Recruitment marketing
Your vacancies in Google, where candidates search.
Candidates search for a job the way customers search for a product: in Google. We make sure your vacancies appear in Google's jobs box, that your careers pages rank on the search terms candidates use and that you see which channels deliver real applications.
Tanguy De Keyzer Founder & digital strategist Last updated: 6 October 2026
Trusted by growing brands
Sound familiar?
Our vacancies are on our site, but they do not appear in Google for Jobs.
Job boards and staffing agencies rank above our own vacancy.
Our careers page is a list of job titles without a story.
Expired vacancies stay in Google for months.
We do not know which channels deliver real applications.
How we help
We turn your vacancies into pages Google understands: with JobPosting schema, the required fields and an expiry date. Around them we build a careers site that ranks on what candidates search for, and measurement that links every application to a source.
Why Customer Impact
Why our approach is different.
Technically right for Google for Jobs
The required fields, a correct location, an expiry date and, where possible, salary and employment type. Tested before launch.
Connected to your ATS
Vacancies often come from an applicant tracking system. We make sure the schema comes along automatically, so you do not manage anything twice.
Pages that convince candidates
Whoever clicks wants to know what it is like to work for you. We write job pages with substance, not just a list.
Measuring through to the application
We measure applications as a conversion, per vacancy and per channel, separate from your marketing leads.
About Customer Impact
The missing piece of your growth puzzle.
Customer Impact is a digital marketing agency founded by Tanguy De Keyzer. For more than 10 years we have been building the growth engine of startups, scale-ups and established companies.
Customer Impact combines SEO, websites and measurement. For recruitment we use the same approach as for customers: getting found where people search, and measuring what really delivers.
What we stand for:
- Efficiency over volume: the right levers, not more noise
- Every euro measurable, from lead to revenue
- Marketing and sales aligned around the same goals
- Strategy and execution, under one roof
What we do
Your vacancies in Google, where candidates search.
Google for Jobs setup
JobPosting schema with the required fields, tested and pulled in automatically from your ATS or CMS.
Careers pages that rank
Job pages and pages per department or region on the search terms candidates use.
Keeping vacancies current
Expiry dates and removing expired vacancies, so candidates never click on a closed job.
Mobile application
A short, fast application on mobile, because that is where most candidates search.
Measurement per application
Applications as a conversion, with the source attached, separate from your marketing leads.
Employer branding on your site
Culture, benefits and colleague stories where candidates read them: on your own site.
Our process
From invisible vacancies to applications from Google in 5 steps.
Audit of your vacancies
We check your job pages, your ATS and the schema, and look for your vacancies in Google's jobs box.
Candidate search terms
We measure which job titles and terms candidates search for, per region.
JobPosting schema
The required and recommended fields, automatically from your ATS or CMS, with an expiry date.
Careers pages
Pages per department, role or region, with content that convinces and internal links to your vacancies.
Measuring and adjusting
Applications per source in GA4 and your ATS, and adjusting where vacancies are not visible.
Always all-in
What we set up for you.
Google for Jobs
- ✓ JobPosting schema with the required fields
- ✓ Expiry date and removal of expired vacancies
- ✓ Location, employment type and salary where possible
- ✓ Submission via sitemap
Careers site
- ✓ Job pages on candidate search terms
- ✓ Pages per department or region
- ✓ Story, culture and benefits
Integration and technical
- ✓ Schema from your ATS or CMS
- ✓ Fast, mobile application forms
- ✓ Indexing checks in Search Console
Measurement
- ✓ Application as a conversion in GA4
- ✓ Source per application
- ✓ Separate from marketing leads
Recruitment marketing: getting found by candidates
Anyone looking for a job types a job title and a region into Google. At the top there is often the Google for Jobs box, with vacancies from employers and job boards. If your own vacancy is not there, the candidate clicks through to a job board or a competitor.
Google pulls those vacancies from pages with JobPosting schema. That schema has required fields, such as the date posted, the description, the hiring organisation, the location and the job title, and Google asks you to expire old vacancies with an expiry date in the past. We set that up and keep it right.
A careers site that ranks
Beyond the jobs box, candidates search on job titles, sectors and regions. A careers page that only shows a list of vacancies rarely ranks for those. We build job pages and pages per department or region with real substance: what you do, who you work with and what you offer. How such a site serves two audiences at once, read in the recruitment agency website, and the difference with employer branding in employer branding.
Measuring what applications deliver
An application is a conversion, but not a marketing lead. We measure applications separately in GA4 and, where possible, in your applicant tracking system, so you see per source what delivers applications. That ties in with our tracking and conversion measurement service.
