Kizera Yogigo
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Who This Is For

You didn't plan to own careers page SEO. But here you are.

This training was built for people in exactly that position. HR professionals and recruiters who are responsible for something they weren't trained for, and who need practical knowledge rather than theoretical depth.

Primary Audiences

The roles where this training is most useful.

HR manager reviewing a company careers page on a laptop in a bright conference room
HR Manager

Managing a careers page you didn't technically build.

You oversee the careers section because it lives in your domain organizationally, even if the technical setup was done by someone else. When candidates don't apply, you feel the pressure. When a role takes too long to fill, you get asked why. Understanding how search visibility works for your careers page gives you the ability to diagnose problems, ask the right questions of your web team, and make informed decisions about how job postings are structured and maintained.

The training doesn't assume you'll become an SEO practitioner. It assumes you need enough knowledge to manage the careers page with confidence and communicate clearly with whoever handles the technical side.

Recruiter optimizing a job posting at a workstation with search analytics visible on screen
In-House Recruiter

Writing job descriptions that need to do more work.

You write job descriptions regularly. Possibly every week. What you may not know is how much the structure, language, and metadata of those descriptions affects whether search engines surface them to the right candidates. Small changes to how you write and format postings can meaningfully change who finds them.

Phase 02 of the curriculum is particularly relevant for in-house recruiters, covering keyword research for specific roles, job description structure, and how to apply what you learn without dramatically increasing the time you spend on each posting.

Talent acquisition team in a planning session around a table with laptops and analytics reports
Talent Acquisition Team

Scaling visibility across a high volume of open roles.

When your team manages a large number of open positions simultaneously, careers page SEO becomes a systematic challenge rather than a per-posting exercise. How your careers section is structured, how roles are organized and linked, and how the page signals authority to search engines all matter at scale.

The curriculum addresses both the individual posting level and the careers section as a whole, which is where the leverage is greatest for teams with significant hiring volume. Phase 03 covers the maintenance practices that keep a large careers section performing well over time.

Good Fit

This training works well when...

You own the careers page but don't have SEO background

The curriculum was designed specifically for this situation. No prior SEO knowledge assumed.

You can work with your web team on implementation

Some improvements require technical changes. The training prepares you to collaborate effectively, even if you can't implement those changes yourself.

You're responsible for multiple job postings over time

The training pays off most when you're applying what you learn to an ongoing stream of postings, not a one-time hiring effort.

You have access to Google Search Console

Several modules use Search Console data. If you don't have access yet, the training explains how to request it and what to look for once you do.

Less Relevant

This may not be the right fit when...

You're looking for technical SEO developer training

The curriculum explains technical concepts but doesn't teach implementation. It's for people who need to understand and manage, not build.

All hiring goes through external job boards exclusively

If you don't maintain a company careers page and rely entirely on third-party platforms, the careers-page-specific content won't apply directly to your situation.

You're looking for general digital marketing training

The scope is specifically careers page SEO in a recruiting context. It doesn't cover broader marketing or general SEO topics.

Company Context

The organizational situations where this applies.

Mid-Size Companies

Large enough to have a dedicated careers page and regular hiring activity, but without a dedicated SEO team that would naturally own careers page optimization. HR teams in this range often discover the gap when a key role goes unfilled longer than expected.

Growing Organizations

Companies in a growth phase where hiring volume is increasing and the careers page needs to work harder. The training helps teams build a sustainable approach before the volume makes ad hoc practices unmanageable.

Post-ATS Migration

Organizations that recently changed applicant tracking systems often find their careers page SEO was disrupted in the process. The training helps teams understand what changed and how to rebuild visibility deliberately.

Multi-Location Employers

Companies hiring across multiple locations face particular challenges with how to signal location relevance for each role without creating a confusing or redundant careers page structure. The curriculum addresses location strategy specifically.

Not sure if this fits your situation?

Reach out and describe your context. We can help you understand whether the curriculum addresses what you're dealing with before you invest time in it.

Contact Us See the Curriculum