Recruitment firms · See it as a hiring manager does
The client wanted a recruiter. Your site showed them vacancies.
Your consultants know the market and candidates take their calls. But a hiring manager who asks an assistant for a specialist recruiter lands on a site built for job seekers — a vacancy list, a CV upload, a salary blog — and leaves for a firm that clearly works for employers.
The short versionRecruitment firms lose hiring clients because the website serves two audiences with opposite intent through the same pages and words, so neither search nor assistants can tell who you work for. Separate client and candidate journeys, explain fee terms plainly and answer a new role brief the same day, and most of the gap closes.
Why these three“For fintech finance hires, Niche finance recruiter has a page for employers and explains its fee terms…”
Leak 1Mixed audiencesHiring managers land on vacancies meant for candidates.
Leak 2Fee terms hiddenContingency, retained and rebate terms not explained.
Leak 3Slow brief replyUrgent role brief answered after the client briefed a rival.
Start here
Tick anything that sounds like your week.
Eight things recruitment firm owners commonly describe. Select the ones that apply and we'll show what usually causes them, in the order we'd tackle it. Nothing is submitted.
Tick what applies3 of 8 selected
Why a good recruiter still loses the client
Two audiences. Opposite intent. The same few words.
A candidate types “finance jobs in fintech”. A hiring manager types “finance recruiter for fintech”. Most recruitment sites answer both with a vacancy list, so search and assistants decide the site is for job seekers. The hiring manager — the one who pays — checks two or three firms, looks for evidence they fill this kind of role, reads the fee terms and books a call with whoever looks like they work for employers.
01
The employer search you never match
Who recruits finance staff for fintechs?
1Niche finance recruiterNamed first · cited
2Large generalist agencyNamed · job boards
–Your firmNot namedJob-site signals
Why don't AI assistants recommend our recruitment firm to employers?
Hiring managers ask for a recruiter by role, seniority and sector — “interim finance director recruiter”, “who hires engineers for fintechs”. A site built around vacancies and CV uploads signals the opposite intent, so assistants name a firm with clear employer pages and described placements instead.
02
The fee terms nobody writes down
recruitment agency fees
Your page“Competitive rates — call us.”Tab closed
Answered pageContingency vs retained · how the fee is set · early-leaver termsQuoted by AI
Should a recruitment firm publish its fee terms?
Before a briefing call, a hiring manager wants to know how you charge: contingency or retained, how the fee is worked out, when it's payable and what happens if the hire leaves early. Firms that explain this on a client page get calls from people who have already accepted the terms. “Competitive rates” gets compared on price alone.
03
The role brief that waited a day
We need a finance controller, start ASAP. Can you help?Web form · 7:25 pm
Hi! Happy to help — when is good for a call?Next day · 3:40 pm
Thanks, we've briefed another firm this morning.3:55 pm
Why do recruitment client enquiries go cold?
An open role is a cost to the client every week it stays open, so a hiring manager often briefs whoever answers first. If client enquiries land in the same inbox as applications, or with a consultant in interviews all day, the brief waits — and a rival is already sending CVs.
What we'd do about it
Five moves, in the order that pays.
Fix the leaks first, then grow. Scaling a funnel that loses enquiries just spends more to lose more.
Move
W1W2W3W4W5W6W7W8W9W10W11W12M3+
01Separate the two audiencesClient and candidate journeys split by navigation, pages and language, so search and assistants can tell an employer page from a vacancy. We check what assistants say today.AI Search Optimisation
Weeks 1–3
02Build the employer pagesPages for each role family, seniority and sector you actually fill, with described placements, the named consultant and how a search runs. Clear fee and early-leaver terms.Content Marketing
Weeks 2–7
03Close the client-brief gapClient enquiries routed away from applications to a named owner, a same-day reply with a briefing slot, and a missed-call text-back for hiring managers.Marketing Automation
Weeks 3–6
04Fix the candidate experienceAutomatic acknowledgements, status updates and a polite close when roles are filled, plus clean handling of expired vacancies. Protects the reputation clients also read.Marketing Automation
Weeks 5–9
05Then make consultants the nameConsultant-led social and an employer version of your market data — what it takes to hire each role now — once the client pages are there for people to land on.Social Media Marketing
Month 3 onward
Social presence · where clients check you
Hiring managers follow consultants who explain the market.
Clients don't pick a recruiter from a job ad; they follow the consultant who explains what's moving in their niche. Six things decide whether that post turns into a role brief.
9:41●●● 5G
yourrecruiters
YRYour RecruitersRecruitment
Finance hires for growing firmsFee terms, explained plainly ↓Brief us on a role today ↓
Brief usMessageCall
EmployersFeesMarketTeam
Market note · by LeahWhat it takes to hireFee terms, explainedOffer fell through: whyEmployer salary guideHiring manager Q&AConsultant spotlightRetained vs contingencyIn the client's words
LinkedInConsultants explain their market; clients brief who they follow.Hire
Google Business ProfileReviews from clients and placed candidates, all answered.Check
FacebookCandidates for local and temporary roles.Join
WhatsAppQuick updates for candidates and hiring managers.Ask
InstagramTeam and culture, for attracting candidates.Trust
A week that books, not just posts
Social Media Marketing Included in Zero to Hero (2 platforms) and Own The Answer (4 platforms).
