Recruitment and staffing marketing runs two funnels at once, client companies with open roles and qualified candidates, each with its own messaging. LinkedIn plays a central role in both, given its role-based targeting. Measured against placements made and time-to-fill, not raw candidate or client inquiry volume.
Two funnels, both on LinkedIn
Recruitment agencies have to win clients and candidates at the same time, and both groups spend time on LinkedIn. The message is different for each. Clients want proof that you can fill hard roles quickly. Candidates want good jobs, honest information and a recruiter who replies. We run them as separate funnels under one plan.
For candidates
- Job pages with structured data so roles appear in Google's job search experience (Google Search Central: JobPosting)
- Sector and location pages with salary guides and market insight
- Fast, mobile-friendly application with CV upload and no forced account creation
- Candidate emails and WhatsApp updates so nobody is left wondering
For clients
- Sector pages showing roles filled, time to fill and client testimonials with permission
- Salary and hiring market reports that hiring managers actually read
- LinkedIn content from your consultants on their specialist markets
- Account-based campaigns for target employers
Hiring managers research before they call. Gartner's 2026 survey found 67% of B2B buyers prefer a rep-free experience (Gartner, March 2026). Clear sector expertise and evidence on your site gets you on the shortlist before the first call.
Be careful with job ad claims
Job adverts must be accurate about pay, location and whether the role is real. Advertising a role that does not exist to collect CVs damages trust and can breach consumer and employment rules. Structured data must match the visible job details, or Google may remove your listings (Google Search Central: JobPosting).
How we measure it
Qualified applications per role, placements, time to fill, new client accounts and fee income by source.