Marketing for Staffing & Recruitment Agencies
Win more client accounts and fill more roles.
Softscotch provides marketing for staffing and recruitment agencies across the US. We help you win client companies that need workers and attract job seekers to fill those roles, with a recruitment website, recruitment agency SEO, ads and fast follow-up. To be clear: we market staffing firms. We do not recruit marketing staff.
Staffing agency marketing for clients and candidates
A staffing agency sells to two groups. Client companies pay you to find workers. Candidates (job seekers) are the people you place. If either side dries up, placements stop, so we help with both. In HR, “recruitment marketing” can also mean employer branding for in-house HR teams; that is a different service. Cost depends on your branches, specialties and channels, and we quote after a free review.
Recruitment website design
A website with job search, a short apply flow and a clear “request staff” path, linked to your applicant tracking system where it allows.
See how we can help ↗Recruitment agency SEO
SEO (search engine optimization) helps your branches, specialties and open jobs show up in Google’s unpaid results, Google Maps and Google for Jobs.
See how we can help ↗Lead generation for client accounts
Account-based outreach (a short list of named target companies) to hiring managers through LinkedIn and email, backed by case-style content that shows how you solve staffing problems.
See how we can help ↗Candidate job ads
Ads on Google, Meta and job boards that help fill urgent roles, set up inside fair-hiring and ad-platform rules.
See how we can help ↗Fast follow-up
Alerts and first replies so new applicants and staffing requests reach a recruiter quickly, before they go elsewhere.
See how we can help ↗Reports on placements
We show which marketing brought client meetings, applicants and placements, not just clicks.
See how we can help ↗Fix the gaps that cost you clients and candidates
Many staffing firms grow on referrals and a few big accounts, then stall when one client cuts back. We check three gaps first.
Do employers find you for your specialty?
A firm can be well known locally and still be missing for “warehouse staffing agency” plus a city. We check your listings, branch pages and specialty pages.
Can candidates find and apply for jobs?
Old jobs left online, long forms and pages that break on a phone lose applicants. We test your job search and apply flow on a phone.
Do you reply before they move on?
Good workers take the first solid offer, and hiring managers call several firms. We test how fast both get a reply.
Ways to market your staffing agency that work
Whether you do it yourself or hire help, these steps matter most, roughly in order.
Pick your specialties
Choose the roles and industries you fill best, such as light industrial or healthcare, and speak to them directly.
Fix your branch listings
A correct Google Business Profile for each office helps nearby employers and job seekers find you.
Keep job pages live and current
Post every open job on your own site, share it to job boards and remove filled jobs fast.
Make applying easy on a phone
A short apply flow wins more applicants than a long form.
Win repeat and new clients
Ask current clients about upcoming needs, then reach new hiring managers on LinkedIn and email.
Measure what works
Track client meetings, applicants and placements by source, then do more of what pays.
Answer the questions clients and candidates ask
Hiring managers want to know if you fill their roles, in their area, how fast and how you screen. Job seekers want real open jobs, pay, shift, location and a quick way to apply.
staffing agency near me
Someone searching for "staffing agency near me" should land on a page that answers that need. The page can show specialty and branch pages and explain how to request staff or apply for a job.
- What the page explains
- Specialty and branch pages, plus your offer and a clear next step.
- What you may need to ask
- The roles and number of people they need, plus the best way to reach them.
- What to check next
- Client meetings booked.
warehouse jobs near me
Someone searching for "warehouse jobs near me" should land on a page that answers that need. The page can show open jobs with clear pay and location and explain how to request staff or apply for a job.
- What the page explains
- Open jobs with clear pay and location, plus your offer and a clear next step.
- What you may need to ask
- The work location, plus the best way to reach them.
- What to check next
- Qualified applicants.
temp agency near me
Someone searching for "temp agency near me" should land on a page that answers that need. The page can show client and candidate reviews and explain how to request staff or apply for a job.
