Marketing for
staffing agencies

Two markets at once

Marketing for staffing agencies is unusual: you sell to employers and recruit candidates, and both sides need different messages, pages and budgets. A single website with "Employers" and "Job seekers" buttons is a start, but each side needs its own path from first click to a recruiter's call. In my experience the candidate side gets most of the attention because open orders are urgent, while the client side stays dependent on one or two salespeople.

I plan both from the start: a candidate funnel built for phones and speed, and a client funnel built for trust and recurring business.

Candidates apply from a phone

Most hourly and light industrial candidates search for work on a phone, often during a break. They type "warehouse jobs near me", "forklift jobs hiring now" or "CNA jobs weekly pay". Google's job search results pull listings from pages with JobPosting structured data, so each open role should be its own indexable page with pay range, shift, location and a short apply form. Several states and cities now require pay ranges in job postings; your counsel can confirm where that applies to you.

The apply form should take three minutes. Ask for name, phone, role and availability, and make the resume optional. Then reply instantly by text with a link to book a call, if the candidate consented. A CRM integration with a chatbot can screen basic requirements around the clock and pass qualified people straight to a recruiter.

Recruiting ads within the rules

Employment ads are restricted. On Meta they fall under a Special Ad Category: no targeting by age, gender or zip code, and limited interest targeting. Google applies similar limits to employment ads in the US. Good campaigns still work, because the job itself carries the message: pay, schedule, location, start date. I explain the details in Meta Special Ad Categories. Ads must also avoid discriminatory language, and your EEO statement belongs on every job page.

Winning employer accounts

Employers search differently: "temp staffing agency Dallas", "light industrial staffing", "healthcare staffing company". Pages for each industry you serve, a short "request workers" form and a few honest numbers about how fast you fill roles (only if you track them) bring those leads. Google Ads search campaigns on employer terms usually cost more per click than candidate terms, but one new account can be worth many placements. Follow-up through email needs CAN-SPAM basics.

Seasonality in staffing

Warehouse and logistics hiring peaks from late summer into the holidays. Agricultural and construction work rises in spring. Tax season brings temporary office roles. Healthcare is year-round with flu-season spikes. I schedule recruiting budgets around your order patterns and pause campaigns when roles are filled.

I work remotely with agencies across the US, for example in Dallas, Indianapolis or Newark. For agencies placing Polish, Russian- or Ukrainian-speaking workers, I can write in those languages; Spanish copy comes from your own team. Calls happen on Zoom in your morning.