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Recruitment agencies · Search engine optimisation

Rank for the role an HR head is filling, not for recruitment.

Search for a recruitment agency is the HR manager typing a role and a city at the moment a position opens. GullySales builds a page for each role family you genuinely fill, keeps the job board on its own path, and reports client enquiries rather than total traffic.

Tell us what you needor call +91 80958 58589

Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

Realistic editorial illustration of recruitment agencies at work in India

What search engine optimisation means

Search engine optimisation (SEO) is the work of getting your website to appear when a buyer searches Google for what you sell. GullySales builds pages around real search terms, fixes technical issues that block ranking, and tracks which searches actually bring enquiries.

Also for recruitment agencies

Sales and marketing for recruitment agencies, the overview.

Last updated 5 Oct 2026. Rules for this trade differ by state and professional body, and they change. We describe restrictions in general terms, so check the current position with your own council or adviser before you publish anything.

For recruitment agencies

Where it usually goes wrong, and what we would do.

  • “The client search names a role, the candidate search names a job”

    Recruitment agency for warehouse hiring in Bhiwandi and warehouse jobs in Bhiwandi are two different visitors. One page cannot serve both of them.

  • “Traffic figures flatter an agency website”

    Most of the visits are candidates reading the job board. An agency celebrating a traffic rise usually has more applications and no more clients.

  • “A role you have closed outranks a role you offer”

    A page describing the QA lead positions you filled, with the sector and how long each took, carries weight a services list never will.

What we do

What we deliver for recruitment agencies.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A page for each role family you fill

    Separate pages for the two or three specialisms you close repeatedly, naming the levels, the sectors and the kind of company that briefs you.

    Result: An HR head searching that role finds a page about it.

  2. Sector pages built on roles already closed

    Pages for the industries you know, showing the positions filled, the hiring patterns you have seen and the questions those HR teams ask.

    Result: A comparing client can tell what you actually do.

  3. The job board separated from the client site

    Vacancies moved into their own section with their own navigation, so a hiring manager never has to walk through a listings page.

    Result: Client pages stop being buried under vacancies.

  4. Pages for the cities you staff

    A page per city you recruit in, naming the industrial belts, the campuses and the employers whose hiring you understand.

    Result: You appear for the searches HR teams make about their own location.

  5. A clean-up of expired and duplicate job pages

    Old vacancies removed or redirected, duplicate listings merged and thin pages cleared, because a job board left alone fills a site with dead pages.

    Result: The pages that matter stop competing with pages that closed a year ago.

  6. A report splitting client and candidate visits

    Visits, enquiries and mandates reported separately for the client pages and the job board, against the baseline recorded before work began.

    Result: You can see whether search is bringing clients or only applicants.

How the result is measured

  • Ranking positions
  • Organic traffic
  • Enquiries from organic search

Recorded as a baseline before work starts, so every later report has an honest comparison.

Read the full search engine optimisation page

Searches your buyers type

What an HR manager types when a position opens, and the page that answers it.

IT recruitment agency in Bengaluru
A role-family page. List the roles you have filled, such as backend developers and QA leads, how you screen, and what a client sends you to start a search. Show closed searches you can describe.
bulk hiring of factory workers in Pune
A volume page. Say which trades you supply, such as welders, machine operators and helpers, how you verify identity and skills, and how you handle joining, attendance and replacements.
executive search firm for a CFO
A leadership page. Describe the process of a confidential search, how you approach people who are not looking, and what you ask the client to settle first, such as reporting line and pay band.
contract staffing company for a manufacturing plant
A contract staffing page. Explain who is the employer on paper, which statutory compliance you handle, and how a client moves a contract worker to its own payroll.
how to hire a data engineer in Hyderabad
A hiring guide for a manager. List what to put in the brief, which skills to test, and how long a search for this role usually takes you, based on searches you have actually closed.
payroll and third party staffing services
A page separating payroll services from placement. Describe what the client signs, who pays the salary, and which records the client receives for audit.

Who it is for

This is written for these recruitment agencies.

  • IT and technology staffing agencies
  • Blue-collar and industrial workforce agencies
  • Executive search and leadership hiring firms
  • Contract and temporary staffing agencies
  • Sector-specialist recruitment firms
  • Bulk and volume hiring agencies
  • Boutique niche-skill recruitment firms

Not for

It is not the right fit if.

