Informational article
How to write a recruitment brief without a wish list
In preparation
Link Building for HR
We build two distinct paths: the candidate's decision to apply, and the employer's decision to open a search. Every piece of content cites the source of the terms, the criteria, and the page where the next step can be taken.
85
career & education portals
8
business publications
12 mo.
indexation monitoring
Career & Employment
Employment portal
RoleTermsProcess
Publication topic
How to read a job description's responsibilities section
Expert articlecompany.com/careers/role
Portal database
How do we select portals for an HR campaign?
We do not choose portals by metric alone. The first question is whether the link should reach a candidate evaluating a role or an employer looking for a service. Career portals and business publications serve those needs differently.
85
education & jobs sites
8
economics sites
2
audience paths
12 mo.
indexation monitoring
Portal selection criteria
- 01
Process stage and audience
We separate candidates, employers, and suppliers, and distinguish between role exploration, application, screening, offer, hire, and onboarding.
- 02
Role and criteria
Title, level, tasks, requirements, and evaluation method form a coherent role card and are not built around a stereotype of the ideal candidate.
- 03
Terms and currency
Compensation, work model, location, contract type, vacancy status, and closing date all have a source, an owner, and a review date.
- 04
Data and accountability
Form, ATS, agency, and automation each have a defined purpose, legal basis, data scope, access rights, retention period, human review role, and contact channel.
- 05
Portal profile and market
After content qualification, we assess the portal's professional specialization, audience, language, geography, traffic, and publication quality.
We never select portals based on a single metric alone.
Collaboration paths
Are you building visibility for candidates, employers, or both?
Candidate content leads to an active vacancy or careers page. B2B content leads to a clearly described service, process, and accountability structure. Employer branding can support both paths but does not replace facts.
Path 01
Role, terms, and the decision to apply
- Who it's for
- Candidates comparing roles, locations, and employers, along with talent acquisition teams maintaining careers pages, job postings, and process communications.
- What you gain
- What the role is accountable for, what it does in the first months, which requirements are mandatory, reporting lines, work model, location, contract type, compensation, process stages, timelines, and how candidate data is used.
- Link destination
- An active job posting or a permanent role-family page linked to the current vacancy list, including scope, criteria, terms, compensation at the appropriate stage, process steps, and the application form.
- Materials
- Role card, business outcome, tasks, must-haves and learnables, level, team, reporting manager, work model, location, contract type, compensation components, process stages, communication SLA, application form, and data policy.
- Editorial boundary
- Content does not label a posting as active without a confirmed status, and does not cite compensation from a different role. The title and language are neutral, requirements are tied to real tasks, and any hybrid claim specifies the number of days on-site, the location, and the applicable policy.
Sample topics
- How to read a job description's responsibilities and scope section
- What a salary range means — and which components it actually covers
- How to prepare for the recruitment stages an employer has outlined
Path 02
Brief, recruitment service, and the employer's decision
- Who it's for
- Hiring managers, HR leads, or procurement teams selecting a staffing agency, RPO provider, temp staffing firm, HR tool, or internal process for sourcing and assessing candidates.
- What you gain
- What business need justifies the search, who approves the role card, what the criteria and evidence look like, who contacts candidates, how data and decisions are shared, what a recommendation means, when the fee is triggered, and how to measure the process.
- Link destination
- A specific HR service page listing the roles covered, scope, billing model, client and supplier responsibilities, compliance status where required, data flow, report definitions, and a contact point.
- Materials
- Service scope, specializations, registration and business type, contract, process stages, RACI matrix, shortlist criteria, KPI definitions, fee model, replacement guarantee, systems used, data retention, and approved case studies.
- Editorial boundary
- Content does not guarantee placements or time-to-fill without defining the start point, a complete brief, and client-side dependencies. It does not call a submitted CV a verified candidate without specifying the assessment scope, and does not imply regulatory compliance without verification.
Sample topics
- How to write a recruitment brief without turning it into a wish list
- What 'presented', 'assessed', and 'recommended' mean when a recruiter sends a candidate
- How to split data responsibility between a company and its staffing agency
Packages
How many links do you need?
Scale follows the number of role families, agency specializations, and live destination pages. We do not produce articles without an active page for the link to resolve to.
Single Role Family
10publications
First series for a specific candidate specialization or recruitment service.
- Role and terms card
- One process page
- Report and indexation monitoring
Lower unit cost
Pricing after portal selection
Candidate & Employer
20publications
Two separate paths: the decision to apply, and the preparation and purchase of recruitment.
- Separate queries and destination pages
- Career portals and business publications
- Terms, data, and role control
Lower unit cost
Pricing after portal selection
Role & Service Portfolio
30publications
Plan for multiple role families, specializations, locations, or HR service models.
- Role and process matrix
- Candidate and B2B content
- Local duplication control
Lower unit cost
Pricing after portal selection
How it works
How we work together
- 1
Send your brief
Tell us about the site, niche, target market and campaign goal. We'll use that to scope the work.
