Site managers, operations directors, HR business partners
Industrial and Warehouse Staffing
Buyers shortlist on local presence and proven fill rates. Marketing has to prove the operation behind the brand.
Marketing for Staffing Agencies
A fractional CMO for your staffing firm, with the team to deliver. Senior leadership owns the plan, and a lean expert team ships the work across brand, content, LinkedIn, email, web and SEO, filling client pipeline and candidate pools at the same time.
Temporary and contract understood
We market firms filling shifts as well as permanent desks
Led by a fractional CMO
A marketing director sets the plan, not an account manager
Both pipelines at once
Client enquiries and candidate pools filled in parallel
Built to hold your margin
Positioning that stops the conversation starting at rate
Staffing MDs Tell Us
The Pipeline Staffing Agency Owners Actually Want
Most staffing agencies have plenty of activity. The squeeze sits elsewhere. Margin gets eroded, the brand blends in with every competitor, and the sales floor ends up carrying the whole number. The same brief reaches us from MDs and founder owners.
Margin, not just volume.
Roles that pay properly, clients who brief properly, and a brand that earns the higher fee instead of competing on rate.
Inbound that takes pressure off the sales floor.
A steady flow of qualified client enquiries from search, content and outreach, so Monday morning is not another round of cold calls.
A brand worth the client base.
A site, a social presence and outbound that match the placements you actually make. Most firms run the same staffing template, and you should not look like them.
Staffing Verticals We Work In
Six Staffing Markets We Build Campaigns For
Staffing covers very different markets. Each vertical has its own buying committee, its own credibility cues, and pressures that look nothing like the desk next door. The marketing has to reflect that, and the strategy behind it sets the channel mix for each one.
Workforce leads, ward managers, locum and clinical operations
Healthcare Staffing
Compliance, framework presence and candidate quality decide the relationship. Content has to carry clinical credibility.
Engineering managers, heads of delivery, talent acquisition
Technology and Contractor Staffing
Speed of submission wins, and so does the calibre of your vetted contractors. Marketing has to show the technical depth behind the desk.
Finance directors, FP&A leads, group financial controllers
Finance and Accounting Staffing
Discretion, network calibre and screening quality carry the relationship. Buyers want considered content over noisy outbound.
Head teachers, school business managers, multi-academy trust HR
Education and Supply Teaching
Safeguarding and framework compliance come first, then candidate pool depth. Marketing has to land on credibility and local coverage.
General managers, operations directors, event production leads
Hospitality and Events Staffing
Speed of mobilisation and shift reliability win the account. The brand has to feel as polished as the venues you staff.
The Staffing Programme
What We Run for Staffing Agencies
- Recruitment SEORank for the staffing searches that convert
Staffing agency SEO targeting commercial searches like temporary staffing, contract staffing and sector-specific terms. Ranked, conversion-led service pages, so traffic turns into client enquiries.
- Content MarketingSector authority that lifts the margin
Editorial programmes built around hiring market insight, sector reports, and the questions staffing buyers ask before they shortlist. The work that lets the firm charge a premium instead of chasing the rate down.
- LinkedIn MarketingVisibility with named client buyers
Senior profile management for your MD and divisional leads, weekly content under named voices, and researched outreach into the hiring managers and operations leaders who sign the staffing contract.
- Email MarketingOutreach and nurture across both sides
Client outreach calibrated by sector, plus candidate nurture flows for the contractor and shift-worker pools that keep the desk filling. Deliverability owned end to end.
- PPC AdvertisingLead generation and candidate sourcing
Google, LinkedIn and Meta campaigns built around your staffing verticals, optimised on client enquiries and candidate applications. Useful for launching a new branch or service line.
- Brand TransformationA brand the calibre of the desks
Positioning, identity and a credible visual system for staffing firms that have outgrown the look every competitor uses. The first impression that earns the framework conversation.
- Social Media MarketingFill both sides of the desk
Multi-channel social that works for clients and candidates: authority content for the hiring managers who sign the contract, and employer-brand content that attracts the contractor and shift-worker pools the boards never surface.
What Changes
Three Shifts You Should Expect
Vague growth promises are easy to make and impossible to bank. Once the strategy and the foundations are in place, the change shows up in three places the MD and the sales floor both feel.
- Margin
Before
The brand looks like every other staffing site, and clients negotiate on rate every time.
After
A sharper brand and real sector authority let the firm hold the higher fee on its specialist desks.
- Inbound
Before
Service pages bring no enquiries, and the sales floor carries the entire pipeline.
After
Qualified client enquiries land through search and content, taking the weight off cold calling.
- Talent Supply
Before
Candidate sourcing leans on paid job-board credits and the same shrinking database.