  • You want a guaranteed Google ranking or a guaranteed number of leads. Nobody honest can promise either.
  • You need enquiries by next week and have nobody to answer them.
  • You want posts and reach reported, not enquiries and orders.

How it works

From your first message to the first report.

No open-ended retainer. Every step gives you something in writing.

  1. First

    Your brief

    You tell us what you need in a few short steps: your business, what you want, where enquiries come from and how they are handled.

  2. After the brief

    A conversation and a written scope

    We read it, then talk with whoever handles your enquiries. If you want our help, the scope, the fee and the reporting come in writing, and nothing starts before you have read them.

  3. Before work starts

    Baseline recorded

    Enquiries by source, reply time, conversion and cost per order, written down so every later report has an honest comparison.

  4. After the baseline

    The first fix goes live

    The fix we agreed to start with is put in place and measured against the baseline, whether that is reply time, a follow-up sequence, the page buyers land on or the handover between marketing and sales.

  5. As agreed

    Report against the baseline

    What moved, what did not, and what changes next, in plain words. How often you get it is set in writing before work starts.

  6. At renewal

    Renew on the numbers

    The term ends and you decide whether to continue from the results. The length is agreed in writing before anything starts.

How the search engine optimisation work runs

  1. 1

    Audit and baseline

    We record where the site stands today: positions, traffic, technical faults and the enquiries search currently produces. Nothing starts until this number is written down.

  2. 2

    Decide what to rank for

    We map the searches your buyers use, in your words and theirs, and pick the ones worth the effort for your margin and your capacity.

  3. 3

    Fix the foundations

    Technical faults first, because the cheapest gains are usually there. Then the Business Profile and directory consistency.

  4. 4

    Build the pages

    A page for each thing you do, written to answer the question it is searched for, with a clear next step at the end.

  5. 5

    Publish and earn mentions

    Content goes out on the calendar. Links and mentions are earned from real relationships, not bought.

  6. 6

    Measure, report, adjust

    At the interval agreed at the start we report what moved and what did not, and change the plan when the numbers say so.

Why us

Why owners pick GullySales over an agency.

  • Marketing and sales, as one job

    Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.

  • The person on the first call does the work

    No account managers in between. You are never handed to someone you have not met.

  • A baseline before anything starts

    Your numbers are written down on day one, so every later report compares against something honest.

  • The fee in writing, split three ways

    Our time, your media spend and production on separate lines. You always see what goes to us.

  • No guarantees we cannot keep

    The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.

  • One office, and we say so

    Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.

#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.

Your brief

Tell us what you need, and we will read it before we call.

Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.

Tell us what you needor call +91 80958 58589

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Should our vacancies sit on the same website?
Yes, in their own section. Job pages bring candidates, which is useful, but the client pages have to be reachable without passing through a listings board. Keep them apart and measure them apart.
Which pages should an agency build first?
The role families that pay best and that you can prove. Two or three specialisms written properly beat twenty thin pages listing every function you might attempt.
Can we name the companies we have placed people with?
Only with the client's written agreement. Many clients do not want their hiring public. Where you have no permission, describe the work by sector, role and city, which still shows a hiring manager that you have filled this kind of search.
What should a candidate registration page say about fees?
State who pays your fee. Job seekers search for it, and rules on charging candidates are strict, so check the current law and the job platforms' rules before wording it. Keep candidate registration on its own path, apart from the client pages.
Do we need to advertise for candidates?
Mostly not. A verified database costs nothing in media, and a fast shortlist depends on it. Paid job ads help for one hard-to-fill role type at a time.
A client already has three agencies on its panel. Can we still get in?
Yes, usually through one role the others are struggling with. We prepare a short note on the roles of that type you have filled, sent to the HR head with a shortlist offer. Winning one hard role opens the panel more often than any presentation.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on the trade, the channel and what is already in place. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever this work touches, such as your website, your accounts or your enquiry record, and time with the people who handle your enquiries.

From the blog

Further reading for recruitment agencies.

All articles

More for recruitment agencies

Everything else we would do for you.

Closest to this: search and visibility

Also for recruitment agencies

Or start from the overview: sales and marketing for recruitment agencies.

Your next practical step

Tell us what you are trying to grow, and we will read it before we call.

Eight short steps, mostly taps. Skip anything you would rather answer on the call.

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