I run a mortgage recruiting and advisory business serving two audiences: lenders hiring loan officers and branch managers, and mortgage professionals considering a career move. We also offer mortgage sales coaching and an affinity continuing-education catalog.
Our site has separate employer service pages, candidate career pages, and practical recruiting guides. For a phrase like 'mortgage recruiters,' either audience could be searching. For 'loan officer recruiting,' a service page and a how-to guide can both be relevant.
For those who have worked on recruitment sites, what evidence do you use to decide whether overlapping rankings are healthy mixed intent or a real consolidation problem? Would you keep an employer service page and a candidate page separate, with clear audience language and contextual links, or use a shared recruiting hub?
Also, what original proof has helped your service pages compete: a documented search process, anonymized case studies with outcome limits, or something else? I'm interested in what you tested and how you measured qualified employer inquiries separately from candidate inquiries. No link drops or sales pitches needed.
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