Rank for the employers who need talent and the candidates worth placing — two funnels, one engine.
“IT staffing agency [city]” and “[role] jobs” are different funnels with different economics. The agencies that win build for both deliberately.
“Healthcare recruiters,” “SaaS sales staffing” — vertical pages meet employers already sold on a specialist, at a fraction of the generic competition.
Job posts expire and leave thin dead pages behind. Evergreen role and vertical hubs hold the authority listings alone bleed away.
Hey, I'm Connor. Recruiting SEO is a two-sided architecture — vertical hubs that win employer searches, role content that attracts placeable candidates, and none of the expired-listing rot. I'm a SEMrush-certified SEO consultant with an MBA from SMU's Cox School of Business, based in Tampa and working with agencies nationwide. You work with me directly — no account managers, no contracts.
Full technical rebuild for an IT & cybersecurity MSP — consolidating 222 pages into a focused architecture built to rank for buyer-intent services.
View the Sixwatch case study →Full technical audit to find what's keeping high-value clients from finding your firm.
Target how clients actually search — firm type, project type, and location, like "residential architect [city]."
Fast, crawlable, mobile-clean pages — the plumbing that lets a portfolio actually rank.
Project pages, service pages, and guides written for how clients evaluate architects.
Citations and links from design, construction, and local publications that move rankings.
Evergreen hubs per vertical and role family — the structure that survives every listing's expiration.
I review your technical health, rankings, backlinks, and competitors to find the biggest opportunities — the platform supports the audit; the judgment is mine.
A clear roadmap: keyword targets, project pages to build, technical fixes, and link strategy — in the order that moves revenue first.
Month-to-month execution with plain-English reporting. You always know what was done, what moved, and what's next.
Work directly with me. No contracts — cancel any time. Every engagement starts with the free audit, and I'll recommend the right tier for your firm's authority.
Client-side terms are where revenue lives and where most agencies barely compete — a vertical page per specialty wins retained work.
Role and vertical hubs accumulate authority that individual job posts can't — and every new listing plugs into structure instead of starting from zero.
You won't out-rank the boards for generic job terms — and don't need to. Specialty and employer searches are the winnable, profitable layer.
Yes — especially employer-side: vertical staffing searches carry retained-fee intent and thin competition, while candidate content compounds the database.
Vertical + location staffing terms, role-family hubs, and salary or hiring-guide content both sides actually search.
Inside evergreen hubs with proper expiration handling — so authority accrues to pages that persist, not posts that vanish.
Vertical employer terms often move in 2–4 months; candidate-content flywheels build across quarters.
No. Everything is month-to-month, and every engagement starts with the free audit so you can see the opportunity before spending anything.
I do. You work with me directly — no account managers, no outsourcing. That's the entire model.
Why agency rankings decay between placements.
What Happens If You Stop SEO →Related industries: AgenciesIt CompaniesStartupsManufacturing Companies
Free SEO audit — personally reviewed, emailed the same business day. No obligation, no pitch.
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