- What the page explains
- Client and candidate reviews, plus your offer and a clear next step.
- What you may need to ask
- When they need people to start, plus the best way to reach them.
- What to check next
- Placements made.
These are example searches. We check what people search for in your market before choosing the pages and ads to work on.
Recruitment agency SEO: get found by employers and job seekers
Recruitment agency SEO means showing up when employers search for staffing help and job seekers search for work nearby. National brands and job boards dominate broad searches, so we focus on specialty and city searches where your firm can stand out. It takes months, and no one can promise a ranking.
Start with the questions people actually ask.
A hiring manager wants to know if you fill their kind of role, in their area, and how fast. A job seeker wants to see real open jobs, the pay, the location and a quick way to apply from a phone.
- staffing agency near me
- warehouse jobs near me
- temp agency near me
What we do to help you get found
We explain the work, make the agreed changes and check what happens after they go live.
Google Business Profile for each branch
Your Google Business Profile is your listing on Google Maps. Each real branch gets its own, with the right categories, hours, photos and phone number.
Pages by specialty
A page for each area you staff, such as light industrial, healthcare staffing, IT or admin roles, explaining what you fill and how you screen.
Pages by specialty and city
Pages such as “light industrial staffing in Dallas”, only where you have a branch or really place people. Copy-paste city pages can hurt.
Job pages Google can read
Job pages with the right code to appear in Google for Jobs, and closed jobs taken down quickly.
Reviews and listings
Honest reviews and correct details on Google, Apple Maps and Bing help clients and Google trust you.
Answers for AI search
AI tools such as ChatGPT now answer staffing questions. Clear pages help them describe you correctly. No one can promise a mention.
Get your open jobs seen on Google and job boards
Most job seekers start on Google or a job board, not your home page. Make your own job pages the main record, then share them where candidates look.
Google for Jobs
When someone searches “forklift jobs near me”, Google often shows a box of job listings. To appear, each job page needs JobPosting structured data (hidden code giving Google the title, location, pay and dates). We check it is complete.
Why job pages expire
A filled job left online wastes a candidate’s time, and Google’s rules say expired jobs should be removed or marked closed. Each job needs a closing date and should point to similar open jobs once filled.
Indeed and other job boards
Indeed, ZipRecruiter, LinkedIn Jobs and niche boards each have their own rules for staffing agency jobs and paid listings. Rules change, so we check them before setting up feeds (automatic job lists sent from your ATS).
Jobs that link to your ATS
Your ATS, such as Bullhorn or JobAdder (examples only), usually holds the master job list. Where it allows, the website pulls jobs from it and sends applications back. It depends on your ATS and plan.
Ads that win clients and fill urgent roles
Ads can bring results the week they launch. Client ads on LinkedIn and Google search reach hiring managers. Candidate ads on Google, Meta (Facebook and Instagram) and job boards help fill roles fast, inside the employment ad rules explained below.
What should happen after someone clicks?
The page should explain your offer and make it easy to request staff or apply for a job. A click alone does not tell us whether the ad helped your business.
We check results such as client meetings booked and qualified applicants. We also check whether the requests match what your team can provide.
What we do with your ads
The ad, the page it opens and the next step need to work together.
A budget you control
We agree a monthly limit, split between client and candidate ads, and never raise it without asking.
Client search ads
We target searches such as “IT staffing company” plus your city, and block searches from people looking for a job.
LinkedIn ads for hiring managers
Reach people by job title, company size and industry, such as plant managers nearby.
Candidate ads tied to job orders
Ads run for roles you need now and pause when the order fills, including busy seasons such as holiday warehouse hiring.
A matching page for every ad
A forklift job ad opens that job with a short apply form. A client ad opens a specialty page with a “request staff” form.
Tracked to meetings and placements
Call tracking (numbers that show which ad brought a call) and your ATS show which ads led to meetings and placements.
Examples of ads we could plan with you
These show how different searches can need different pages. We choose the actual ads after checking your offer, budget and the rules for your account.
staffing agency near me
What the page shows: the advertised offer, plus specialty and branch pages.