MONMarket noteWhat's moving in one niche this week.
WEDHiring insightWhat it takes to fill one role now.
THUFees explainedRetained, contingency and rebates.
FRIConsultant spotlightWho covers which roles.
DAILYRepliesSame day, with the role brief link.
What we'd watch
Your dashboard, minus the vanity metrics.
Six numbers that show whether the work is turning into new client roles — each pulled from a system you already own. The audit fills in your baseline; every sprint after shows the trend.
Client pipeline · weeklyYour dashboard after the free audit
Employer enquiriesCRM or ATS
Baseline—
Named in assistant answersAI visibility tracking
Baseline—
Time to reply to a clientYour inbox and CRM
Baseline—
Brief to placementATS
Baseline—
Candidate review trendReview platforms
Baseline—
New clients by sourceIntake form or CRM
Baseline—
Your numbers, not ours
What is the slow reply actually costing you?
Three inputs only you know. We don't know your business yet — so nothing here is a benchmark, just your own arithmetic.
Runs in your browser. Nothing is stored or sent.
What you may be losing
$103,920a month in clients who book somewhere else — worked out from your three numbers above.
6 × 4.33 weeks× 1 in 2× $8,000
The fix is separating clients from candidates. Client briefs to a named owner, same-day reply with a briefing slot — weeks 3 to 6 of the plan.
Free with any monthly plan from $499. Domain, hosting and paid tools are bought by you and stay in your name; shops and booking systems are quoted separately. The 48-hour clock starts once your plan is active and the launch checklist is done.
yourfirm.comLIVE
HomeAboutServicesRecruitment firmsContact
Your logo
Book a call
Schemallms.txtGA4Fast on mobile
FREEwith any plan
48h
Questions recruitment firms ask
Straight answers, no sales script.
Straight answers. If yours isn't here, a 30-minute call is the fastest route — no pitch, no deck.
Should client and candidate content live on the same website?
Usually yes, but in clearly separate journeys: different navigation, different pages and different words. The aim is that a hiring manager never has to wade through vacancies, and that search engines and assistants can tell which pages are for which audience.
Should a recruitment firm publish its fees?
You don't need to publish a number, but explain the terms: contingency or retained, how the fee is calculated, when it's due and what happens if a hire leaves early. Clients who understand that before the call tend to negotiate less.
Our candidate traffic is huge. Isn't that a good thing?
It's useful, and it's your pipeline of people. But it can drown out the employer side, both in what your site ranks for and in how assistants describe you. Keep it, and build the client side so it stands on its own.
Can we name clients and placements in case studies?
Only with permission, and candidate details never without consent. Most of the value is in describing the role, seniority, sector, how hard the search was and how it was run. That reads as evidence even without a logo.
Will posting more vacancies on LinkedIn bring in clients?
Rarely on its own. Vacancy posts reach candidates. Hiring managers respond to consultants who explain the market for the roles they hire — what's moving, what offers fall through on. That's a different kind of post.
How long before we see more client briefs?
Reply-time and routing fixes can show within weeks. Employer pages and assistant visibility usually take a few months, depending on how crowded your niche is. We don't guarantee rankings, AI mentions or briefs.
Which social platforms matter most for a recruitment firm?
LinkedIn for clients, with your Google reviews close behind. Hiring managers follow consultants who explain their market, then check reviews from clients and candidates before briefing. Facebook and WhatsApp often matter more for candidates in local or temporary roles. Keep client and candidate posts distinct so each audience sees what it came for.
Do we get a free website for our firm?
Yes. Every monthly plan includes a free 5-page website for your firm — fast, AI-readable and yours to keep. It goes live within 48 hours once your plan is active and the launch checklist is done. Your domain, hosting and any paid tools sit outside the offer and stay in your name; online shops and booking systems are quoted separately. What's included
Free · one business day
Tell us about your firm. Get a plan back.
A strategist reads your brief and replies within one business day with what we'd fix first for your firm, a timeline and the real cost.
Reply in 1 business dayFrom a strategist, not a bot
Ask for a recruiter as a client would. See if you are named.
We'll check what assistants say when employers ask for a recruiter in your niche, review how your site separates clients from candidates and how fast a role brief is answered — then send you what we found.
Social presence · where clients check you
Hiring managers follow consultants who explain the market.
Clients don't pick a recruiter from a job ad; they follow the consultant who explains what's moving in their niche. Six things decide whether that post turns into a role brief.
yourrecruiters
Is your profile ready to sell?
Tap what's already true.
Where your clients look
A week that books, not just posts
Social Media Marketing Included in Zero to Hero (2 platforms) and Own The Answer (4 platforms).