After
Researched outreach, paid social and an employer brand fill the candidate pool faster, and for less.
Proof in Staffing
Staffing Firms We Run the Marketing For
Volume desks need both sides of the market working at once, so the programme has to feed clients and candidates together.
Data Centre and Energy Infrastructure recruitment
The marketing function for a global data centre recruiter, owned end to end
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.
- 1 weekFrom launch to first inbound lead, after a long quiet stretch on the old site
- Inbound, not duplicationThe site now generates enquiries, and consultants stay on their mandates while the jobs feed updates itself
IT and Technology Recruitment
Senior marketing leadership for a London IT recruitment firm placing across multiple markets
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.
- Months 1 to 3A full technical rebuild and an SEO foundation across the whole site, taking it from no clear search presence to a crawlable, optimised base
- Per-market pages liveA dedicated, locally written page for each market SmartChoice operates in, in place of one generic London-centric site
Recruitment
Standing up a new recruitment brand, and the marketing function behind it
We led the launch and ran the marketing from a standing start. Brand, an email programme and an original salary guide turned 83DATA from an idea into retained client accounts, and a partnership that ran for years.
- Retained accountsWon from a standing start and held for years
- 2020 launchOne brand built, then years running the function behind it
What Clients Say
Trusted by Recruitment Founders
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.”
Staffing Marketing FAQ
What Staffing MDs Ask Us
Have more questions? Book a free discovery call
Book a Discovery Call
Or, email us at Email us
Staffing firms sell to two markets at once, clients and candidates, and the brand has to land with both. We run client outreach and SEO alongside employer brand and candidate sourcing, with a fractional CMO holding the plan together, so the desk fills roles and wins new clients at the same time.
Both. The model fits high volume agencies in industrial, healthcare and hospitality where the engine is reliable supply and consistent client coverage, and specialist staffing firms in tech, finance or education where margin depends on calibre of candidate and depth of network. The campaigns flex to the commercial model.
We are a fractional CMO with the team to deliver. You get senior marketing leadership that owns the strategy, and a lean expert team that ships the work across brand, content, LinkedIn, email, web and SEO. Most firms sell you one channel, or a stack of freelancers to coordinate. We run the whole marketing function as one, the way an in-house department would, built around how staffing and recruitment firms win.
It flexes to your set-up. Where you have an in-house marketer, we work in collaboration with them, giving them direction and senior people to work alongside so they get more done. Where you have nobody in the seat, our team is the function. Either way we own the strategy and the results, and you keep your people.
Engagements open at £3,600 a month. Most staffing firms land around £4,800 for the fractional CMO plus the team running the core function, and an Embedded option at £10,000 suits larger firms that want a full department. All on 30-day rolling terms, with no long lock-in.
Outreach replies and LinkedIn engagement land inside the first month. SEO and ranked service or sector pages compound from month three onwards. Candidate flow from paid campaigns is usually live in weeks but optimises over the first quarter as the conversion data builds.
From The Journal
Specialist Articles for Smarter Marketing Decisions
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Email Marketing5 min readEmail Marketing for Recruitment Agencies
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Get in Touch
Contact Limivex Marketing Leadership Consultants
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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- EmailEmail us
- Phone0161 413 8342
- Prefer to talk?Book a 30 minute call
- OfficeSwan Buildings, 20 Swan Street, Manchester M4 5JW
- Response timeWithin 24 hours
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Keep Exploring
Where to Go Next
Services & Solutions
- Fractional CMOSenior marketing leadership
- Brand TransformationPositioning, identity and guidelines
- Lead GenerationClient briefs, not cold lists
- Content MarketingEditorial that earns the read
- LinkedIn MarketingAuthority where your buyers are
- Email MarketingCold sequences and nurture flows
- Website DesignSites that win clients and rank
- SEORank for the searches clients run
- PPC AdvertisingPaid campaigns tied to pipeline
- Social Media MarketingWin clients, attract candidates
- Digital Marketing OutsourcingOne team instead of a department
- B2B SEO AgencyB2B SEO, proven in the toughest recruitment SERPs
Industries
Selected Work
- Adastrum ConsultingContent and LinkedIn for an executive search firm
- Nicholas AlexanderWeb, content and LinkedIn for a retail search firm
- Meyrick ConsultingExecutive search, VC and PE outreach
- Quay GroupMembers portal, content and a website redesign
- SmartChoice InternationalSEO and content programme for an IT recruiter
- Clear RecruitmentData centre recruiter, bespoke build and content
- 83DATALaunching a new data recruitment brand
- QICOGlobal IT brand rebuild, 2,600% organic lift