What to ask: the roles and number of people they need, plus the best way to reach them.
What to check: ad costs and client meetings booked.
warehouse jobs near me
What the page shows: the advertised offer, plus open jobs with clear pay and location.
What to ask: the work location, plus the best way to reach them.
What to check: ad costs and qualified applicants.
temp agency near me
What the page shows: the advertised offer, plus client and candidate reviews.
What to ask: when they need people to start, plus the best way to reach them.
What to check: ad costs and placements made.
Web design for recruiters: one site that serves both sides
Good recruitment company website design gives employers one click to “request staff” and job seekers one click to search and apply. It rests on four things: a job board, a short apply flow, a link to your ATS (applicant tracking system, the software recruiters use to manage jobs and applicants) and a site that works on a phone.
What a useful page should do
Tell people what you offer, answer their main questions and make it easy to request staff or apply for a job. We check that the next step works and reaches the right person or system.
- Explain what you offer
Show the specialties you staff, the branches and areas you cover, the job types you offer and how to request staff or apply for a job.
- Help people make a choice
Put useful details, such as specialty and branch pages or open jobs with clear pay and location, beside the questions they answer.
- Give the practical details
A hiring manager wants to know if you fill their kind of role, in their area, and how fast. A job seeker wants to see real open jobs, the pay, the location and a quick way to apply from a phone.
- Ask only for what you need
Employers: a short form for roles, headcount, location and start date. Candidates: search jobs, then apply in a few steps with an optional resume, without having to create an account first.
- Make it work on a phone
We check reading size, loading, phone links, forms and buttons. People should be able to finish the task without zooming in or guessing what to tap.
- Make sure the request arrives
We test where forms, calls or bookings go. Your team should receive the details it needs to reply, and the visitor should know whether the request went through.
Build trust with reviews and real stories
Clients read your Google reviews. Candidates read employer reviews on Glassdoor and Indeed, where temp workers post too. We help you ask happy clients and workers for honest reviews, reply politely to every review and share real placement stories (with permission). We never buy, fake or filter reviews.
Ads that explain one useful offer
We write each ad around a clear offer and the question it answers. We choose words and images that fit the place the ad will appear. The page it opens should carry the same message.
- A clear message for the people you want to reach
- Images and words that fit the ad format
- A small test with a result we agree to check
Real details that help people decide
We help you choose what to show, such as specialty and branch pages, open jobs with clear pay and location and client and candidate reviews. You provide accurate details and permission to use the material. We place it where it answers a visitor's question.
- Photos or examples that match the work you offer
- Checks that the facts are right and the material can be used
- Simple captions that explain what someone is seeing
Follow one hiring manager from search to filled shifts
Imagine an operations manager at a local warehouse who needs ten pickers for the busy season. They find your light industrial page, ask for staff and get a call back the same day.
They search for staffing help
The manager searches “warehouse staffing agency” plus their city. Your branch listing shows reviews and links to your light industrial page.
They request staff
The page explains the roles you fill, how you screen and how fast you start people. A short form asks for roles, headcount and start date.
The order gets filled
A recruiter calls back the same day. Job pages and candidate ads go live, applicants reach your ATS and the client sends more orders later.
Reply fast to applicants and staffing requests
Speed wins on both sides: good workers take other offers within a day, and hiring managers call several firms. We help you reply faster inside the ATS or CRM (customer relationship management software) you already use.
Fast replies to new applicants
New applicants get an automatic first reply and recruiters get alerts. Texts follow consent rules (TCPA), with an easy opt-out.
Staffing requests to the right branch
Requests from employers go straight to the right branch or account manager, with a plan for what happens if no one answers.
Keep in touch between jobs
Planned messages tell past workers about new matching jobs and remind past clients about seasonal hiring. Good workers are easier to place again than to find again.
