Posts by Emily Blattel
How to Turn Job Orders and Placements into Marketing Content
Most recruiting firms think content marketing means starting from scratch. New ideas. New topics. New time commitments they don’t have. That’s not the reality. You’re already producing content every day. You just aren’t using it that way. Every job order, every placement, every client conversation—those are all raw materials for marketing. The firms that turn those into content are the ones that…
Read MoreHow Recruiting Thought Leadership Drives Business Growth
Every recruiting firm claims deep expertise and strong relationships. Thought leadership is how you prove it before a prospect ever picks up the phone. This guide walks through what recruiting thought leadership actually means, why it drives business growth, and the specific tactics that turn your expertise into a competitive advantage. What is Recruiting Thought Leadership? Recruiting…
Read More12 Essential Recruiter Website Features for 2026
Your recruiting website works while you sleep, or it doesn’t work at all. The difference comes down to whether your site has the right features to attract hiring managers, engage candidates and convert visitors into real business. This guide breaks down 12 features that separate high-performing recruiting websites from digital brochures, from job search functionality and ATS integration to SEO landing…
Read MoreSEO for AI search: What recruiters need to know (and why the basics still matter)
It feels like everyone is talking about “SEO for AI” lately, especially in recruiting. You might have heard clients ask, “How do I get my firm’s website to show up in ChatGPT or Google’s new AI Overviews?” You may have seen vendors promising “AI-ready” content or new tricks for getting noticed. But here’s what Google itself says: You don’t need to chase…
Read MoreWhy strong recruiter profiles matter (and how to make yours hard for scammers to copy)
Fake recruiters are becoming a real problem. Fast Company recently covered a wave of scams where impostors pretend to represent well-known employers. They reach out with “urgent hiring needs,” skip interviews, and try to collect personal or financial information—often using names or logos that look believable. This hurts job seekers, but it also affects real recruiting firms. When people hear about fake recruiters,…
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