Create employer demand
Choose the sectors, roles, and hiring problems the business is equipped to solve, then build campaigns around the briefs you want.
Industry / Recruitment
Fill the next role, then the one after.
A recruitment business needs employer demand and candidate flow at the same time. Build both around the sectors and roles you want to own, then trace each enquiry through employer conversations, live briefs, qualified candidates, shortlists, and placements.
Audit your recruitment funnel
Baseline
Monthly organic clicks before the SEO programme — AI Talent on Demand
22
Working
Months of positioning, website, search, content and follow-up work
4
Result
Monthly organic clicks, 22 to 557 · 500+ page-one keywords
25×
AI Talent on Demand. Google Search Console. Site launched November 2025; the SEO programme began 24 March 2026. Baseline is February 2026, the last full month before the programme. Page-one count: queries averaging positions 1–10 with 5+ impressions, 28 days to 9 August 2026. These are search visibility metrics, not placement or revenue results.
01 / Two-sided growth
Recruitment has two audiences.
Employer demand and candidate demand are different journeys. A reliable recruitment pipeline needs both to produce qualified conversations.
Build candidate demand you own
Use search, useful content, and focused landing pages to reach people already considering a move.
Respond while interest is high
Connect forms, CRM, and follow-up automations so a qualified enquiry reaches the right recruiter without delay.
Count briefs and placements
Trace each source through employer conversations, live briefs, qualified candidates, shortlists, and placements.
02 / Case study
AI Talent on Demand
A founder-led AI and technology recruitment specialist needed search to introduce the business to candidates and buyers beyond its existing network. Multiply built the positioning, website and a compact content system from launch.
Google Search Console. Site launched November 2025; the SEO programme began 24 March 2026. Baseline is February 2026, the last full month before the programme. Page-one count: queries averaging positions 1–10 with 5+ impressions, 28 days to 9 August 2026. These are search visibility metrics, not placement or revenue results.
The project was well planned, smoothly managed and executed with real care and attention to detail … a polished, high‑performing site that genuinely reflects the AI Talent on Demand brand.
03 / One recruitment growth system
What recruitment marketing covers
A reason to choose your agency
Give employers and candidates a clear reason to choose the business, then carry it through the website and every next action. See website development.
Employer acquisition
Build search content and paid campaigns around the sectors, roles, and hiring problems that produce the right briefs. AI drafts from live query data; a senior editor approves the work. See answer engine optimisation and paid acquisition.
Candidate acquisition
Build role, sector, and salary content from real search demand, then connect it to landing pages, remarketing, and recruiter follow-up. See conversion rate optimisation.
Faster follow-up
Use custom automations to answer common questions, qualify employer and candidate enquiries, and uncover pain points before the right recruiter connects personally.
Commercial reporting
Trace each source to the conversation, brief, shortlist, and placement it produced. Use the weekly numbers to choose the next constraint. Run by a fractional growth team.
04 / First 90 days
How the first 90 days run
Baseline
Define the commercial target, map both audiences and verify the CRM measurement path.
Build
Refine positioning, priority pages, campaigns, content and response automation.
Launch
Run the smallest coordinated system capable of producing reliable evidence.
Optimise
Use qualified conversations, briefs and placements to decide what expands next.
05 / Common questions
Fund the employer side first.
Candidate demand is cheaper to build and far easier to over-fund.
What does a recruitment marketing agency do?
It builds the two demand streams a recruitment business runs on: employer demand that produces briefs, and candidate flow you own instead of renting from job boards. In practice that means search and paid campaigns aimed at the sectors and roles you want, landing pages and follow-up that reach the right recruiter while interest is high, and reporting that ends at the placement.
Should a recruitment agency market to employers or candidates?
Both, though not with the same budget. Candidate content ranks cheaply and produces far more traffic, which is exactly what makes it easy to over-fund. Employer demand is smaller, costs more per enquiry, and produces the revenue, so it gets funded first.
How long does it take to build candidate flow you do not rent?
It takes months, and the curve steepens as content accumulates. AI Talent on Demand moved from 22 to 557 monthly organic clicks and 500+ page-one keywords across four months of SEO, on a site launched the previous November. Those are search visibility figures, not placements.
Do you work with our existing ATS or CRM?
Yes. Your conversations, live briefs, shortlists, and placements are already recorded there, so the measurement path runs through whatever system holds them. We connect forms, routing, and follow-up to it instead of asking you to change systems.
Next / your baseline
Start with the gap in your recruitment funnel.
The audit maps employer demand, candidate acquisition, response time and reporting, then sets the first 90-day plan.