Recruitment SEO
Your inventory expires, and that is the whole technical problem.
Every filled role becomes a URL with nothing on it. Left to a plugin default, an agency site accumulates dead pages at the rate it fills jobs, teaching Google to crawl it less over time. Almost no other sector has content that disappears on this scale, and almost no recruitment site has a policy for it.
Straight answer
Two businesses on one website, and one of them is neglected.
Job listings absorb all the attention because they are visible and constant. The employer side, which is where the revenue actually is, usually gets a single page written once.
What agency sites do
- Expired roles left live with no content
- JobPosting markup describing filled positions
- One page trying to address candidates and employers
- Generic career advice nobody searches or links to
- Chasing role terms owned by job boards
- Salary data held internally and never published
What works instead
- An expiry policy decided before it is needed
- Valid, maintained JobPosting data
- Separate candidate and employer journeys
- Salary and market data for your sectors
- Niche role and location terms boards ignore
- Evidence you fill genuinely difficult roles
The salary data point
You already hold the most linkable asset in your sector and most agencies never publish it. Real salary ranges from roles you have actually placed, kept current, are searched constantly, useful to candidates and employers alike, and are the kind of thing other sites cite. Generic career advice does none of that.
Scope
What recruitment SEO covers here.
Led by the technical problem, because on an agency site it dominates everything else.
Expiry policy
What happens to a role when it closes: redirect, retain with context, or remove. Decided in advance rather than left to a plugin producing soft 404s at scale.
JobPosting maintained
Valid through dates, closed roles marked properly, and markup that describes reality. Invalid job data is worse than none.
Crawl on a churning site
Making sure crawl is spent on category and sector pages that persist, rather than on thousands of listings that will be gone next month.
Two separate journeys
Candidate and employer paths with their own pages, language and evidence, so neither competes with the other for the same query.
Salary and market data
Your placement data published as maintained, citable reference content. The most linkable asset most agencies are sitting on.
Niche role targeting
Specific role, sector and seniority combinations the large boards do not serve well, which bring candidates further along in deciding.
Cost
What it costs.
Billed at £90 to £110 an hour, or the £95 blended rate where it crosses into development. Minimum engagement is 4 hours.
Indexation audit
From £900
How many dead listings are live, what the markup currently claims, and how crawl is being spent across a churning site.
Expiry and schema build
Scoped
The policy implemented in the template, with JobPosting data generated and maintained automatically rather than by hand.
Growth, 8 hours a month
£760/month
Employer side and salary content built out, with the technical layer kept correct as roles churn.
FAQ
Questions clients actually ask
Our jobs expire constantly. How do we handle that?
Deliberately, because it is the defining technical problem of the sector and the one most agencies handle by accident. Every filled role becomes a URL with nothing on it, and a site steadily accumulating dead pages teaches Google to crawl it less.
The workable pattern is a policy decided in advance: what happens to a role when it closes, whether it redirects to its category, how long it stays, and what the page says while it exists. Left to a plugin default, you get soft 404s at scale.
Should we use JobPosting structured data?
Yes, and it has to be maintained rather than added once. Google requires a valid through date and expects expired postings to be removed or marked closed. Markup describing roles that no longer exist is worse than none, and it is the most common fault we see on agency sites.
Done properly it gets your roles into the jobs experience directly, which is where a growing share of candidate search now ends.
We serve candidates and clients. Do they need separate paths?
Yes, and most agency sites blur them. A candidate wants roles, salary reality and process. An employer wants sector expertise, fee structure and evidence you can fill difficult positions. One page addressing both convinces neither and competes with itself.
The employer side is usually the neglected half, despite being where the revenue is, because job listings absorb all the attention.
Are job aggregators worth fighting?
Not on generic role terms. Indeed and the rest own those and always will. What is winnable is the specific: niche role plus location, sector plus seniority, and the salary and market questions candidates search before applying.
Those queries are lower volume, far less contested, and bring candidates who are further along in deciding.
What content actually works for a recruiter?
Salary and market data for your sectors, kept current. It is searched constantly, it is genuinely useful to both sides of your business, and you hold the data already because you place these roles.
What does not work is generic career advice. Every agency publishes it, nobody links to it, and it demonstrates nothing about your ability to fill a role.
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Job pages piling up after they close?
Send the domain and roughly how many roles you post a month. You get a straight answer on how much dead inventory is live and what an expiry policy would look like.