Rise People Organic Growth Opportunities

Create thousands of data-driven pages showing salary benchmarks (25th/50th/75th percentile) for hundreds of roles, segmented by province and company size. This play establishes Rise as the definitive source for Canadian compensation data by leveraging its unique, anonymized payroll information.

Example Keywords

• "software developer salary manitoba 2024"
• "hr generalist pay range alberta"
• "average electrician wage nova scotia"
• "{role} salary canada small business"

Rationale

Salary information is one of the highest-volume search categories for both employers and employees. By providing hyper-specific, data-backed benchmarks using proprietary first-party data, Rise can capture massive organic traffic and build unparalleled authority in the compensation space, directly feeding its Compensation and Benefits product modules.

Topical Authority

As a payroll processor for thousands of Canadian businesses, Rise has direct access to the most accurate salary data available. This gives them an insurmountable advantage over competitors who rely on surveys or estimates. This play transforms their internal data asset into a public-facing authority signal.

Internal Data Sources

Utilize aggregated and anonymized real payroll data for wage benchmarks. Incorporate benefits valuation data to calculate 'total rewards' figures, and leverage historical trend lines from year-over-year payroll runs to show wage growth.

Estimated Number of Pages

6,000+ (250 roles × 13 provinces × size tiers × yearly updates)

Develop a comprehensive library of step-by-step guides for hiring foreign talent into Canada. Each page will detail the process for a specific high-demand occupation, visa/work permit route (LMIA, GTS, PNP), and province, creating the ultimate resource for businesses navigating complex immigration hiring.

Example Keywords

• "lmia process software engineer ontario"
• "global talent stream advertising requirements"
• "bc pnp hospitality workers timeline"
• "work permit for electricians nova scotia"

Rationale

Canadian businesses are increasingly reliant on foreign talent, but the hiring processes are notoriously complex and poorly documented online. By creating a clear, structured, and exhaustive resource, Rise can attract high-intent employers who are actively looking for solutions and are prime candidates for Rise's ATS, Onboarding, and HR modules.

Topical Authority

Rise already has baseline authority in HR topics and its ATS product supports document collection for work-permit hires. Expanding into the adjacent, high-value topic of immigration hiring is a natural extension that positions them as a full-suite talent solution, capturing traffic for keywords with virtually no current ranking overlap.

Internal Data Sources

Leverage anonymized time-to-hire metrics for foreign workers from the Rise ATS pipeline. Use template LMIA advertisements and offer letters housed within the product, and upload lawyer-approved checklists from internal knowledge bases to provide rich, original context.

Estimated Number of Pages

5,850+ (75 occupations × 6 permit types × 13 provinces)

Create an extensive library of legally-vetted HR policy templates that are dynamically tailored to each Canadian province, company size, and policy type. This provides immediate, tangible value to SMBs and establishes Rise as the go-to resource for HR compliance.

Example Keywords

• "remote work policy template ontario"
• "harassment policy sample bc small business"
• "overtime policy template canada"
• "employee expense policy alberta"

Rationale

Every business needs HR policies, but most SMBs lack the legal resources to create them from scratch, leading to high-volume searches for templates. By offering open, indexable, and province-specific templates, Rise can outrank competitors who gate similar content and create a powerful lead magnet that naturally bridges to product features like policy e-signatures and compliance tracking.

Topical Authority

With an existing authority score of 41 and content on compliance topics, Rise is well-positioned to own this space. This play directly aligns with their core value proposition of simplifying HR and payroll, reinforcing their expertise in Canadian employment standards.

Internal Data Sources

Use legal counsel playbooks and templates already developed for the in-app policy library. Incorporate anonymized audit logs showing policy adoption rates and pull province-specific clauses from internal benefits and payroll compliance databases to create highly differentiated content.

Estimated Number of Pages

1,800+ (35 policy types × 13 provinces × 2 size tiers × 2 languages)

Launch a suite of un-gated, static calculator pages that provide detailed severance pay estimates based on province, tenure, and salary. This play targets high-intent, high-anxiety searches from both employers and employees, positioning Rise as a trusted authority during critical HR events.

Example Keywords

• "severance pay calculator ontario 10 years"
• "bc termination notice rules 2024"
• "alberta severance pay formula"
• "how much severance am i owed canada"

Rationale

Termination and severance are emotionally charged and legally complex events that drive a high volume of specific search queries. By providing a free, comprehensive, and indexable tool, Rise can capture this traffic, build trust, and demonstrate its expertise in the most challenging aspects of payroll and offboarding, differentiating itself from competitors who hide such tools behind lead forms.

Topical Authority

As a payroll platform, Rise's core engine already contains the algorithms for calculating final pay and generating Records of Employment (ROEs). This play externalizes that inherent expertise to capture a new audience, building authority in a critical HR function where they currently have no ranking content.

Internal Data Sources

Leverage anonymized historical payout data processed through Rise to show common-law averages. Use built-in CRA tables for statutory minimums and upload employment-law partner memos as PDFs to a knowledge base to inform common-law precedent calculations.

Estimated Number of Pages

3,120+ (13 provinces × 30 tenure brackets × 4 salary bands × 2 languages)

Build a comprehensive library of hiring 'kits' for hundreds of common SMB roles. Each kit will go beyond a simple template to include a full job description, a competency matrix, and a set of behavioral interview questions, creating a one-stop resource for hiring managers.

Example Keywords

• "customer success manager job description canada"
• "bookkeeper interview questions small business"
• "marketing coordinator duties list"
• "job description template {role} pdf"

Rationale

Hiring managers constantly search for job description templates and interview questions, creating a massive, evergreen pool of search volume. By offering a more complete 'kit' that includes competencies and questions, Rise can provide superior value, capture this high-intent traffic, and create a seamless upsell path to its Applicant Tracking System (ATS) and HR modules.

Topical Authority

Rise already ranks well for content related to 'culture fit interview questions,' signaling existing authority in the hiring and recruitment space. This play dramatically expands that topical coverage to a much larger keyword surface area where they currently have zero traffic, leveraging their established credibility.

Internal Data Sources

Use aggregated and anonymized hiring data like salary bands and time-to-hire from the Rise platform. Incorporate internal competency libraries from the Rise Performance product and integrate LinkedIn salary and skills data via the AirOps integration to generate uniquely insightful content.

Estimated Number of Pages

1,000+ (250 roles × English/French × industry variants)

Improvements Summary

Revise and expand four HR blog posts targeting high-potential, moderate-competition keywords to move them from page 2 to page 1 in search results. Add long-tail FAQs, structured data, internal links, and lead magnets to increase traffic and conversions.

Improvements Details

Key tasks include rewriting H1s and title tags with primary keywords like 'employee wellness programs' and 'culture fit interview questions', expanding content depth (e.g., 20 wellness program ideas, 10 team metrics), adding interactive tools and downloadable guides, and implementing FAQ and HowTo schema. Strengthen internal linking between pillar and tactical posts, add product CTAs, compress images, and build Canadian HR backlinks to the pillar and wellness pages.

Improvements Rationale

These improvements target high-value keywords with strong search volume and low competition, aiming to capture more organic traffic and improve rankings. Adding structured data, internal links, and lead magnets addresses current gaps, supports zero-click prevention, and increases blog-to-demo conversions. The strategy is designed to build topical authority and drive measurable growth in both traffic and qualified leads.