Limivex runs marketing for recruitment agencies as one joined-up function: recruitment SEO, content, LinkedIn, email and PPC, led by senior marketers who understand how recruitment firms win clients and mandates. We market your recruitment business; we do not place candidates.
Recruitment and search only
Every client we market for hires people for a living
Led by a fractional CMO
A marketing director sets the plan, not an account manager
We market you, not your roles
Client pipeline first, with candidate reach as the by-product
One function, every channel
Search, content, LinkedIn, email and paid planned together
What Owners Want
Most recruitment agencies market in bursts: a push when the desk goes quiet, then nothing once roles pick up. Pipeline ends up resting on referrals and repeat clients. Effective marketing for recruitment agencies is a standing function, not a side project, which is where senior leadership and the time to build trust go missing. Our guide to digital marketing for recruitment agencies covers the full picture; this page is how we run it for you.
Steady client enquiries you can plan around, instead of one strong month followed by silence.
Clients who value specialist recruitment, brief properly and commit to retained or exclusive terms.
A recruitment website, LinkedIn presence and content the whole desk can put in front of clients and candidates.
Services for Recruitment Agencies
Conversion-led recruitment website design with ATS and CRM integration, a ranked job board and technical SEO built in, so the site works as hard for hiring clients as it does for the candidates you want to place.
SEO for recruitment agencies that ranks your firm for the commercial terms hiring clients and candidates search, with technical SEO, ranked service pages and content that out-ranks the job boards.
A content marketing programme built around your sector: hiring-market insight, salary and skills guides and case studies that show clients you understand their market before the first call.
LinkedIn marketing for your consultants and directors: profile positioning, regular posts, newsletters and researched outreach that starts conversations with the people who sign off recruitment briefs.
B2B email marketing with deliverability managed end to end, lists built around your sector, and copy that reads like a person wrote it. The kind that earns a reply, never another check-in template.
Google and LinkedIn PPC paired with focused landing pages and measured on meetings booked. Useful for launching a new specialism or filling the pipeline quickly.
Positioning, messaging and a professional brand and website for recruitment firms whose delivery is stronger than the impression their current site gives. A first click that earns the second.
Social media marketing across LinkedIn, Instagram and TikTok: consultant-led content that wins client trust, employer-brand content that attracts candidates, and community management that turns reach into relationships.
Made for Recruitment Agencies
Alongside the core services, recruitment firms get two marketing assets we have developed specifically for this sector: a long-form cornerstone content piece and a co-branded candidate prospectus.
Hiring-market analysis, salary insight and specialist recruitment guides, researched and written by senior editors. Each piece answers the questions clients and candidates ask before they choose an agency, then works across recruitment SEO, LinkedIn and email.
Tailored prospectus documents that present a role clearly while keeping your recruitment firm visible as the trusted partner behind the process. A polished asset for outreach, shortlists and stakeholder reviews.
What Changes
Once the strategy is set and the recruitment agency marketing foundations are in place, the change shows up in ways founders, consultants and delivery all feel. Three are worth naming.
Before
Service pages rank for nothing and new clients arrive only through referrals.
After
Qualified enquiries come through search, on the recruitment terms your clients actually use.
Before
LinkedIn and email outreach reads like a template and gets ignored.
After
Researched outreach earns replies from named hiring managers and feeds your CRM.
Before
Clients shop on fee because nothing on the site sets your firm apart.
After
Content and a credible brand explain your premium before the first conversation.
Proof in Recruitment
Not a portfolio of logos. These are firms where we hold the marketing function, set the plan and ship the work every week.
Data Centre and Energy Infrastructure recruitment
Clear had no senior marketing leader and a website that no longer matched the firm. So we became the function: a fractional CMO owning the plan, with the team shipping a custom website, an automated jobs feed off LinkedIn, a two sided portal, an ongoing SEO and blog programme, and a weekly LinkedIn cadence. The first inbound lead arrived within a week of launch, after a long quiet stretch on the old WordPress site.
UHNW recruitment
An exclusive members portal launched in 2025 opened the partnership. Quay then handed us the marketing function to lead. Today we own the strategy and run the work: an ongoing content programme, a weekly LinkedIn cadence across all four divisions, and a ground-up rebuild of the main Quay Group website, now in build.
IT and Technology Recruitment
SmartChoice had the desks, the delivery hubs and a strong founder story, but no one owning marketing. Limivex came in as the fractional CMO with the team to deliver: we set the plan and ran the work, from a rebuilt SEO foundation and per-market landing pages to a content programme that publishes and distributes for the IT staffing niche.
What Clients Say
26+
Finalised Projects
98%
Client satisfaction rate
18
Brand Transformations
01 / 04
“Limivex now controls our entire sales and marketing activity across Europe and the US, and I'm having calls every week with my ideal clients.”
“Daniel transformed my social media presence and messaging in a short space of time. I only wish I'd met him 10 years ago.”
“Limivex was instrumental in the successful launch of 83DATA. Their creative design capabilities are beyond anything we've used before.”
“Limivex supported us with branding, web design, even a radio ad. Their knowledge of sales and marketing is second to none.”
Recruitment Agency Marketing FAQ
Or, email us at Email us
We market your recruitment agency. Limivex is a marketing agency for recruitment firms, so we build your brand, recruitment website, content and outreach to help you win more clients and mandates. We do not place candidates or recruit marketers, which is a common mix-up with the phrase recruitment marketing.
The recruitment agencies that grow steadily treat marketing as a standing function rather than an occasional campaign. In practice that means a recruitment website that ranks for the terms clients search, content that proves you know your sector, an active LinkedIn presence for your consultants, and email outreach that reaches hiring managers directly. The gain comes from running those channels together, on one plan, instead of in isolation.
A fractional CMO with the team to deliver. You get senior marketing leadership that owns the strategy, plus a lean specialist team that ships the work across brand, content marketing, LinkedIn, email, PPC and recruitment SEO. We run marketing for recruitment agencies as one function, the way an in-house department would, and we know how recruitment firms actually win mandates. Generic B2B theory does not survive contact with a recruitment desk.
It depends on how much of the function you need us to run and how quickly you want to move. Some firms start with recruitment SEO and a website rebuild, others take the full marketing function from day one. We scope the engagement to your goals and set it against the value of the mandates it is built to win, then agree a fixed monthly fee so there are no surprises.
Both. The model fits founder-led recruitment firms that need leverage on top of a busy sales and delivery team, and larger consultancies where marketing has stalled because it sits below the senior leadership line. We tailor the depth of engagement to where you are.
Outreach replies and LinkedIn engagement usually start inside the first month. Search visibility and ranked recruitment service pages compound from month three onwards. Brand and credibility signals, the kind that swing client decisions before a call, build steadily across the first six months.
We lead the strategy and bring senior people to execute it. Where you have in-house marketers, we work alongside them and make them more effective, giving them direction and specialists to draw on. Where marketing currently sits with the founder, our team becomes the function and frees that time back up. Either way, you keep your people and we own the plan and the results.
Yes. We audit what is running, keep the pieces that still earn their place, retire the rest and rebuild the strategy from there. Most marketing programmes we inherit from recruitment firms have good raw material that nobody ever distributed properly.
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.
Get in Touch
Tell us where you are, where you'd like to be, and what's stood in the way. We'll come back within a working day with thinking you can use, whether we end up working together or not.
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