HR & Recruitment PR That Builds Visibility, Authority and Trust
Journalist-led PR for recruitment businesses, HR companies, workplace experts and employment brands.
HR and recruitment are built around people, expertise and trust.
Whether you run a recruitment agency, HR consultancy, careers platform, workplace technology business or provide services to employers, your knowledge can be one of your strongest PR assets.
Fair Public Relations is a founder-led, journalist-led boutique PR agency helping HR and recruitment businesses turn industry knowledge, workplace insight, founder expertise, data and opinion into credible earned media coverage.
We help clients contribute to conversations around employment, recruitment, careers, leadership, workplace culture, salaries, hiring, employee behaviour and wider business trends.
Depending on the story, we may pitch a mixture of national and consumer media, business publications, HR and recruitment titles and relevant specialist trade publications.
The goal is not simply to generate mentions.
It is to help your company and its people become easier to find, easier to trust and increasingly associated with the subjects you genuinely understand.
Several Ways to Build HR and Recruitment Visibility
Our PR support is not built around one tactic.
Instead, we identify the strongest assets within your organisation and develop several complementary routes into the media.
Depending on your business, goals and media potential, your Standard PR campaign may include:
Sharing Expertise
Positioning founders, recruiters, HR professionals, workplace specialists, leadership experts or other credible spokespeople as sources journalists can quote and interview. This might include commentary on:
recruitment trends
salaries and pay
job interviews
CVs and applications
workplace culture
employee retention
hiring mistakes
redundancies
flexible working
remote work
employee wellbeing
leadership
management
career progression
skills shortages
generational workplace trends
artificial intelligence and recruitment
equality and inclusion
changing employee expectations
The strongest opportunities come from useful insight rather than company promotion.
Thought Leadership
Helping you become associated with clear ideas and informed opinions about the workplace.
You may have a perspective on where recruitment is heading, why employers are struggling to retain people, how technology is changing hiring or what businesses misunderstand about employee expectations.
We help identify the subjects you can credibly own and turn those ideas into media-friendly commentary.
Founder and Leadership Visibility
Many HR and recruitment companies are closely associated with the people behind them.
We can help founders and senior leaders build a stronger public profile through expert commentary, interviews, business features, opinion-led opportunities and founder storytelling.
For smaller and growing businesses, this can be particularly valuable because the credibility of the founder often influences how people perceive the company itself.
Data and Workplace Trends
Recruitment and HR businesses can have access to valuable information.
That might include:
salary data
vacancy trends
job application patterns
hiring times
candidate behaviour
skills shortages
employee surveys
employer research
retention data
workplace sentiment
recruitment trends
differences between industries or regions
Where the data is credible and newsworthy, we can help turn it into media stories.
Business News
Company developments can also create PR opportunities.
This could include:
business growth
expansion
funding
acquisitions
partnerships
senior appointments
We assess whether there is a genuine editorial story rather than sending announcements simply because they exist.
Founder and Business Stories
Sometimes the people behind the company provide the strongest story.
A founder may have built the business after experiencing problems within recruitment themselves.
Someone may have left a corporate HR career to build something different.
A company may have grown unusually quickly, survived a major setback or taken an unconventional approach to the industry.
Where there is a strong human story, we can explore it.
Interviews and Podcasts
Where suitable, we may also pitch founders, executives and HR specialists for interviews, podcasts and longer-form discussions.
We do not sell PR as a guaranteed podcast booking service, but these opportunities can form part of a wider campaign when your expertise and story are a good fit.
new locations
research launches
major milestones
international expansion
new initiatives
significant industry developments
What Is HR and Recruitment PR?
HR and recruitment PR is the process of turning your expertise, industry knowledge, data, opinions, company developments and stories into media opportunities.
It is not simply sending journalists information about your recruitment agency or HR service.
Good PR starts with asking what your organisation can add to the wider conversation.
For example, a journalist may be writing about why workers are changing jobs more frequently.
They might be investigating rising salaries in a particular sector.
They could be covering return-to-office policies.
They may need advice for someone preparing for a job interview.
They could be writing about redundancies, employee burnout, recruitment technology or changing expectations among younger employees.
If your organisation has relevant expertise, we can help position your spokesperson as a credible source.
Over time, repeated media visibility can help associate your brand with the issues you want to be known for.
