts your client cannot legally run.
On contingency you carry the advertising cost of every mandate, including the ones the client fills internally or hands to three other agencies. Retained search behaves nothing like it. Spending the same per role across both is how a desk quietly loses margin.
How We Fix It for Recruitment
Four moves, in this order. The sequence matters more than any individual tactic.
You Own Every Account
The site, the domain, the job board, the candidate database, the ad accounts and the tracking numbers are registered to your company from day one. If we part ways, none of it moves.
We Build Both Sides
Across sixteen years and 3,000-plus businesses we have built the candidate funnel and the employer pitch, often for the same agency. They need different pages, different adverts and different follow-up entirely.
We Write to Your ATS
Bullhorn, JobAdder, Loxo, Vincere or Ceipal — we integrate where an API exists and design a clean handoff where it does not. No consultant should ever key a vacancy in twice.
Published Pricing, 30-Day Terms
Our starting price is published, terms are thirty days and there is no long lock-in. A desk whose billings swing with the hiring cycle should not be tied into a commitment through the quiet quarter.
Services That Work for Recruitment
The channel mix we usually recommend in this vertical.
Everything a recruitment business needs, under one team
Website solutions
- A candidate door and an employer door splitting at the homepage — separate navigation, separate proof, separate calls to action
- A job board fed from Bullhorn, JobAdder or Loxo, with JobPosting markup and validThrough dates written automatically
- One-tap apply with CV parsing through Daxtra, so nobody retypes what the document already says
- Employer pages by discipline and engagement type — permanent, contract, temp-to-perm, RPO — because a CFO search and a warehouse shift fill are different sales
- Consultant profile pages naming the desk, the vertical and the markets each recruiter actually works
- Application forms built to WCAG 2.2 AA, since an inaccessible apply flow screens people out before a human reads anything
Lead generation
- Vacancy enquiry forms capturing role, seniority, engagement type, location and start date rather than name and message
- Separate call tracking numbers for candidates and employers, so a busy phone is never mistaken for a busy pipeline
- Paid search split by intent — staffing agency near me buys employers, job title plus city buys candidates, and they never share a budget
- Gated salary guides and hiring-market reports aimed at the HR manager writing next quarter's headcount plan
- LinkedIn campaigns targeted by job function, seniority and company size for the employer side
- Landing pages per desk — IT contract, allied health, light industrial — with proof written for that hiring manager
Marketing
- Local SEO for staffing and recruitment agency searches across every branch and desk location
- Job-title and city page architecture that earns candidate traffic without spawning a thousand near-identical pages
- Content answering what employers actually ask: notice periods, counter-offers, contractor classification, time to hire
- Retargeting aimed at employers who read a salary guide and left, because a headcount decision takes weeks
- Generative engine optimisation, because a hiring manager asking an assistant for IT staffing in El Paso gets three agency names and no link
Social media
- LinkedIn treated as the employer channel — consultant posts outperform company pages and always will
- Recruiter personal brands built deliberately, with content ownership agreed before a consultant ever leaves
- Vertical video job adverts for the desks where candidates scroll rather than search — hospitality, driving, retail, care
- Glassdoor and Indeed company profile management, which candidates read before they apply and clients read before they sign
- Placement and culture content written to respect confidentiality, because the sector runs on NDAs
CRM & GoHighLevel
- GoHighLevel pipelines split candidate-side and client-side, sitting alongside Bullhorn rather than fighting it
- Instant SMS acknowledgement on every application and every vacancy enquiry — the first credible reply usually wins the brief
- Hot-list marketing that pushes your best available candidates to the employers most likely to hire them
- Redeployment triggers fired as a contractor's assignment end date approaches
- Two-way texting with candidates from the desk number, logged where the consultant can see it
Automation
- Application routing by desk, vertical and location, so a CV reaches the consultant who owns the role
- Interview scheduling that reads the consultant's calendar instead of three emails to agree a time
- Credential expiry reminders for licences, compact-state registrations, certifications and right-to-work documents
- Timesheet and approval chasing on contract desks, where a late timesheet delays the invoice
- Automatic expiry and archiving of filled vacancies, with the correct status code and redirect applied
- Candidate re-engagement sequences at ninety days and again at the placement anniversary
E-commerce
- Job posting checkout for job boards — single adverts, bundles and featured placement bought on the page
- Employer subscription accounts with self-serve posting limits and renewals handled automatically
- CV writing, interview coaching and outplacement sessions booked and paid for online
- Course and certification sales for career-services brands, with access released after purchase
- A separate path for corporate accounts invoiced on terms instead of card
Features this sector actually needs
JobPosting Markup That Validates
Every vacancy publishes with the structured data Google for Jobs reads — title, location, employment type, posting date and expiry — generated from the ATS record rather than typed by hand.
Two Front Doors
Candidates and employers split at the homepage into separate journeys, separate proof and separate forms. Neither has to scroll past a page written for the other.
Apply From a Phone in Two Minutes
CV upload with parsing fills the form, wallet autofill does the rest, and screening questions come after the application is captured — not before the candidate has committed anything.
Live Feed From Your ATS
Roles appear when a consultant opens them in Bullhorn or JobAdder and vanish when they close, with a 410 on the filled page so search engines stop offering a job that is gone.
Salary and Market Guides
Rate benchmarks and hiring-market reports by vertical, published as indexable pages with the full download gated. Employers hand over a name and a headcount plan to read the detail.
Consultant Profile Pages
Each recruiter gets a page naming their desk, their vertical and the roles they actually place. Candidates and hiring managers both search for a person before they trust a brand.
Credential Capture for Regulated Desks
Healthcare and care applications collect licence state, compact eligibility, certification expiry and right-to-work status at the point of applying, so compliance is not a phone call three days later.
Candidate and Employer Tracked Apart
Separate numbers, separate forms and separate conversion events, so reporting shows how many briefs arrived rather than one blended count dominated by applications.
The systems this sector already runs on. We wire the site into them rather than asking you to change how the business works.
- Bullhorn
- JobAdder
- Vincere
- Loxo
- Ceipal
- Avionté
- Daxtra
- Broadbean
- Checkr
Services for Recruitment & Employment — Starting From $200
Starting prices are based on basic project requirements. Final pricing depends on scope, features, integrations, number of pages, functionality and specific business requirements.
Any question in your mind?
The questions we get asked most, answered without the sales gloss. If yours is not here, ask us directly — you will get a straight answer either way.
Still have questions?
Book 30 minutes with a strategist. No deck, no pitch — just answers about your situation.
Book a callLooking for pricing, contract terms or timelines?
Read all FAQsLet us look at your recruitment marketing
Send us your site and current channels. You will get a written read on what is working, what is leaking, and what we would prioritise first — before any proposal.
- Free 15-minute review of your current setup
- Honest answer on whether we are the right fit
- No obligation and no follow-up sequence
Other industries
Grow your Recruitment business
Two-door websites and demand generation for staffing, executive search, IT and healthcare recruitment, job boards and career services — wired to the ATS your consultants already bill from.