About Recruitment Technology & ATS Platform
the recruitment technology platform had a strong product but poor digital visibility compared to better-funded competitors. No SEO or content strategy was generating inbound employer leads. The website was invisible on the search queries that HR and talent acquisition buyers used to research ATS solutions.
LinkedIn presence for the recruitment technology platform's leadership team wasn't converting HR and talent acquisition buyers. The company lacked a recognisable voice in the online spaces where its buyers spent time.
Without inbound digital leads, the entire pipeline depended on outbound effort — an unsustainable model when competitors were building organic inbound channels that generated qualified leads at scale.
What needed
to change.
the recruitment technology platform had a strong product but poor digital visibility compared to better-funded competitors. No SEO or content strategy was generating inbound employer leads. The website was invisible on the search queries that HR and talent acquisition buyers used to research ATS solutions.
LinkedIn presence for the recruitment technology platform's leadership team wasn't converting HR and talent acquisition buyers. The company lacked a recognisable voice in the online spaces where its buyers spent time.
Without inbound digital leads, the entire pipeline depended on outbound effort — an unsustainable model when competitors were building organic inbound channels that generated qualified leads at scale.
How we built the solution.
Every LVRA engagement runs through four structured phases — each one feeding the next.
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3 pillars. One integrated system.
Each strategic pillar was designed to feed the next — creating compounding returns across every channel activated.
The numbers
that matter.
Every metric comes from verified campaign data — attributable to specific strategic decisions made during this engagement. No projections. No vanity numbers.
What this engagement taught us.
These principles carry forward into every engagement that follows — applicable well beyond Recruitment Technology & ATS Platform's specific context.
Industry
Recruitment Technology / ATS
Market
United Kingdom
Duration
Ongoing engagement
Recruitment technology buyers self-research extensively before requesting demos.
An HR Director evaluating a new ATS will read 8–12 pieces of content before requesting a demo. Being present across that research journey — with content that addresses their specific questions — is what drives the inbound demo request.
Leadership LinkedIn authority at 2,200 followers generates inbound that no paid campaign can replicate.
HR Directors follow thought leaders, not vendor logos. A CPO with 2,200 engaged HR followers receives inbound enquiries from a warm, pre-qualified audience — at zero marginal acquisition cost once the following is built.
Content depth beats content volume — 52 long-form articles outperform 200 short posts.
In B2B technology, ranking for competitive search terms requires depth. 52 comprehensive, well-researched guides consistently outrank 200 thin posts in organic search and generate more demo requests per piece of content.
Curious what we'd do in your market?
We'll map out a custom growth plan — specific to your industry, size, and goals.