Recruitment agencies operate a two-sided marketplace. You need candidates to find your jobs. You need clients to find your services. SEO that only addresses one side leaves money on the table.
Most recruitment SEO focuses purely on job listings — ranking for "[role] jobs [location]" searches. That's important, but it's only half the picture. The agencies pulling ahead are also visible when hiring managers search for recruitment partners.
Candidates search differently from clients.
Candidates search for jobs: "software developer jobs Manchester," "finance jobs London," "nursing jobs near me." High volume, transactional, ready to apply.
Clients search for partners: "IT recruitment agency Manchester," "finance recruiters London," "healthcare staffing." Lower volume, but each visitor represents potential retained business worth thousands.
Most agencies optimise for one or the other. Usually candidates, because job boards have trained everyone to think in job listings. But client-side visibility is where the real leverage sits.
Job Search Visibility — Ranking for the searches candidates make. Role + location combinations. Industry + area searches. Building organic visibility that reduces Indeed and LinkedIn dependency.
Client Search Visibility — Ranking when hiring managers search for recruitment partners. Local presence, sector positioning, "recruitment agency + [specialism] + [location]" searches.
Sector Authority Pages — If you specialise in tech, healthcare, finance, or construction recruitment, you should own those searches in your markets. Content and structure that positions you as the specialist.
Location Pages — Multi-branch agencies need visibility in each market. Per-location landing pages, local SEO signals, Google Business Profiles for each office.
Technical Foundation — Site speed, mobile experience, crawlability. The basics that let everything else work. Recruitment sites often suffer from poor CMS choices and job feed integration issues.
National and regional agencies face challenges that single-office recruiters don't.
Each branch serves different markets. The Manchester office needs Manchester visibility. The London office needs London visibility. But the brand needs consistency.
We build SEO infrastructure that scales:
Every candidate you acquire through Indeed or LinkedIn costs money. The job boards have built businesses on being the intermediary between you and candidates.
Organic visibility changes that equation. Candidates who find you directly cost nothing per application. And they're often higher quality — they've sought you out specifically, not just clicked the first listing.
This isn't about abandoning job boards. They still have their place. It's about building alternatives. Owning some of your candidate pipeline rather than renting all of it.
Most recruitment agencies run on applicant tracking systems — Bullhorn, Vincere, JobAdder, and dozens of others. Your website needs to work with your ATS, not fight against it.
We ensure job feeds integrate cleanly, pages are indexable, and the candidate experience doesn't break between your site and your ATS. Technical SEO for recruitment requires understanding how these systems work.
Recruitment agencies who want to reduce job board costs through organic candidate acquisition. Multi-branch operations needing consistent visibility across locations. Specialist recruiters who want to own their sector in search. Agencies ready to build client-side visibility, not just job listings.