We Do Not Promote B2B Services for Editorial Inclusion
This is an important distinction.
If your company sells recruitment, HR, workplace technology or another B2B service, we do not generally pitch journalists asking them to include your service in lists of recommended providers.
That type of direct inclusion is considerably more common in consumer PR.
Our HR and recruitment campaigns are generally built around:
expertise
thought leadership
useful commentary
workplace trends
founder visibility
original data
surveys
industry insight
business stories
company news
reactive opportunities
The company receives visibility because the people, knowledge or information behind it add something useful to the journalist's story.
Consumer, Business, HR and Trade Media
Working in HR or recruitment does not mean your PR campaign has to be confined to specialist recruitment publications.
Work affects almost everyone.
That creates opportunities for HR and recruitment experts to contribute to a much wider range of media conversations.
Depending on the subject, we may pitch:
national newspapers
consumer publications
mainstream online media
business publications
HR publications
recruitment publications
careers media
workplace publications
entrepreneurship titles
specialist trade media
regional media
podcasts
relevant digital publications
A recruiter might comment in a national newspaper about negotiating a salary.
An HR specialist could contribute to a business publication discussing employee retention.
A careers expert could advise readers on handling a difficult interview question.
A recruitment business might provide data to an HR publication about shortages within a particular profession.
The publication mix depends on the story.
We look for the strongest genuine media opportunities rather than restricting every campaign to one category of publication.
Why PR Matters for HR and Recruitment Businesses
Trust matters in recruitment and HR.
Employers are trusting you with decisions that affect their businesses and people.
Candidates may be trusting you with their careers.
Prospective clients often want evidence that you genuinely understand the employment market before they engage you.
Before making contact, someone might:
Google your company
search your founder's name
look at your LinkedIn presence
compare you with another provider
look for your views on current workplace issues
review your website
search for independent references to your company
look for evidence of your expertise
PR can contribute to that picture.
Media coverage gives potential customers independent evidence that journalists consider your expertise useful enough to include in their reporting.
It can make a company look more established and give prospects more reasons to recognise and trust the people behind it.
Building an HR or Recruitment Expert Profile
Many HR and recruitment businesses have considerable knowledge inside the company that is invisible externally.
Our job is to help surface it.
Your strongest media spokesperson might be:
the founder
CEO
managing director
senior recruiter
HR director
talent specialist
employment expert
leadership specialist
workplace wellbeing expert
careers adviser
sector-specific recruiter
technical specialist
another experienced member of the team
The most senior person is not automatically the strongest media expert.
We are looking for someone who has credible experience, understands their subject, can communicate clearly and is willing to contribute to relevant conversations.
Your Expertise, Packaged for the Media
Where appropriate, HR and recruitment clients may be added to our Expert Directory.
This helps make your spokespeople and areas of expertise clear to journalists.
An expert profile may include:
name and title
company
professional background
credentials
specialist sectors
recruitment experience
HR expertise
workplace topics
thought leadership themes
key opinions
location
website
LinkedIn profile
media room
availability for media opportunities
The Expert Directory is not a replacement for active pitching.
It supports our wider PR work by making your expertise easier to understand, search and use.
HR & Recruitment PR in Action
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79 published articles through technology and recruitment thought leadership
Spectrum Search
Technology and recruitment businessWe built media visibility around recruitment, technology, artificial intelligence, hiring and changing workplace trends.
The campaign generated 79 published articles across a wide range of national, business, technology and recruitment media, demonstrating how specialist B2B expertise can be translated into broader media opportunities.
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24 published articles through workplace and HR expertise
Ordinarily Different
HR and workplace expertiseWe used workplace commentary, careers insight and thought leadership to build visibility across business, HR and mainstream media.
Published coverage appeared across titles including Raconteur, HR Magazine, People Management, Refinery29 and GOBankingRates.
recruitment agencies
executive search firms
HR consultancies
talent businesses
careers platforms
job boards
workplace technology companies
recruitment technology businesses
HR software businesses where our PR model is appropriate
employee wellbeing businesses
Who HR and Recruitment PR Is For
Our approach can work particularly well for organisations with genuine expertise in employment, hiring, careers, people or workplace issues.
