SEO Case Study: Specialist Recruitment Agency in Dubai

What was the challenge?

A finance and technology recruiter had hundreds of expired job pages returning soft errors, no job schema and an employer section that was a single form. Candidate traffic came in fits and starts, while the employer enquiries that actually paid the bills still came almost entirely through phone calls and LinkedIn.

What was the strategy?

1. 01

   Clean up job pages so Google can trust and display them

2. 02

   Build salary and hiring content for both audiences

3. 03

   Create a proper route for employers looking for a recruiter

What exactly was done?

3 moves, each with what was done and why it mattered.

1. 01Technical SEO

   Fixed job posting markup and expiry

   Added valid JobPosting schema, set expired jobs to remove themselves correctly and redirected dead job categories to live ones.

   Why it mattered: Jobs only appear in Google's job experience with accurate, current markup. Removing stale listings also protected trust in the whole section.

2. 02Content

   Published UAE salary guides

   Used the agency's own placement data to publish salary guides by role and sector, updated each year and reviewed by consultants.

   Why it mattered: Salary is the most searched question on both sides of hiring. Original data earned links from media and business sites.

3. 03Employers

   Built hiring manager pages

   Wrote sector pages explaining search process, fees, Emiratisation support and time to hire, with named consultants.

   Why it mattered: Employers pay the fees. A separate route meant organic traffic finally produced client enquiries rather than only CVs.

What do I stand for?

• Candidates build reach, employers pay

  Plan for both, but report employer enquiries separately.

• Use your own data

  Real placement data gives a page something job boards cannot copy.