Recruitment & HR Marketing Agency UK: SEO and GEO for Agencies and HR Consultancies

The UK market has large national agencies, job boards such as Indeed and Reed, and a long tail of specialist recruiters. A specialist wins by being specific about sector, role level and region.

• Two audiences, two journeys. Client-acquisition pages and candidate pages have different intent, so we plan, write and measure them separately.
• Specialism and region. We build around the sectors and regions you cover, from London and the South East to Manchester, Birmingham, Leeds, Glasgow and beyond.
• Search and AI together. HR directors and hiring managers use Google, Bing, ChatGPT and Perplexity to shortlist suppliers. We optimise for all of them.
• Compliance-aware copy. Job adverts must not discriminate under the Equality Act 2010, and agency marketing is subject to ASA and CAP rules. We write accordingly and recommend your own adviser reviews templates.

We are a marketing agency, not an employment-law adviser.

Our work is organised into two services, each with its own page:

1. Recruitment & HR SEO covers technical health, sector, role and regional pages, and employer-focused content.
2. GEO for Recruitment & HR helps AI assistants understand, describe and cite your agency accurately.

We also provide content writing and ads support, and we run the underlying SEO, GEO and AEO and AI Overviews programmes.

We work with permanent and contract recruitment agencies, temp and staffing providers, executive search and headhunting firms, RPO and outsourced HR providers, HR consultancies, payroll bureaux and HR software vendors. A single-office agency and a multi-region group need different plans, and we scope accordingly.

1. Visibility audit. We check how your agency appears in Google, Maps and AI assistants for the searches your clients and candidates use.
2. Content and compliance review. We look at advert templates, landing pages, forms and privacy wording for avoidable risk, including UK GDPR points for candidate data. Your data protection lead or adviser should confirm requirements.
3. Prioritised plan. You get a plan ordered by impact.
4. Delivery and reporting. We deliver the work and report monthly.

Start with the free AI visibility audit for a baseline.

Strong content for UK recruiters answers the questions that employers and candidates actually ask. For employers, that includes how fees and terms of business work, the difference between contingent, retained and RPO models, what to expect from a temporary worker arrangement, and what to ask an agency before signing. For candidates, it includes how to prepare for interviews in your specialism and what to expect from the process with your agency.

We plan these guides as a connected library that links to the relevant service pages and back to this hub. We avoid generic listicles, and we avoid salary benchmarks, placement rates or time-to-hire figures unless you can substantiate them. Where employment rules are mentioned, such as IR35, agency worker regulations or right-to-work checks, we keep the wording general and suggest that your own adviser confirms current requirements.