This may include:
leadership consultancies
training providers
employer branding specialists
workplace experts
careers experts
staffing companies
remote recruitment businesses
sector-specific recruiters
founders building businesses within employment and work
You do not need to be a large recruitment company.
You do need to have credible knowledge, people, perspectives, stories or data that journalists can use.
Topics Journalists May Want From HR and Recruitment Experts
Employment is constantly changing.
That gives credible experts plenty of potential areas to contribute to.
Examples might include:
the biggest CV mistakes candidates make
why good candidates reject job offers
salary negotiation mistakes
what employers misunderstand about younger workers
why candidates disappear during recruitment
signs an employee may be preparing to leave
how artificial intelligence is changing recruitment
whether remote work is really disappearing
return-to-office trends
the questions candidates should ask in interviews
interview red flags
why employees become disengaged
whether job hopping still damages careers
recruitment trends within particular sectors
skills shortages
salary trends
what makes an employer attractive
workplace benefits employees actually value
management mistakes that drive resignations
whether counteroffers work
why some job adverts fail
changing expectations around flexibility
the impact of economic uncertainty on hiring
how employers should approach redundancies
what candidates misunderstand about recruiters
how recruitment changes during periods of high unemployment
workplace generational differences
trends in executive hiring
employee retention
Not every subject will be appropriate for every client.
The strongest PR comes from focusing on subjects where your organisation has genuine experience or useful data.
How We Turn HR Expertise Into PR
We start by understanding what makes your organisation credible.
What areas of recruitment or HR do you genuinely understand?
Which industries do you specialise in?
What are you seeing in the employment market?
What does your data show?
What are candidates telling you?
What are employers struggling with?
What do you disagree with?
What issues do you think are being misunderstood?
What does your founder want to become known for?
We then develop the strongest angles around that knowledge.
Every Standard PR campaign includes journalist-led strategic thinking, angle development, media positioning and a Founder & Authority Positioning Session.
Depending on the campaign, this can include:
identifying your strongest spokespeople
defining commentary areas
developing authority themes
creating a media-ready expert profile
shaping opinions into journalist-friendly commentary
responding to journalist requests
proactively pitching expert advice
developing data-led stories
creating research angles
monitoring workplace news
responding to employment developments
developing founder stories
pitching business news
approaching relevant podcasts
pitching interviews
following up with journalists
monitoring coverage
strengthening positioning over time
We handle the writing, pitching and follow-up.
You provide the knowledge, data, approvals and perspective that make the campaign credible.
Thought Leadership for HR and Recruitment Businesses
Thought leadership works particularly well in sectors where people want informed perspectives on change.
HR and recruitment have no shortage of change.
Technology is changing how employers find candidates.
Artificial intelligence is changing applications and screening.
Employee expectations are evolving.
Flexible working continues to be debated.
Economic conditions affect hiring.
Skills shortages appear and disappear across industries.
Generational differences create constant discussion.
Workplace culture increasingly influences reputation.
A strong HR or recruitment expert can help journalists make sense of those issues.
Thought leadership might involve:
identifying a trend before it becomes obvious
challenging a widely held assumption
explaining why a common recruitment practice does not work
sharing an opinion on workplace policy
making an informed prediction
using your own data to challenge conventional wisdom
explaining what employers are currently getting wrong
commenting on changing candidate behaviour
Our role is to turn those perspectives into angles journalists can actually use.
Good HR PR Is Useful, Not Promotional
Journalists generally do not want an advertisement for your recruitment agency.
They want information that improves their story.
A useful recruiter might explain why companies are struggling to fill certain roles.
An HR expert could explain how managers should handle a difficult workplace conversation.
A careers specialist might give readers practical interview advice.
An executive recruiter might explain why senior candidates are becoming more selective.
A recruitment technology founder might discuss how AI is changing hiring.
The company gets visibility because the expertise is useful.
That is a very different approach from repeatedly telling journalists why your business is the best provider.
Why Journalists Need Credible Workplace Experts
Employment stories affect millions of people.
Journalists regularly need people who understand:
recruitment
employment trends
salaries
workplace culture
hiring
careers
management
candidate behaviour
leadership
employee expectations
But simply working in HR does not automatically make every opinion credible.
A strong media expert needs relevant experience and a clear understanding of the subject they are discussing.
Our job is to help identify where your authority genuinely sits and keep the positioning within those boundaries.
