Paste your homepage, employer page or candidate page. We score 12 conversion dimensions against how hiring managers and candidates actually choose an agency and return up to three page-referenced fixes you can hand to whoever runs your site today.
Free preview of your page’s visible text.
A hiring manager landing on your page wants to know, fast, whether you fill their kind of role, how quickly you send a shortlist and what it costs them to find out. A candidate wants to know whether you have live roles worth their time and whether a human will reply. Most agency pages try to speak to both in one hero and end up with 'connecting talent with opportunity', which says nothing to either. Generic conversion advice optimizes for one funnel it understands. It rarely asks whether your page splits the two paths cleanly in the first screen.
Choosing a recruiter is a trust and speed decision. The employer is comparing you with the agency that already called them twice, and with doing it themselves on a job board. They want proof you have placed people like the one they need, a specialisation they recognise as theirs, and a way to submit a vacancy that does not feel like entering a sales funnel. We read your page the way a busy hiring manager does on a Tuesday afternoon, looking for the niche, the placements, the response time and the 'submit a vacancy' path, and we flag exactly where that evidence goes missing.
'We connect great people with great companies' is addressed to everyone and lands with no one. An employer cannot tell whether you are selling to them or recruiting them. If the first screen does not split the two paths, 'I am hiring' and 'I am looking', each with its own next step, both audiences read a paragraph meant for the other and leave without finding theirs.
'Specialists in tech, finance, healthcare, engineering and logistics' is not a specialisation, it is a list. A hiring manager wants to see their own role type, seniority and market named on the page, in language that proves you work in it daily. If your niche is implied by a logo wall rather than stated in the H1, the employer who is your best fit assumes you are a generalist.
Employers buy on evidence of recent, relevant placements: the role, the market, the time to fill, ideally the client's own words. Pages that offer 'thousands of successful placements' and a row of stock headshots give nothing a sceptical hiring manager can check. Without one concrete, recognisable example, your fee looks like a bet rather than a track record.
The highest-intent action on your page is an employer handing you a role, and it is usually a ten-field form with no indication of who reads it, how fast they call back or what happens next. Response time is the thing employers are quietly comparing you on. If the page does not state it and name a person, the vacancy goes to the agency that answers the phone.
You get the full 12-dimension conversion breakdown, scored against how employers and candidates actually choose an agency. We rewrite your hero, current versus proposed with the reasoning, so your specialisation and the two audience paths land above the fold. You get CTA variants ranked by likely impact, whether a sharper 'Submit a vacancy' or a stated response time beside it. Then the top fixes, each with copy-paste replacement text tied to your actual H1, sub-headline and primary CTA, plus a shareable PDF for your marketing lead or web agency. No fluff, no invented placement statistics.
What people say
“Landing Doctors explained our biggest conversion problems in a way that was actually easy to understand. We changed the structure, simplified the copy, and improved trust sections. The landing page immediately start…”
“Landing Doctors helped us understand why our expensive traffic wasn't converting. The audit was direct, practical, and surprisingly detailed. We rewrote the hero section, simplified the messaging, and improved trust…”
Run the free preview now, no card and no signup. The full audit unlocks the 12-dimension breakdown, the hero rewrite, the ranked fixes and the PDF.
Yes. The audit scores your page against how employers and candidates decide: whether the two audiences get separate paths, whether your specialisation is stated rather than listed, whether placement proof is concrete and checkable, how visible your response time is and how much friction sits in the 'submit a vacancy' step. It reads your actual H1, sub-headline and primary CTA and comments on those, not a generic template. Fixes are framed around winning a vacancy from a sceptical hiring manager, not abstract advice that ignores how agencies get chosen.
Audit the page your paid and referral traffic actually lands on, which for most agencies is the homepage, because that is where the two-audience problem shows up first. If you have a dedicated employer page or a 'submit a vacancy' landing page, audit that next: it carries your highest-value action and the audit will tell you whether a hiring manager can see your niche, your proof and your response time before the form. The free preview returns up to three page-referenced fixes in about a minute, so running more than one page is cheap.
Only partly. The audit fetches the public HTML of the page you submit and evaluates what a visitor sees, including the copy around your job board, the employer path and the contact or vacancy form. It cannot crawl inside a job board widget or read listings that load behind a script or login, so it will not grade individual job adverts. It will tell you whether the page makes it obvious who you recruit for, what proof you offer and what happens after an employer gets in touch.
No. This is a conversion and copy audit. It will not invent placement statistics, fabricate client quotes or promise a specific number of new vacancies, because nobody honestly can. What you get is a clear read on where your page loses employers and candidates and concrete, copy-paste wording to fix it. Any claims about your track record must come from your own records, and the audit will tell you where the page needs them rather than make them up.
See how our landing page audit scores every page on 12 conversion factors.