Run candidate ads inside fair-hiring and ad rules
Job ads have their own rules. This is general information, not legal advice. We work with your compliance or legal team, who gives final approval.
Meta’s employment ad category
Facebook and Instagram job ads must use Meta’s Special Ad Category for employment, which stops targeting by age, gender and ZIP code. Google has similar US limits; LinkedIn has its own rules.
EEO-friendly wording
EEO (equal employment opportunity) laws ban hiring choices based on age, sex, race, religion, disability and more. Avoid words such as “young” or “recent graduates only”; describe the job and skills.
Pay transparency laws
Some states and cities, such as California, Colorado, New York and Washington, require a pay range in job posts. Your legal team confirms what applies where.
Text and call consent
US rules (TCPA) require consent for many marketing texts and calls. Apply forms should include clear consent wording and an easy opt-out.
Supporting services for staffing agencies
Most firms do not need all of these at once. We add them when the basics work.
Recruitment website design
A new or rebuilt website with job search, apply and request-staff paths.
Website design ↗Lead generation for recruitment agencies
A steady flow of meetings with hiring managers you want to work with.
Lead generation ↗Branch office visibility
Google Business Profiles, local pages and listings for each branch.
Local SEO ↗LinkedIn ads
Ads to hiring managers by job title, company size and industry.
LinkedIn Ads ↗Cold email to hiring managers
Short, relevant emails to target accounts, sent within email rules.
Cold email outreach ↗Free staffing keyword list
See the searches employers and job seekers use to find staffing agencies.
Staffing keyword list ↗Clear work you can see
You get a written plan and regular proof of the work. The exact list depends on your branches, specialties and budget.
A marketing plan for your staffing agency
Which specialties, cities and client types come first, and why.
Pages ready for your review
Specialty, branch and job pages, checked by you before publishing.
An ad plan with a spending limit
Client and candidate ads, budgets, approved wording and blocked searches.
A follow-up map
Where applicants and requests go, who replies and how fast.
Outreach to hiring managers
Target account lists and LinkedIn and email messages you approve.
Monthly report
Client meetings, applicants and placements by source, with costs.
Start with a review, then improve
Here is how the first three months usually work. Timing depends on access to your website, ATS and ad accounts.
Month 1: review and fix the basics
We review your website, job pages, listings, ads and follow-up, test reply speed and agree which specialties come first.
- A review of what you have
- The first jobs and who handles them
- Checks that requests are recorded
Month 2: launch the first changes
We publish the first pages, fix listings and job page code, start ads or outreach and set up alerts.
- Changes to the first pages
- A small ad test where agreed
- Checks that replies reach the right team
Month 3: measure and improve
We review meetings, applicants and placements by source, cut what is not working and plan next steps.
- A review of results and costs
- Changes based on what we learned
- A clear plan for the next jobs
Start by sending your website and telling us what you want help with.
How staffing agency marketing pricing works
We do not publish one price, because a one-office niche recruiter and a multi-branch firm need very different work. Cost depends on branches, specialties, whether you need a new website or job board, how your ATS connects and which channels you use. Ad spend is paid to the platforms separately. After a free marketing review we send a scoped proposal listing every item.
What we agree with you
Our work: the pages, writing, ads, fixes and reports included in your plan.
Your part: accurate details about your staffing agency, the materials we need and someone to approve the work.
The cost: our fees, any ad budget and any extra tool or website costs are listed separately.
Approvals: your team checks prices, claims, permissions and any sensitive information before it is used.
Measure cost per placement, not just clicks
Clicks do not fill shifts. We report cost per client meeting, cost per qualified applicant and cost per placement by source.
What we explain in your report
- How people found you
We show which searches and sources brought people to your website. We also explain which pages we changed and what happened after those changes.
- What you spent and received
We show ad costs alongside useful results such as client meetings booked. Where records allow, we work out the cost of each result and compare different ads or offers.
- What happened after the first step
We look at client meetings, job orders, qualified applicants and placements where your ATS or CRM allows. An application, an interview and a placement are different things, so we report them separately.