Credibility matters more than trying to comment on every possible story.
HR and Recruitment PR for SEO and Search Visibility
PR and SEO are different disciplines, but they can work together.
Earned media can create third-party references to your company, founders and areas of expertise.
Coverage may help:
expand your branded search presence
create editorial backlinks where publications choose to link
associate your people with relevant workplace topics
create independent third-party proof
give prospects more credible material to find
strengthen the wider digital footprint around your company
build greater visibility around your founders and experts
Not every publication will link to your website.
We cannot guarantee backlinks, rankings or SEO performance.
However, sustained earned media can complement a wider search and authority strategy.
HR and Recruitment PR for AI Search and AEO
People increasingly use AI-powered search experiences to research businesses, employers, industries and experts.
That means it is useful for your organisation to have a clear body of credible information and third-party references online.
Earned media may contribute to a wider digital footprint around:
your brand
founders
senior experts
specialist sectors
areas of expertise
workplace opinions
published research
media coverage
This can support wider discoverability across traditional search and newer AI-driven research experiences.
However, we cannot guarantee that ChatGPT, Google AI Overviews, Gemini, Perplexity or any other system will reference or recommend your business.
PR can help create credible information for the wider web.
It cannot control how individual search or AI platforms use that information.
Why HR and Recruitment PR Can Take Longer
B2B PR can move differently from consumer PR.
There are often fewer journalists covering specialist HR, recruitment and employment subjects.
Some business and trade publications also work to longer editorial schedules.
A journalist may request commentary today but not publish the finished feature for several weeks.
A specialist magazine may commission content considerably further in advance.
Highly specific recruitment niches can also have a smaller pool of relevant journalists.
This means there can be a longer period between pitching and seeing published articles.
It does not necessarily mean the campaign is inactive.
During that time, we may be developing stories, submitting expert comments, pitching publications, following up with journalists and building opportunities that have not yet reached publication.
Some opportunities move quickly.
Others take considerably longer.
We believe it is better to explain that clearly at the beginning than create unrealistic expectations about how quickly B2B coverage should appear.
Optional Advertorial, Sponsored and Contributor Opportunities
Some HR, recruitment, business and specialist publications offer paid advertorial, sponsored content, commercial contributor opportunities or other marketing partnerships.
These opportunities are not included within Standard PR and are not required to work with us.
Our core service is focused on earned media.
However, businesses with an additional marketing budget may sometimes decide that a carefully selected commercial opportunity complements their broader marketing activity.
This might include:
sponsored thought leadership
advertorial
paid contributor articles
commercial interviews
sponsored reports
paid industry features
specialist publication partnerships
Where we become aware of a potentially useful opportunity, we can flag it to you and help you assess whether it makes sense.
Any media payment is made directly to the publication or provider. The media fee does not go to Fair Public Relations.
You decide whether you want to proceed.
If you do, we can support the messaging or content side where appropriate.
An additional media budget is completely optional.
You can decline every paid opportunity and continue with your earned PR campaign.
For some businesses, carefully selected commercial opportunities can complement earned media alongside SEO, LinkedIn, events, advertising, content marketing and other activity.
We will always make it clear whether an opportunity is earned or paid.
Earned Coverage and Paid Coverage Are Different
We believe clients should always know the difference.
Earned coverage is published because a journalist or editor chooses to use your expertise, story, research or commentary.
Paid coverage exists because a business has purchased a commercial media opportunity.
Both may have a role within a wider marketing strategy.
They are not the same thing.
We will never present advertorial as earned PR.
Transparency matters.
brand visibility
founder visibility
executive positioning
industry authority
thought leadership
trust
credibility
recruitment expertise
employer reputation
partnerships
What HR and Recruitment PR Can Support
HR and recruitment PR can help support:
referrals
speaking opportunities
media logos and proof points
branded search presence
stronger LinkedIn content
editorial backlinks where publications choose to link
SEO
AI and search visibility
a stronger digital footprint
PR also creates material that can support your wider marketing.
A founder can share media commentary on LinkedIn.
A published article can be included in a proposal.
Coverage logos can strengthen your website.
An interview can support a speaker profile.
A prospect researching your business may find independent media references before a sales conversation.
That wider use is often where PR becomes particularly commercially valuable.
