Brand, SEO, content, LinkedIn, email and PPC for contingency desks and specialist consultancies. One senior team building the marketing your sales floor can actually use.
Trusted by Recruitment Agencies Across the UK
Owners Tell Us
Recruitment firms do not struggle for ambition. They struggle because trust takes time to build, and buyers have endless options. The brief we hear repeats across founder-led firms, contingency desks and specialist consultancies.
Growth that feels predictable.
Not a lucky month followed by silence, and not a burst of activity that burns the team out.
Fewer time wasters, more retained work.
Clients that value specialist knowledge, brief properly, and pay properly for senior delivery.
Marketing the team can actually use.
Content that opens doors, a LinkedIn presence that does not feel awkward, a site that answers buyer questions.
The Recruitment Stack
Recruitment SEO that targets commercial searches, rebuilds thin service pages and earns ranked positions for the terms your hiring buyers actually type.
Editorial programmes built around buyer questions, sector insight and case studies, so prospects respect your expertise before they pick up the phone.
Senior profile management, weekly content under named leaders, newsletter programmes and researched outreach that opens conversations with hiring managers.
Deliverability owned end to end, list building tied to your sector, and copy that sounds like a person wrote it, not another generic check in template.
Google, LinkedIn and Meta campaigns paired with focused landing pages, optimised on meetings booked, not vanity clicks. Useful for testing a new proposition fast.
Positioning, messaging and a credible visual system for firms whose work is sharper than the website that represents it. A first click that earns the second.
Recruitment Only Assets
Beyond the core service mix, recruitment firms get access to two formats we have refined inside the industry, the long form cornerstone piece and the co branded candidate prospectus.
Industry analysis, hiring market insight and specialist recruitment guides researched and written by senior editors. Each piece is built to answer the questions decision makers ask before they shortlist an agency, then put to work across SEO, LinkedIn and email.
Tailored prospectus documents that present the role clearly, reflect the client brand and keep your consultancy visible as the trusted partner behind the process. A polished asset for outreach, shortlists and stakeholder reviews.
What Changes
We will not promise vague growth. Once the foundations are in place, results tend to show up in three practical ways that founders, sales and delivery all feel.
Before
Service pages bring in nothing and prospects only arrive through referrals.
After
Qualified enquiries land through search, with terms your hiring buyers actually use.
Before
LinkedIn messages and emails sound like a template and get ignored.
After
Researched outreach earns replies from named senior buyers and feeds your CRM.
Before
Buyers shop around on price because nothing on the site sets you apart.
After
Cornerstone content and a sharp brand explain the premium before you speak.
Recruitment Marketing FAQ
Or, email us at info@limivex.com
From The Journal
Hire a fractional CMO for professional services: strategy, pipeline and brand without a full-time hire. When to hire, what it costs and what to expect. UK boutique firms.
Managing a marketing team like any other team requires structure, clarity, and communication. Managing one that is largely remote, with a hybrid element for local team members, raises the bar even further.
Working with a marketing agency should make life easier, not add another moving part to manage. But too often, recruitment agencies and search firms only get a fraction of the value available to them.
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.