SECTOR · JOBS
Every closed vacancy is a page with an expiry date. You have to build on what stays alive.
A specific vacancy lasts as long as the hiring process, but searches by role, industry and city repeat every month. We work so that constant demand doesn't depend on which vacancies you have live today.
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Brands that have trusted Laika
The people who call us publish vacancies that expire and need role-and-city ranking that doesn't expire with them.
The vacancy that ranked best gets closed and disappears
Closing the process takes the page attracting candidates with it, and without a plan for that URL, ranking for that role suffers every time a vacancy is filled.
You compete with the big job portals on your own role searches
Those portals concentrate volume from every company hiring for the same roles as you. Winning on your own domain means carefully choosing which role-and-city combinations you can compete for.
The candidate searches by role, industry, city and work mode all at once
Without pages built for that combination, each relevant search gets split across several vacancies competing with each other instead of adding up.
The volume of active vacancies changes with the hiring season
Months with few vacancies leave role pages empty or irrelevant, and you have to decide what content keeps them alive when there's no vacancy to post.
You manage recruitment for several brands or clients at once
Without a clear architecture between your own brand and client brands, role pages overlap and none of them ever consolidates authority.
The scope
Job-board SEO means separating the role, which is permanent, from the specific vacancy, which isn't. We prepare role and city pages that hold up with or without an active vacancy, using the published listing as temporary reinforcement.
We work on the architecture between permanent role pages and temporary vacancies, and the relationship between your site and the job portals where you also publish.
Which capabilities matter here
In recruitment not every capability carries the same weight. These are the ones that hold visibility together when active vacancies change every week.
High weight
Search enginesThe base: role, industry and city pages that don't depend on an active vacancy to hold their ranking.
Medium weight
AI searchQuestions about salary, requirements or the hiring process for a role, the kind of doubt increasingly resolved before ever applying.
Medium weight
ConsultingDeciding which roles and cities to fight for on your own domain and which to leave to the portals where you also publish.
Social search matters less in the decision to apply for a vacancy, so we don't force it: if it starts moving applications, we'll tell you with data.
The areas of work
Four areas of work built for vacancies that expire: first the role, then the vacancy, then the scale of combinations and finally the employer brand.
Role and industry architecture
Have role and industry pages that build up history and ranking even as specific vacancies change every week.
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- Permanent pages by role, industry and city instead of vacancies that expire on their own
- Role content that answers candidate doubts without depending on the active vacancy
- Relationship between the role page and the specific vacancies that feed it
- Which roles deserve their own page and which get grouped by job family
Vacancy lifecycle
Make sure a closed vacancy doesn't take the ranking it earned with it, and the next one doesn't start from zero.
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- What happens to a closed vacancy's URL: redirect to the role page, archive or replacement with a similar one
- A vacancy template that indexes fast and doesn't rely on descriptions duplicated from other portals
- Trust signals per vacancy: salary, conditions and real process details
- Publishing and closing pace coordinated with actual vacancy turnover
Search combinations at scale
Make sure the real search combinations (role, city, work mode, industry) get their own page without bloating the site with thin content.
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- Which filter combinations deserve indexing and which stay as a non-indexed parameter
- Differentiated content per combination to avoid near-identical pages competing with each other
- Internal linking between role, city and work mode to spread strength where people search
- Periodic review of which combinations have stopped having search volume
Employer brand and multi-client
Make the employer brand build its own authority without pages for each client or brand overlapping each other.
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- Company and culture pages that act as permanent context for active vacancies
- Clear hierarchy between your own brand and client brands when recruiting for third parties
- Content about the hiring process and conditions as a trust reinforcement
- Coordination between the company page and the role pages that depend on it
Who does it?
The project is run by a senior profile with experience in portals and companies with high vacancy turnover. MJ leads the strategy and the specialist team works architecture, role content and employer brand.
Why Laika?
We know the tension of a sector where the vacancy expires but the search for the role around it doesn't.
Optimising today's open vacancy isn't enough here. You have to build something that holds up once it's closed.
You always talk to whoever decides
There's no management layer between you and the judgement. MJ leads the strategy and the specialist team executes.
If we're not the right fit, we say so
Even if that means there's no project for us, we'd rather say so before signing.
We separate the role, which lasts, from the vacancy, which doesn't
Every decision distinguishes between the role page, which has to last, and the active vacancy, which doesn't.
We know which searches you aren't going to win against a job portal
Against the volume of the big job portals some battles aren't worth it. We'd rather say so and focus the effort where there is margin.
Frequently asked questions
What happens to SEO when the best-ranking vacancy closes?
The role page, which is what actually accumulates ranking, stays alive. The vacancy gets redirected or archived as needed, and the next opening for that role inherits that context.
How do we compete with the big job portals?
Not on everything. We look for the searches where your own domain can win: role, employer brand and city. And we keep presence on the portals for the volume that's worth capturing there.
How is SEO managed if we publish for several clients?
We define a clear hierarchy between your brand and each client's, with differentiated role pages so they don't compete with each other for the same search.
How many filter combinations are worth indexing?
The ones with real search volume and enough content to stand apart. The rest are left as a non-indexed parameter, so the site isn't diluted with near-identical pages.
Tell us how your vacancies turn over
With your vacancy volume, your main roles and your cities we can tell you what deserves its own page and what doesn't.
Role visibility shouldn't expire with the vacancy.
Tell us where you are and we'll tell you what to build so it outlasts today's vacancies.
We look at your project before proposing anything. Reply within two working days at most.
Let's talk about your project