What HR and Recruitment PR Can and Cannot Do
PR can help build visibility, credibility and authority over time.
It can help your organisation become associated with the subjects you genuinely understand.
It can create a stronger public profile around your founders and experts.
It can generate useful third-party proof.
But we cannot guarantee:
a particular publication
a fixed number of articles every month
that every pitch will receive a response
that every article will contain a backlink
Google rankings
AI citations
immediate sales
a particular number of leads
recruitment placements
new clients
specific commercial outcomes
PR is earned.
Journalists make their own editorial decisions.
Our role is to consistently identify, develop and pitch opportunities where we believe your organisation can genuinely add value.
Is HR and Recruitment PR Right for You?
Our approach could be a strong fit if:
your business has genuine HR, recruitment or workplace expertise
your people have useful insights journalists could use
you have credible spokespeople
you want to build authority over time
your customers research you before buying
you have opinions about changes within your industry
you have useful data or trends
you are willing to collaborate
you can respond to journalist requests
you want a mixture of consumer, business and trade coverage where relevant
you understand that earned PR takes time
you want media coverage that supports your wider marketing
It may not be the right fit if:
you want guaranteed coverage
you require a specific publication
you expect immediate results
you only care about backlinks
you want us to pitch your B2B service for roundup inclusion
you do not have anyone willing to contribute expertise
you want completely hands-off PR
you require highly technical corporate communications
you require lobbying or public affairs
you expect PR to guarantee new clients or recruitment placements
If we do not think we can help, we will tell you.
Why Fair Public Relations for HR and Recruitment?
Fair Public Relations was established in August 2015 to provide experienced, journalist-led boutique PR without the inflated retainers and impersonal structures associated with many traditional agencies.
We help founders, experts, small businesses and growing companies turn what they know, do and stand for into meaningful earned media coverage.
Fair Public Relations is led by Founder Jordan Baker, a former UK national journalist with more than a decade of PR experience.
Jordan’s career has included working with internationally recognised brands, organisations and public figures, including Amazon, Jameson Whiskey, Dolce & Gabbana, the UK House of Commons, Joan Collins and Britney Spears.
Fair PR supports clients across the UK, US and Canada.
Clients work with a dedicated PR team, headed by Jordan and supported by experienced PR professionals, writers and former journalists.
We help:
shape positioning
identify authority themes
develop stories
draft comments
pitch journalists
respond to journalist requests
monitor opportunities
track coverage
keep campaigns moving
Clients also have a WhatsApp group with the team and access to a client portal where they can track pitching, activity, coverage and updates.
We are honest about what we think will land, where we see opportunities and when we think an idea needs to change.
If your organisation has credible expertise and we believe PR can help, we will explain how.
If we do not think our model is right for you, we will tell you.
Personal, Relationship-Led PR
Clients are not account numbers.
We take time to understand:
your business
your recruitment or HR specialism
your audience
your spokespeople
your expertise
your commercial goals
your positioning
the topics you want to be associated with
the issues you can credibly comment on
the areas you should avoid
the tone your brand should take publicly
Every campaign is different.
A recruitment agency specialising in technology needs a different PR strategy from an HR consultancy advising small employers.
An executive search firm requires different positioning from a careers platform.
A workplace software company has different expertise from a leadership consultant.
Our systems help keep campaigns organised, but the positioning, strategy, writing, relationships and final PR work remain human-led.
AI supports the process. Humans do the PR.
Standard PR
HR and Recruitment PR is delivered through Standard PR.
£797, US$997 or CAD$1,497 per month.
Standard PR starts with a three-month initial commitment.
After that, it continues month to month with one full billing-cycle notice.
Depending on your goals and media potential, your campaign may include:
thought leadership
founder visibility
executive positioning
business news
data-led PR
research-led stories
reactive journalist opportunities
proactive media pitching
interviews
podcast opportunities where suitable
founder stories
ongoing media positioning
Coverage is earned and cannot be guaranteed.
Optional paid media opportunities are separate from Standard PR and any media fee is paid directly to the relevant publication or provider.
Still Have Questions? We’ve Got You
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HR and recruitment PR is the process of using expertise, industry knowledge, research, workplace data, founder stories and business developments to generate earned media opportunities for HR, recruitment and employment businesses.