We point out missing information and results based on only a few people. If a result cannot be checked, we explain what information is missing.
Get the basics right before adding more
New channels only help when employers and job seekers can find you, reach you and hear back fast.
Listings, job pages and forms first
Correct branch listings, live job pages and forms that reach a recruiter protect every dollar you spend.
Tracking before more spending
Applicants and requests are tracked to placements before any budget rises.
Then grow one step at a time
Add one specialty, city or channel at a time and check what it brings before adding the next.
How to choose a staffing agency marketing company
Whether you hire us or someone else, a good partner should answer these clearly.
Do they market staffing firms?
Many “recruitment marketing agencies” recruit marketing staff or do HR employer branding. Ask what they really do.
Do they cover both sides?
Ask how they will win clients and attract candidates.
Do they report placements?
Ask for meetings, applicants and placements by source, not clicks.
Do they know job ad rules?
Ask about Meta’s employment category, EEO wording and pay transparency.
Will it work with your ATS?
Ask how jobs and applications move between site and ATS.
Do you own everything?
Website, ad accounts and data should be yours, with no promised numbers.
Across all our client work, not only staffing, we have managed $12M+ in ad spend, generated 87,200+ leads, helped bring $28M+ in revenue for clients and ranked 2,140+ keywords on page one of Google.
Staffing and recruitment agency marketing FAQs
Here are clear answers about the work, price, timing and help we need from you.
Do you recruit marketing staff?
No. We are a marketing agency that helps staffing and recruitment firms win clients and attract candidates. To hire a marketer, you need a staffing firm that places marketing roles.
How do staffing agencies get more clients?
Focus on your best specialties and cities, keep branch and specialty pages strong, reach hiring managers on LinkedIn and by email, ask current clients about upcoming needs and track what brings meetings.
How do recruitment agencies attract more candidates?
Keep every open job on your own site with clear pay and location, make job pages ready for Google for Jobs, keep applying short on a phone, reply fast and use ads for urgent roles.
How much does staffing agency marketing cost?
It depends on your branches, specialties, channels and whether you need a new website. Ad spend is paid to the platforms separately. After a free marketing review we send a written proposal.
What should a staffing agency website include?
Clear paths for employers and job seekers, specialty and branch pages, job search, a short apply flow, a request-staff form, reviews and an ATS link where possible.
Can you connect our website to our ATS?
Often, yes. Many ATS tools, such as Bullhorn or JobAdder, offer job feeds or connections. It depends on your system and plan, so we check during the review.
How do we get our jobs on Google for Jobs?
Each job page needs complete JobPosting structured data, and closed jobs must be removed or marked expired. Many ATS job boards add the code. We check and fix gaps; Google decides what it shows.
Does LinkedIn or cold email work for winning client accounts?
Both can work when the list is tight and the message is useful. LinkedIn ads reach people by job title and industry. Cold email must follow US rules (CAN-SPAM) and include an easy opt-out.
Can you run job ads on Facebook and Instagram?
Yes, inside Meta’s Special Ad Category for employment, which stops targeting by age, gender and ZIP code. We write EEO-friendly wording and show pay where required. Your legal team approves.
How do you market several branch offices?
Each real branch gets its own Google Business Profile, page, local jobs and reviews. Reports show results by branch, so you see which offices need help.
How do you handle seasonal hiring and changing job orders?
We plan ahead for busy seasons, such as holiday warehouse hiring, and switch candidate ads on and off as job orders open and fill, so spend stays on roles you can place.
How do you measure staffing marketing results?
We track client meetings, job orders, qualified applicants and placements by source, using call tracking and your ATS or CRM, and report cost per meeting and per placement.
No questions match. Try a different word or choose all questions.
More ways we can help
Before you decide
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Let’s look at your staffing agency together.
Send your website and tell us what you would like to improve. We will explain what we find and talk through the next useful steps with you.