Ask any successful recruitment agency leader what their biggest growth lever is, and chances are, they won’t say tech, automation, or branding. They’ll say “people”. Specifically, “good recruiters”. 

And yet, while most agency leaders obsess over how to attract new clients and quality candidates, fewer put the same strategic muscle into attracting new team members to their business. However, EVP for recruitment agencies matters more than ever. If your EVP (Employee Value Proposition) is not currently part of your marketing strategy, it’s time to change that. 

A strong EVP is a critical piece of marketing for recruitment agencies looking to stand out in a crowded market. When an agency’s EVP isn’t clear (or worse, non-existent), attracting new recruiters to the business quickly becomes a perpetual uphill climb. 

So, what is an EVP for recruitment agencies? 

Your EVP isn’t just your fun workspace, Friday drinks, or vague promises of "great culture." It’s a well-rounded picture of what someone gets when they choose to work for you. That includes: 

Your commission structure and how it actually benefits them 

The training, L&D, and career pathways you offer 

Your team culture and leadership style 

Flexibility and work-life balance (whatever that means in your world) 

Any non-financial perks that show you value your people 

How to craft or refresh an EVP 

The more tangible an EVP is, the better. Here’s a practical way get it sorted, either from scratch or when revamping an existing one: 

Audit your culture and what you already offer 

List out your cultural selling points. What’s genuinely valued by your team? And what is just wallpaper? Highlight what makes your agency a standout place to work, whether that’s a great manager-to-recruiter ratio or that annual offsite in an exotic location. 

Identify your future team members 

After a culture audit, it’s easier to develop a target persona of the recruitment professional you want to attract. Consider how this persona complements existing teams: Senior consultants hungry for progression? Career-changers looking for support? Flexible-first parents? Get clear on what matters to them, then back it up with real data. Survey your team, chat with past leavers, and keep an eye on what your competitors are offering. 

Define the EVP pillars 

Keep it simple. Your EVP should capture the key areas (comp & commission, career progression, work-life balance, culture and values). Most importantly, make sure it’s rooted in what the company can presently offer, not wishful thinking. 

Write it up (and make it real) 

You don’t need a manifesto. Just a clear, honest statement about what people can expect when they join you. Then tie that promise to specific, tangible things, like flexible hours, personal coaching, uncapped commission, internal mobility – whatever it is that makes a job offer compelling. 

Keep it fresh 

Check in with your team regularly and revisit your EVP at least once a year. Business needs evolve and people’s priorities shift. An EVP should evolve with them. 

Shout about it (strategically) 

An EVP needs to be communicated. Thread it through key messaging channels related to hiring, including your company website, social media and interviews. We’ll go into more detail about these below. 

Let’s talk about your ‘Work for Us’ page 

If your company website doesn’t have a ‘Work for Us’ or ‘Join Us’ page, you're missing one of the easiest ways to sell your EVP to prospective hires. This is one of the first places potential hires will check, so it’s wise to invest time in it. 

Consider the Work for Us page a curated exhibit of what it’s like to work at your agency. Depending on your brand and focus, the content might vary slightly: 

Corporate, high-performance firms (e.g. focused on exec search or senior placements): highlight clear progression pathways, robust training, structured incentives, and thought leadership opportunities. Include testimonials that speak to success stories and personal growth. 

Boutique or lifestyle-focused agencies: spotlight flexibility, autonomy, and culture fit. If you’re remote-first or operate a four-day week, spell it out. Feature quotes from team members about how the job fits into their life. 

Start-ups or scale-ups: lean into the excitement of building something. Show how recruiters can shape the agency’s direction, influence decisions, and share in the rewards. Include content about innovation, agility, and internal collaboration. 

No matter your agency’s style, the basic elements of a Work for Us page include: 

Clear explanation of your EVP 

A few roles you’re actively hiring for 

Team photos or a video that captures the culture 

Quotes or case studies from team members 

Overview of your commission structure or what success looks like 

A short contact form or clear way to express interest in one click 

Remember to update the page at least every six months, and especially when specific details are no longer accurate or relevant. 

Cast an eagle eye on socials 

Now, do a quick test: grab your phone and scroll your company’s social media feeds for 30 seconds. Next, ask yourself: Would you be excited to apply for a job based on what you see? 

Social media plays a huge role in EVP for recruitment agencies. Agencies can, however, fall into the trap of only showing the “fun stuff” – Friday drinks, team lunches and holiday parties. That's not necessarily bad, but if it’s the only type of imagery on the company’s social media feeds, you might be unintentionally alienating potential candidates. Namely, people with families, those who prefer a quieter lifestyle, or those who are looking for concrete proof of career growth opportunities. 

If in doubt, aim for a balance between the tangible (career development, interesting work with clients) and the fun stuff. Instead of saying, “we’re a great place to work”, prove it. For example: 

Career journeys – Post about consultants who joined as resourcers or admins and are now team leads. Use before/after snapshots, quotes, and stats. 

Training & mentorship – Show clips or photos from internal training sessions, external courses, or coaching programs. Highlight managers who support their team’s growth. 

Wellbeing or flexibility perks – Did someone move cities and keep their job? Take a sabbatical? Shift to part-time post-parental leave? These are powerful stories that say more than a list of benefits ever could. 

Recognition and wins – Celebrate when people hit milestones including rookies and culture champions, not just top billers. 

Every time you post, ask: “Would this make someone want to work here?” 

Use the power of an interview handout 

When you’re interviewing recruiters for a role within your agency, consider creating a take-home brochure you can hand over at the end. Think of it as your EVP on paper: an attention-grabbing summary of why they should work for you. And we’ll argue that it should include the commission structure. 

We know recruitment agencies can be reluctant to highlight their commission structure in their marketing materials, especially on the company website. It’s about giving serious candidates something they can chew on. Commission structures are often a deal-maker. Why not let them know how rewarding it can be? 

Is It Time to Give Your EVP Some TLC? 

We help recruitment agencies across Australia and New Zealand market themselves to their most important audience – recruiters. Talk to Prominence and let’s get your EVP working as hard as your team does. Don’t hesitate to send a message or give us a call today. 

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