Tangensys • Plan, deliver, measure
Digital marketing for recruitment agencies
Employers and candidates have different intentions. Give each a clear path, relevant information and forms that do not mix applications with hiring enquiries.
The work to plan together
A scope shaped around this requirement.
- Separate journeys for clients and candidatesScope
- Job page visibilityReview
- Employer enquiriesCheck
An example of useful page content
An employer looking for specialist recruitment should see sector expertise and a hiring enquiry route. A candidate should see current vacancies and application instructions, not the same generic contact form.
This scenario explains the approach; it is not a claimed Tangensys case study.
- Search“IT recruitment agency for niche roles”
- Enquiry formFor employers: role, number of positions, location and timeline
- What is measuredEmployer enquiries by role type
Sector detail
How recruitment customers search and decide
Buyers in this sector search, compare and enquire in their own way. These details shape the pages, forms and channels we recommend.
Typical searches (examples)
- “IT recruitment agency for niche roles”
- “bulk hiring for BPO in Noida”
- “executive search firm for CFO role”
What the enquiry form should ask
- For employers: role, number of positions, location and timeline
- For candidates: a separate route, so employer enquiries are not lost
Channels that usually fit
- SEO for industry and role-type pages employers search
- LinkedIn for employer branding and reaching hiring managers
- Job boards and Google for Jobs-friendly listings for candidates
What to measure
- Employer enquiries by role type
- Candidate applications, kept separate from employer enquiries
Starting plan
How we would start marketing for recruitment agencies
A typical sequence; your plan sets out the actual scope and timing.
First month
Separate the employer enquiry route from candidate applications and check how each is recorded. Agree the roles, industries and hiring requirements you want to attract, then prepare a page plan aimed at the people commissioning recruitment.
Months two and three
Build the agreed employer-facing industry or role pages with a clear hiring enquiry route. Keep candidate instructions and vacancies accessible through their own route so job applications are not counted as new client leads.
After that
Review employer enquiries by role type and hiring need, separately from applications. Where the agency has reliable later records, examine proposals and placements as additional stages, then adjust pages and campaigns using the sales team’s feedback.
Approvals
Who approves what
Your team stays responsible for facts, claims and permissions. Nothing is published without approval.
Content checks for recruitment agencies
- Directors approve claims about placements and timelines
- Client names appear only with permission
Priorities to discuss in the first review
- Separate journeys for clients and candidates
- Job page visibility
- Employer enquiries
Separate employer and candidate journeys
Recruitment websites serve audiences with different needs. Employers want to understand the hiring service; candidates want genuine roles and an application route. Mixing those journeys can produce misleading enquiry totals and confused responses.
Information before contact
Explain employer services separately from current vacancies. Keep role information accurate and maintained. Candidate data requirements should follow the agency’s approved application process.
A useful first response
Route by employer request or candidate interest. Staff confirm suitability and next steps. A CV submission, employer enquiry and completed placement are different outcomes.
Evidence worth publishing
Use genuine sector capability and approved employer or candidate feedback. Do not invent open positions, placement rates or client logos.
Free growth review
Start with a clear scope and a practical next step.
Share your website, the services to promote and the customers you want to reach. We’ll review the starting point and recommend a practical scope.
The initial review is free. Delivery, third-party charges and ongoing support are quoted separately.
Can recruitment marketing measure placements?
Only where the agency has reliable later records and an agreed link to the source. Applications and enquiries can be measured separately. A placement claim needs confirmation rather than an assumption from a submitted form.
What should recruitment agencies pages explain before someone enquires?
For employers: the roles and industries you recruit for, how fees work and typical time to shortlist. For candidates: a separate route to apply, so employer and candidate enquiries do not mix.
How much does digital marketing for recruitment agencies cost?
Scope depends on the industries and roles you recruit for, website changes and the campaigns included. Employer lead generation and candidate attraction should be scoped separately. Advertising spend and any ATS or CRM integration are itemised separately from content and management fees.
How long before we see results?
Separating forms and pages can improve reporting once implemented, but winning an employer account usually takes further conversations. Campaigns need enough suitable enquiries to assess, while organic visibility develops over time. Placements are later outcomes and require reliable confirmation from agency records.
What do you track?
Employer enquiries by role type, kept separate from candidate applications.
How do we start?
Share your website, industries, role types and fee model.
Explore the related services
Let’s agree the right next step.
Tell us your goals and current setup. We’ll recommend a practical starting point and provide a custom quote.
Custom quote within 2 working days