A focused practice rather than a broad agency. We work where our team has built mandates, brands and pipeline before, so the strategy starts informed and the work lands faster.
Trusted by Recruitment Agencies Across the UK
Industries We Work In
Marketing for contingency desks and specialist recruitment consultancies. Brand, content, SEO, LinkedIn and outreach tuned to how recruitment buyers shortlist, so prospects come ready to talk.
Authority programmes for retained search practices placing into PE portfolios, FTSE boards and family offices. Brand, content and partner led marketing built for boardroom buyers.
Marketing for recruitment process outsourcing and talent solutions firms. Brand, content, SEO and account based outreach that reaches the whole buying committee, from head of talent to procurement.
Marketing for temporary, contract and specialist staffing firms across industrial, healthcare, tech, finance, education and hospitality. Client pipeline and candidate pools filled in parallel.
Marketing for headhunters and direct approach search firms placing senior commercial, technology and finance leadership for founder businesses, scale ups and mid market companies.
Our Process, Explained
1
A focused onboarding where we get under the skin of your firm, your market and the clients you want to win.
2
We build a clear plan covering brand, content, SEO and outreach, all aligned to how your buyers actually make decisions.
3
Your dedicated team produces and promotes the content, campaigns and assets that bring the strategy to life.
Industries FAQ
Or, email us at Email us
By how you are paid and how the mandate is won, not by what you call yourself. Contingency and specialist agencies placing on success fees sit under recruitment firms. Retained practices placing board and C suite roles sit under executive search. Partner led firms running direct approach into a named shortlist sit under headhunters. Firms placing temporary and contract volume sit under staffing agencies. Firms delivering a client's hiring function under contract sit under RPO providers. Several firms span two, and the marketing plan is built around the desk you want to grow.
Because the buyer and the sales cycle differ. An RPO sale runs through procurement and a buying committee over months, so it needs proof assets and process credibility. A headhunter's mandate is won on the individual partner's standing, so the marketing has to build the partner rather than the brand. A staffing agency needs client pipeline and candidate pools filling at the same time. The channels look similar on paper and the content behind them is not interchangeable.
To clients. Limivex markets recruitment businesses to the companies that hire them, winning briefs, mandates and retained relationships. Candidate attraction is built where it serves that goal, such as a jobs feed, an employer brand programme or a talent pool you keep warm. We do not source or place candidates, and we are not a recruiter.
A fractional CMO who owns the strategy, the reporting and the board conversation, and a specialist team that ships the work across brand, website, SEO, content, LinkedIn, email and paid. It is one marketing function rather than a single channel or a stack of freelancers to coordinate. What changes between industries is the positioning, the buyer research and the channel weighting, not the shape of the engagement.
Search and content foundations move impressions inside the first 30 to 60 days, commercial positions build from month three, and compounding organic enquiries from month six. Outreach and LinkedIn work faster, often producing conversations in the first six to eight weeks, because they do not wait on an index. Anyone promising inbound mandates in weeks from search alone is describing a keyword nobody uses.
Not in a way that puts two clients in competition. We will not run marketing for two firms chasing the same mandates in the same market, and we say so before the first proposal. Where two clients are in the same broad sector but different geographies or seniority bands, we take both and tell each that we have.
From The Journal
What a fractional CMO costs in the UK: day rates of £700 to £1,500, monthly fees of £3,000 to £12,000, what moves the price, and our own published ladder.
A practical guide to building a recruitment website in the UK: what to budget, what to build, why AI generated sites all look the same, and what a marketing agency adds that a template cannot.
How to win recruitment clients in a shrinking market: building a target list, what to say when you reach a hiring manager, the UK outreach rules nobody mentions, and how to turn a first vacancy into a lasting relationship.
AI tools now answer the question your clients used to type into a search box. Here is how generative engine optimisation works, what the research says moves the needle, and what recruitment firms should do about it.
A practical comparison of outsourced marketing and an in-house marketing team, covering the real cost of each, the skills you get, the risks nobody mentions, and how to work out which one your firm actually needs.
LinkedIn impressions are the most watched and least understood number on the platform. Here is what an impression actually counts, why yours have probably fallen, and what to do about it.
Attracting candidates as an agency is not the same as an employer doing it. Here is what actually works: your niche reputation, your consultants' profiles, job adverts worth answering, a real candidate experience and a talent pool you keep warm.
Email is the least glamorous channel a recruitment agency has, and one of the most profitable. Here is how to make it win briefs and keep candidates warm.