Who is this for?
For employers with regular open vacancies who want to depend less on job boards, for companies with several locations or regions and for organisations with a strong employer story that is not visible online. We combine recruitment marketing with our SEO service and, where needed, with Google Ads for hard-to-fill roles.
Contact us and within 24 hours you hear whether your vacancies appear in Google for Jobs today.
Related knowledge
Many companies pay job boards for visibility their own vacancy page could get for free. The difference often comes down to a few lines of schema and an expiry date. Whoever gets that right appears with their own vacancy in Google's jobs box.
Tanguy De Keyzer Founder of Customer Impact and digital strategist What clients say about us
No empty promises. This is what clients say about working with Customer Impact.
“I have been working with Customer Impact for a while now and it has been a breath of fresh air from the very start. The team complements itself perfectly, so you always have someone with very extensive knowledge of specific aspects of marketing, ranging from ads to web design and strategy. The hands-on approach means you can always get started right away, and the feedback is always clear and honest. No nonsense, just facts.”
AAxel D.S.
Verified review via Google
“Customer Impact built a strong new website for us and set up a lead generation approach that truly delivers results.”
JJanitor Waterschoot
Verified review via Google
“They do not just execute, they also think along strategically. Real B2B specialists. Recommended!”
JJack Daly
Verified review via Google
“Sharp and fast analysis of the problem, processes and possibilities. No complicated sales talk, fast, and a first setup that works well. A bit more attention to the fine tuning. Pleasant collaboration.”
TTandarts.nl
Verified review via Google
“Smooth communication, proactive thinking and everything neatly followed up.”
CClaire Farrell
Verified review via Google
“Super professional and extremely creative! They managed to adjust and respond to all of our needs numerous times. Highly recommend ❤️”
JJovana Vakic
Verified review via Google
Compare your options
Vacancies in Google: recruitment marketing, job board or yourself?
| Customer Impact | Job board | ATS only | Do it yourself | |
|---|---|---|---|---|
| Own vacancy in Google for Jobs | Yes, with tested schema | Your vacancy sits on their domain | Depends on the system | Depends on knowledge |
| Careers pages that rank | Included | No | Rarely | Variable |
| Measurement per source | Through to the application | In their dashboard | Limited | Variable |
| Dependency | Everything on your own site | Per vacancy or subscription | On the vendor | None |
These are typical traits per type of approach, not statements about specific agencies or platforms.
What to expect
When do you see what?
Week 1
Audit
We check your vacancies, your ATS and your visibility in Google's jobs box.
Week 2 to 3
Schema and technical setup
JobPosting schema, expiry dates and indexing are in order.
Week 3 to 6
Careers pages
Job pages and pages per department or region, on candidate search terms.
Month 2
Measurement
Applications per source in GA4 and your ATS.
After that
Adjusting
We track which vacancies are visible and which channels deliver applications.
In all honesty
Who is this not for?
- You are looking for a recruitment agency to select candidates for you: we handle visibility and measurement, not selection.
- You only publish vacancies on job boards and do not want your own job pages.
- You want to keep expired vacancies online to hold on to traffic: that is against Google's guidelines.
Contact us
Tell us where you stand.
Briefly tell us what it is about. You get a personal reply from Tanguy or someone from the team, not a call centre.
Frequently asked questions
What does recruitment marketing cost? ＋
We work on request, because the effort varies a lot. What drives the effort: the number of vacancies and regions, whether you use an ATS and whether it can pass on schema, the state of your careers site, the number of languages and whether we also set up the measurement. After a short audit you get a proposal with a clear scope.
What is Google for Jobs? ＋
Google for Jobs is the jobs box Google shows for job searches. It pulls vacancies from pages with JobPosting schema. If your vacancies are not in it, a candidate often only sees the job boards.
Which fields are required for Google for Jobs? ＋
Google asks among others for the date posted, the full description, the hiring organisation, the job location and the job title. An expiry date, the employment type and the salary are recommended.
Why is our vacancy not in Google for Jobs? ＋
Usually the schema is missing, a required field is missing, the page is not indexed or the same vacancy is already in the jobs box via a job board. We check it per vacancy.
Does this work with our applicant tracking system? ＋
In many cases, yes. Many systems can output schema or pass vacancies to your site via a feed. We look at what your system can do.
What is the difference with employer branding? ＋
Employer branding builds your reputation as an employer. Recruitment marketing makes sure candidates find your vacancies and apply. They strengthen each other: a strong employer story on your job pages increases the number of applications.