Aquent Organic Growth Opportunities

This play creates hyper-local landing pages for employers looking to hire specific creative and marketing roles in their city. By combining role-specific expertise with geographic data, Aquent can capture high-intent local search traffic that currently bypasses their brand-heavy homepage.

Example Keywords

• hire ux designer in [city]
• marketing staffing agency [city]
• creative recruiters [city]
• hire content strategist [city]
• [role] staffing solutions [city]

Rationale

Employers often search for local staffing partners to ensure cultural fit and timezone alignment. While Aquent has a global presence, creating thousands of city-specific pages allows them to compete with local boutique agencies and capture long-tail geographic queries.

Topical Authority

Aquent's existing footprint in staffing and its extensive list of 'roles we fill' provide the necessary foundation to rank for localized hiring intent. The domain already has strong authority in the talent space, which can be funneled into these specific geographic nodes.

Internal Data Sources

Use historical job posting data from /find-work to identify high-demand roles by city, and incorporate recruiter intake notes to describe local market nuances.

Estimated Number of Pages

200,000+ (Covering 100+ roles across thousands of global metropolitan areas)

This strategy involves generating comprehensive hiring kits for every role Aquent specializes in, including templates for job descriptions, interview rubrics, and onboarding plans. These pages provide immediate utility to hiring managers, establishing Aquent as a consultative partner before a contract is even signed.

Example Keywords

• [role] job description template
• [role] interview scorecard
• [role] skills assessment
• 30-60-90 day plan for [role]
• how to interview a [role]

Rationale

Hiring managers often start their journey by looking for templates to define a new req. By providing these assets for free, Aquent captures the user at the very beginning of the hiring funnel and can seamlessly transition them to their talent services.

Topical Authority

With decades of experience in creative and marketing staffing, Aquent is uniquely positioned to define 'what good looks like' for these roles. This play leverages their deep expertise to provide more authoritative content than generic HR template sites.

Internal Data Sources

Leverage internal recruiter screening rubrics, successful job descriptions from the /find-work corpus, and Gymnasium course mappings to define required skills.

Estimated Number of Pages

150,000+ (Covering hundreds of roles across various seniority levels and industries)

This play builds a massive library of role-specific compensation pages that provide salary ranges and hourly contract rates based on location and seniority. This targets the high-volume 'salary' and 'rate' keywords that drive budget-conscious employers to staffing platforms.

Example Keywords

• [role] salary in [city]
• [role] hourly contract rate
• senior [role] pay range [state]
• average salary for [role] in [industry]
• contractor rates for [role]

Rationale

Compensation data is one of the most searched categories in the staffing industry. While Aquent has a high-level salary guide, creating programmatic pages for every role/city combination allows them to capture the massive long-tail search volume that competitors like Robert Half currently dominate.

Topical Authority

As a global staffing leader, Aquent's access to real-world placement data makes their compensation insights more credible than self-reported data sites. This reinforces their position as a market-maker in the creative economy.

Internal Data Sources

Utilize anonymized internal placement data, existing salary guide benchmarks, and LinkedIn market signals to provide accurate, data-driven ranges.

Estimated Number of Pages

250,000+ (Covering roles, levels, and geographic locations globally)

This play targets project-specific hiring intent by creating pages that explain how to hire the right talent for specific business outcomes. It moves beyond 'hiring a role' to 'solving a problem,' such as a website redesign or a product launch.

Example Keywords

• hire lifecycle marketer for b2b saas
• hire designer for website redesign
• hire analyst for ga4 migration
• hire project manager for rebrand
• staffing for [industry] digital transformation

Rationale

Many employers don't just want a 'designer'; they want someone who has specifically done a 'rebrand in the healthcare space.' These pages capture that specific, high-intent project-based search traffic.

Topical Authority

Aquent Studios and Aquent Talent have a long history of delivering complex projects for major brands. Mapping these successes to specific use cases demonstrates a level of expertise that generic staffing firms cannot match.

Internal Data Sources

Use project intake briefs, Statement of Work (SOW) templates, and anonymized case study outcomes from the /relationships/ pages.

Estimated Number of Pages

100,000+ (Mapping roles to hundreds of specific project types and industries)

This strategy focuses on tool-specific hiring intent, creating pages for specialists in high-demand software and platforms. It leverages Aquent's training and vetting capabilities to position them as the go-to source for technical creative talent.

Example Keywords

• hire figma expert
• salesforce marketing cloud contractor
• adobe experience manager developer
• hire tableau specialist
• [tool] consultant for hire

Rationale

Modern marketing and design are tool-dependent. Employers frequently search for talent with specific software expertise to hit the ground running on existing tech stacks, making these keywords highly valuable for conversion.

Topical Authority

Through Gymnasium (gymnasium.aquent.com), Aquent already provides training for these tools. Linking their talent vetting to their educational platform creates a unique 'certified' authority that other agencies lack.

Internal Data Sources

Incorporate Gymnasium course library data, internal skill-assessment rubrics, and talent tags from the /find-work database.

Estimated Number of Pages

80,000+ (Covering hundreds of tools across design, marketing, and development functions)

Improvements Summary

Clarify keyword-to-page ownership so /find-work becomes the primary page for "aquent jobs" and "aquent careers," while /why-work-with-us supports benefits/how-it-works intent. Add crawlable job-intent landing pages (e.g., /jobs/remote and role pages), improve trust and login SERP coverage, and tighten internal links across the cluster.

Improvements Details

Rework /find-work with Jobs/Careers-focused title tags, new above-the-fold modules (specialty browsing, remote section, how it works), and an indexable FAQ that includes "aquent jobs," "aquent careers," "aquent remote jobs," and "is aquent legit" (linking to /privacy-policy/job-scams). Expand /our-expertise/roles-we-fill into a hub with 200–400 word role-family blocks plus spokes, and add new crawlable pages like /jobs/remote, /jobs/marketing, /jobs/ux with short intros and listing feeds. Create an indexable aquent.com "Aquent Login" page to capture "aquent login" and reduce competition from /toolkit/terms, then add consistent nav labels (Jobs/Careers), breadcrumbs, FAQ + JobPosting schema, and stronger links between jobs, trust, and login paths.

Improvements Rationale

Current pages overlap on "aquent jobs" and "aquent careers," which weakens relevance and keeps high-intent terms in striking distance rather than page 1. Dedicated job and login pages align better with user intent (listings, remote filters, login access) and improve SERP click-through while reducing confusion from mixed results. Stronger trust content for "is aquent legit" supports brand-job SERPs and improves apply and completion rates by addressing scam concerns at the decision point.