Pick a moment that works for you. We discuss your situation and which system fits.
Recruitment agencies must be visible to clients and candidates. Two different stories, one consistent brand. We build visibility on both sides, authority where it counts, and a radar on the market that shows where it moves.
The problem
Recruitment agencies often produce content that doesn't work for clients (too HR-jargon, too candidate-focused) or for candidates (too corporate, too pitchy). The result is content too weak for both markets. We build positioning that works for both: you as a specialist in a specific segment, with authority both clients and candidates recognize.
Wat we doen voor recruitment & interim
Seven concrete components. Which are active in your package depends on where you stand.
Two different search intents, one technical SEO approach. For clients: "recruitment finance Amsterdam", "interim CFO scale-up". For candidates: vacancy pages and specialty pages. 50 to 500 keywords per package.
2 to 4 posts per week. Not "top 5 tips for applying", but observations from conversations: salary trends, what works and doesn't for specific roles, what clients actually ask. Recruiters who write get mandates.
We monitor which companies in your segment open vacancies, announce mergers, or suddenly grow staff. Early signals for sales actions, not only when the vacancy has been open for 3 months and six other agencies are on it.
1 to 2 blogs per month: salary reports, market insights in your segment, observations on headhunt trends. Works for SEO and authority.
Op je site en LinkedIn: korte, eerlijke uitleg over wat je doet voor kandidaten, niet generieke wervingstekst. Helpt bij plaatsen, niet bij volume.
3 to 20 competitor agencies per package. What they communicate, which vacancies they post, where they grow. Important in a market where everyone seems to do more or less the same.
CRM with clients and candidates kept separate. Automatic follow-up via email and WhatsApp. ATS integration if needed. No separate subscriptions on recruitment tools you already have.
How we work
In recruitment, external ghostwriters don't work. The content has to come from your recruiters themselves, with their observations from conversations. We facilitate the process, structure, edit and distribute. Your voice, our rhythm.
Segment-positionering, ICP per markt-zijde, eerste content live
Weekly rhythm. LinkedIn posts from recruiters. First vacancy radar.
Pipeline input from the market radar. Mandates via inbound. Lower acquisition cost.
What it delivers
First effect around month 3: clients reach out who heard your name somewhere, candidates apply actively for specific segments. Real ROI around month 6: less dependent on cold calls and LinkedIn spam, more mandates via positioning and inbound.
The market radar also changes how you do acquisition. No calling down a list of 200 companies, just targeted contact with the 5 that opened vacancies in your specialty this week.
Who it's for
Recruitment, secondment and executive search agencies with a clear segment (functional, regional or sector). Not for general staffing agencies that work on volume. For those who want clients and candidates to know that and how you're specialised.
Ready for a call?
30 minutes with one of our marketing strategists. We look at where your recruitment & interim stands and where the lever sits.