SEO for staffing and recruitment agencies. Keep a live vacancy distinct from a talent pool.
A recruitment site serves people looking for work and employers looking for a hiring service. The proposed structure gives both audiences an accurate route. Vacancy pages need a real role and status, while sector and employer pages explain the agency’s service without inventing demand, salary evidence or placement results.
- “IT recruitment agencies in London”
- “temp staffing agency near me”
- “average nurse salary in Manchester”
- “how much do recruitment agencies charge?”
What holds staffing and recruitment agencies back
Check whether a candidate can distinguish an open job from a general expression-of-interest form.
- Job boards own the job searches
- Job pages expire and leave dead URLs
- Client-side pages are generic
- Reviews come from both sides
The page types we build first
Vacancies, sector expertise and employer services should support different tasks.
- Job pagesStructured, indexable and expired cleanly.
- Sector pagesFor the roles you place.
- Employer pagesServices, fees and process.
- Salary guidesOriginal data, dated.
Recruitment vacancy-lifecycle record
The vacancy-lifecycle record assigns responsibility for status changes and old applications. The example is a proposed working record, not evidence of a completed client engagement.
| Situation to check | Proposed scope | Boundary |
|---|---|---|
| A vacancy is published | Confirm the real role, permitted employer information and current application route. | A talent-pool entry must not be presented as an open job. |
| A role closes or is filled | Apply the agreed public status and application treatment, including any remaining structured information. | An expired listing must not imply that applications are still being considered for that role. |
| A salary guide is proposed | Record the population, period and method behind the figures. | An unsupported estimate is not original salary research. |
| An employer asks about hiring | Route the request separately from candidate registration and explain the approved service boundary. | A candidate signup is not an employer lead or a completed placement. |
Recruitment vacancy-lifecycle record
ILLUSTRATIVE specification. Client facts and commercial terms require confirmation.
- Record type
- [LIVE ROLE OR TALENT POOL]
- Role source
- [AUTHORISED VACANCY]
- Application route
- [CURRENT DESTINATION]
- Status
- [OPEN / CLOSED / FILLED]
- Research basis
- [SALARY DATA IF USED]
- Owner
- [RECRUITMENT TEAM]
What the first handover should make clear
- Deliver separate candidate and employer journeys.
- List expired or unclear vacancies before expanding job-page volume.
- Keep salary methodology and source dates beside proposed research.
- Define applications, qualified employer enquiries and placements as different events.
What search and AI answers draw on
Authorised vacancy records and current agency service terms are the primary inputs.
Typical sources
- Job boards and Google job listings
- Glassdoor and Google reviews
- Industry media
- Your job and sector pages
Rules we work within
[CONFIRM: vacancy source, applicant-data handling, employer service scope and approved research.]No invented experts, reviews or statistics. Facts about your product, prices and people are checked by whoever owns them.A summary, not legal advice. Your compliance or legal team has the final say.Where we usually start
The services that fit this industry best. Scope and price in writing before work starts.
Questions from staffing and recruitment agencies
01Can you show relevant staffing & recruitment experience?
[CONFIRM: relevant engagements, permissioned evidence and the person responsible for this scope.]
02Should a closed vacancy redirect to any open job?
Choose an honest lifecycle treatment that preserves the reader’s context. An unrelated role is not the same opportunity.
03Can one sector page serve both audiences?
It can link them, but the tasks and contact routes must remain clear.
04How should evergreen candidate registration be labelled?
State that it is a talent-pool or general registration route rather than an application for a fabricated vacancy.
Get a snapshot for your site
- 1Send your site — five issues and where we would start
- 2We check search and AI visibility
- 3PDF by email: five website problems and AI visibility, within two business days of receiving your website URL
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