Most staffing agency websites are a homepage, an “about us,” a job board and a contact form. They look fine. They do not rank, because Google has nothing to rank. A homepage cannot be the best answer to “staffing agency near me,” “warehouse staffing [city],” “how much does a temp agency charge” and “temp-to-hire” all at once.
You do not need forty pages. You need six, built right, written for the person who signs the agreement.
1. Homepage: two doors, then employers only
Your name, your area, your phone number, and two big buttons: “I need to hire” and “I need a job.” Below that, everything talks to the employer. One sentence on why you are the safe choice (local, fast, specialists in a few industries). Three or four buttons to the pages below. A few client reviews. The clients vs. candidates guide explains why the two doors matter.
2. One page per industry you staff
Warehouse and light industrial. Office and clerical. Healthcare. Hospitality. Skilled trades. Each one on its own address, written for the manager in that industry, with the roles you fill, how fast, and a client review from that industry. These are the pages that win accounts. See the specialty pages guide.
3. How it works and what it costs
The page almost nobody builds. How temp, temp-to-hire and direct hire differ, in plain words. How your fees work, in general terms. What happens from the first call to the first shift. See the fee searches guide.
4. One page per city you serve
Not one “locations” list. A real page for each city where you place workers, with the industries that are big there, the employers you have worked with (with permission), and a review from a client there. Built the same careful way as any service-area page: real details, not a copied template.
5. A candidate section that stays clean
A short “find a job” page, a two-minute apply form, and a jobs area with a rule: every listing comes down the day it fills. Dead job pages drag down the whole site. The expired listings guide explains why and what to do instead.
6. Proof: real placements and real clients
One page of short case stories. “A Lakeland distribution center needed twelve pickers for peak season. We had them on site in four days.” Three or four of these, with the client's permission, do more selling than any “why choose us” list.
What to leave off
- A blog about “workplace trends.” One good industry page beats ten thin posts.
- Stock photos of handshakes and conference rooms. Employers can tell.
- A single “services” page that lists every industry in one paragraph. That is what page 2 replaces.
- Hundreds of expired job listings nobody cleaned up.
The one rule for all six
Every page loads fast on a phone and has a tap-to-call button on the first screen. A manager with an open shift is on the floor, on a phone. If they have to hunt for your number, they call the next agency.
What goes at the top of every employer page
The first screen on a phone is the one that matters. Before anyone scrolls, they should see the industry and the city in the heading, one line on how fast you fill, a tap-to-call button, and one real photo. Everything else goes below. If a manager has to scroll to find out whether you staff warehouses in their city, you have lost some of them.
How long each page should be
Long enough to answer the question and no longer. Industry pages run a few hundred words plus a client story. The fees page runs longer, because that reader has more questions. City pages are shorter. Do not pad a page to hit a word count. Google can tell the difference between a page that answers and a page that circles.
Check them on your own phone
Once a month, open each page on your phone on cell data. Does it load fast? Is the number a button? Does the apply form work? Fix whatever fails. It takes ten minutes and it is the most skipped step in staffing SEO.
Want this done for you?
These six pages are the skeleton of my own staffing site in Tampa Bay and of every agency I work with. If you want to know which ones you are missing, the audit is free.