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Our approach can work with recruitment agencies, HR consultancies, executive search businesses, careers platforms, job boards, workplace technology companies, staffing businesses, training companies and other organisations with credible employment or workplace expertise.
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No.
Our B2B PR model is not based on pitching your company for direct service inclusion.
We focus on expertise, commentary, data, thought leadership, founder stories and other genuine editorial opportunities.
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No.
Depending on the topic, we can pitch consumer, national, business, careers, workplace, HR, recruitment and specialist trade media.
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Yes, where their expertise is relevant.
Subjects such as salaries, careers, job interviews, flexible working, redundancies and workplace culture are regularly relevant to mainstream audiences.
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This depends on your experience, but potential subjects include hiring, salaries, interviews, CVs, skills shortages, workplace culture, employee retention, remote work, leadership, careers, recruitment technology and changing candidate behaviour.
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Potentially.
Original, credible data can create strong media stories where it reveals something interesting or timely.
We can help assess whether your existing data has media potential.
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Yes.
Founder and leadership positioning can form a significant part of HR and recruitment PR where the person has relevant experience and useful perspectives.
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Yes.
We can help identify the subjects your business can credibly own and develop those ideas into commentary, opinion-led angles, interviews and journalist responses.
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There are fewer journalists covering some specialist business subjects, and many trade publications operate with longer editorial lead times.
This can mean a longer gap between pitching and eventual publication.
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There is no fixed timeline.
Some articles can appear quickly. Other opportunities may take weeks or months.
We recommend approaching PR as an ongoing visibility strategy rather than expecting immediate results from each individual pitch.
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No.
Coverage is earned and the final decision always belongs to the journalist or publication.
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You can tell us which publications matter to you, but we cannot guarantee that any particular outlet will publish a story or include your commentary.
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No.
Some publications link to expert sources and businesses. Others do not.
Backlinks can be a valuable additional benefit of PR, but they cannot be guaranteed.
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PR can complement SEO by creating third-party brand references and editorial backlinks where publications choose to link.
We cannot guarantee rankings or specific SEO results.
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Earned media can help create a stronger body of third-party information around your business and experts.
This may support wider search and AI discoverability, but we cannot guarantee citations or recommendations from any AI platform.
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We can support suitable HR or recruitment technology companies through founder positioning, expert commentary, business stories, data and thought leadership.
We do not generally pitch B2B software for product roundup inclusion.
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No.
Paid advertorial, sponsored or contributor opportunities are completely optional.
They are not required as part of Standard PR.
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Any media payment goes directly to the relevant publication or commercial provider.
The media fee does not go to Fair Public Relations.
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Yes.
They are entirely optional and have no effect on your earned PR service.
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We handle the strategy, writing, pitching and follow-up, but we need access to your expertise.
That may involve answering questions, approving comments, sharing data or making a spokesperson available when journalists have deadlines.
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Our Standard PR service costs £797 per month for UK clients, US$997 per month for US clients and CAD$1,497 per month for Canadian clients. It begins with an initial three-month commitment and then continues month to month with one full billing-cycle notice.
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Get in touch and tell us about your business, specialist areas, spokespeople and goals.
We will review your media potential and give you an honest view of where we think PR can help.
Want more detail?
You can read our full FAQs for more information on how we work, reporting, approvals, AI, media contacts and what to expect from earned coverage.
Ready to Build Your HR or Recruitment Profile?
If your business has genuine recruitment expertise, workplace knowledge, useful data, credible people or a strong perspective on how work is changing, PR can help turn those assets into wider visibility.
We can help position your founders and experts, develop thought leadership, identify stories and pitch relevant opportunities across consumer, national, business, HR and trade media.
We will also be clear about what the service does not do.
We do not pitch B2B services for editorial service inclusion.
We cannot guarantee articles, backlinks, rankings, AI citations, leads or placements.
And because specialist business publications can have longer editorial lead times, HR and recruitment campaigns may sometimes take longer to translate into published coverage.
Optional paid media opportunities may complement a broader marketing strategy, but they are not required and any media fee is paid directly to the relevant publication or provider.
HR and Recruitment PR is delivered through Standard PR.
Get in touch and tell us about your organisation, expertise and goals. We will let you know where we think the strongest PR opportunities are and whether Fair is the right fit.