- 2
Site selection & pricing
We match sites to your topic, audience and budget, then send a proposal for your approval.
- 3
Content & approval
You can supply a ready article or ask us to write one — either way you sign it off before we publish.
- 4
Publication & monitoring
Once approved, we publish and start monitoring indexation.
What's included
What you receive after each publication
Before drafting, we organize roles, terms, criteria, and data handling. After publication, we deliver a report and monitor indexation.
Audience map and destination pages
We map candidates, employers, and agencies alongside roles, services, and live application destinations. Every publication links to a page that extends the answer.Role and terms card
We document the objective, tasks, criteria, seniority level, team, work model, location, contract type, compensation components, process stages, and data owners.Process and compliance card
We verify language neutrality, compensation currency, regulatory compliance, data administrator roles, form scope, and candidate data retention.Content, approval, and indexation monitoring
We prepare the content and submit it for approval. After publication, we monitor indexation for 12 months — if a link drops or fails to index during that period, we migrate it to a comparable portal.
See if we're the right fit
Send a brief for one client — we'll come back with a portal proposal, role breakdown, and a rough timeline.
Important for this industry
What we do not produce without an active posting, role card, and destination page
- We do not repurpose job ads into articles without sourcing the recruitment status and closing date.
- We do not quote compensation without specifying contract type, pay period, and confirmation for the specific role.
- We do not use language that implies a preferred gender, age, or family situation instead of job-relevant criteria.
- We do not promise placements, a specific time-to-fill, or a number of applications without defining the methodology and client-side dependencies.
Jak pracujemy
Candidates and employers search different platforms — how does that shape your campaign?
A job title is a set of decisions, not just a label
Two project manager roles can differ in product scope, team structure, budget ownership, degree of autonomy, work arrangement, and success criteria. Before drafting any content, we build a role card that maps each requirement to a real task and identifies what must be present on day one versus what can be learned on the job.
Compensation: new requirements from 2025
From 24 December 2025, employers must share an initial salary or salary range — based on objective, neutral criteria — early enough for informed negotiation. Our content never guesses pay figures and never conflates base pay, bonuses, allowances, and benefits.
A career guide is not an active job posting
A career guide can remain relevant long after a vacancy closes, but it cannot impersonate an active posting. The role page or ATS owns the recruitment status, location, contract type, compensation, and process stages. The article explains the role and fit criteria, then links to the current vacancy list.
Employer branding requires evidence, not adjectives
Flexibility, growth, and great culture are not comparable claims without policies, examples, and sources. A useful publication describes the work model, decision-making scope, onboarding process, or survey data with sample size and date — without promising an identical experience to everyone.
EmployersStaffing agenciesJob boardsHR technology
FAQ
Frequently Asked Questions
Answers on role cards, compensation disclosure, neutral job ads, candidate data, staffing agency compliance, automation, employer branding, and where HR ends and education begins.
Employers, staffing agencies, job boards, RPO providers, temporary staffing firms, and HR technology companies. We build candidate communications and B2B content as separate, distinct paths.
A role card, business outcome, tasks, requirements, evaluation criteria, seniority level, team structure, reporting manager, work model, location, contract type, compensation components, process stages, vacancy status, application form, and data policy.
Employment law requires employers to share an initial salary or salary range — based on objective criteria — with enough lead time for informed negotiation. This can appear in the posting, before the interview, or in defined circumstances before a formal offer. Our content reflects the client's actual process.
We specify contract type, gross or net, pay period, base pay, variable components, the criteria that determine where a candidate lands in the range, and the source for the specific role. Benefits are never silently folded into the base figure.
A long-form guide describes a role family and links to the live vacancy list. The specific posting's status, compensation, location, and closing dates belong on the ATS or a maintained job ad page.
We verify that agencies hold the required operating registration for the type of service they provide. We do not imply regulatory compliance or cite registration details without first confirming the current status.
We identify the data controller or the role of each party, the purpose, the data scope, the legal basis, recipients, retention period, and the contact point. The application form should not collect information that is not needed to evaluate the specific role.
Yes — provided the metric has a definition, a time period, a cohort, a denominator, exclusions, and the client's role in the outcome. The number of CVs submitted is not automatically the number of verified candidates, and neither is a synonym for hires.
HR covers the role, the employer, recruitment, employment, and agency services. Education covers programmes, learning, assessment, and qualifications. A course is not a promise of employment.
No. Specific roles, transparent terms, and a clear process can make it easier for a reader to decide — but they do not guarantee application volume, hires, search rankings, or inclusion in AI-generated answers.
Last updated: July 2026
Next step
Have your roles and process documented in more detail than a typical job ad?
Send us your role cards, compensation terms, process stages, evaluation criteria, service scope, and destination pages. We will map topics for candidates and employers without empty promises.
85career & education portals
8business publications
12 mo.indexation monitoring
See also