Recruitment and staffing SEO
Recruitment SEO that reaches employer clients
More applications do not necessarily mean more employer business. We separate the searches for talent from the searches for a recruitment partner, then implement pages and enquiry paths for the requirements you want to win.
Example: a skilled-trades recruitment agency. A new job order, from its own page.
- 6 coded weldersHarbor Fabrication · Houston, TXCame in through the welding staffing pageWebsiteWebsite
- 4 pipefittersGulfline Process · Baytown, TXExisting clientExisting client
- 2 CNC machinistsNorthgate Engineering · Houston, TXReferralReferral
- 3 site electriciansRidgefield Logistics · Pasadena, TXReferralReferral
- 1 welding inspectorPacific Marine · Galveston, TXExisting clientExisting client
Give employers and candidates different routes
Employer demand
“Can this agency fill our requirement?”
Sector and role capability, recruitment process, market coverage, credible evidence and a route to discuss headcount, timing and terms.
welding staffing
- welding staffing agency
- welding staffing agency near me
- welding staffing companies
- welding staffing agency houston
Candidate demand
“Can I find or apply for a job?”
Vacancies, application requirements and candidate support. This can be valuable to the business, but it is a separate audience and reporting outcome.
welder job
- welder jobs
- welder jobs near me
- welder jobs hiring near me
- welder job salary
Real Google suggestions, October 2026.
We preserve useful candidate journeys while making employer pages and contact paths distinct. An employer should not have to navigate application instructions to explain a hiring requirement.
A search-market example, not a forecast
UK searches for “SEO for recruitment agencies” included providers selling recruitment SEO. “Recruitment SEO agency” also returned firms recruiting SEO employees, especially in US samples. The page and reporting need to identify the buyer explicitly.
Strata search review, 4 October 2026 · UK and US Google Search samples. Search samples can change; we research your actual services and geography before proposing the paid scope.
Build around the mandate you can actually deliver
Not every role, sector or country needs its own page. A separate destination needs a different employer question, credible capability and useful content. We do not invent market coverage from keyword demand.
One employer search can represent a single specialist hire or a multi-worker requirement. The commercial page must help that employer assess fulfilment, not simply advertise a large candidate database.
Employer decision
Can you recruit the people we need?
Commercial page
Sector / role capability
Evidence to publish
Real role coverage and approved examples
Employer decision
Can you work in our market and timeframe?
Commercial page
Market / delivery scope
Evidence to publish
Actual service coverage and delivery responsibilities
Employer decision
What happens after we share a requirement?
Commercial page
How hiring works
Evidence to publish
The firm's real process, terms and review steps
Employer decision
What information starts the discussion?
Commercial page
Employer enquiry
Evidence to publish
Role, headcount, location, timing and contact path
The architecture depends on your recruitment model. International mobilisation, permanent placements and temporary staffing are not interchangeable services.
Case study
What the E-GMP work actually shows
16 employer buying enquiries
E-GMP's retained July–September 2026 form records include employer requirements of 1–50 workers. Candidate submissions, spam and test records are separated.
Inspect the employer evidence →Submitted requirements, not placements, won contracts or unique employer companies. Work is ongoing.
Strata investigated a migration/indexing problem after a measured search-visibility decline and shipped five pilot pages in July 2026. The ongoing work separates technical access, employer-intent pages and subsequent commercial signals.
The retained form archive contains 16 employer buying enquiries between July and September, with requested quantities from one to 50 workers. This is useful evidence of the requirements reaching the website. It does not establish that all came from organic search or that the requests became placements.
Two employer submitters reported AI-assisted discovery. Those statements are recorded separately from citation observations and verified referral traffic. We do not turn them into an AI revenue result.
The E-GMP case study explains the dated sequence, exclusions and measurement boundaries. Employer requirements and tests are reconciled separately; overlapping exports are not added together.
Keep the website accessible without disturbing applications
Recruitment sites often combine public service pages, vacancy systems and application flows. We inspect initial HTML, indexability, internal links and conversion routes before recommending changes. A technical fix should not casually break the candidate system your team relies on.
The paid scope names what Strata implements, what an existing platform vendor owns and how changes are validated.
Recruitment and staffing SEO
Measure the employer pipeline on its own
Report accepted employer requests, qualification, opportunities, won mandates and collected revenue separately from candidate applications. An enquiry can contain a worker requirement; worker numbers are not sales value or completed placements.
For your first check, send the website and the employer work you want to attract. We will return one useful public finding within two business days. A paid pilot then targets the clearest employer-page or technical opportunity; continuing work follows review.
Job applications141
Employer requirements7
Seven were employers. That is the line to report on.
Example: a skilled-trades recruitment agency. Illustrative figures.
Before you start.
Will this replace our candidate and vacancy journeys?
We preserve useful candidate journeys while making employer pages and contact paths distinct. An employer should not have to navigate application instructions to explain a hiring requirement.
Could this disrupt our vacancy or application system?
Recruitment sites often combine public service pages, vacancy systems and application flows. We inspect initial HTML, indexability, internal links and conversion routes before recommending changes. A technical fix should not casually break the candidate system your team relies on.
What counts as an employer result?
Report accepted employer requests, qualification, opportunities, won mandates and collected revenue separately from candidate applications. An enquiry can contain a worker requirement; worker numbers are not sales value or completed placements.
What happens after the free check?
For your first check, send the website and the employer work you want to attract. We will return one useful public finding within two business days. A paid pilot then targets the clearest employer-page or technical opportunity; continuing work follows review.
Send us your site. We'll send back one useful finding.
- No call required.
- Nothing to buy afterwards.
- Within two business days.