HR software is four markets, not one.
A payroll tool and an applicant tracking system share a category label and almost nothing else. The buyer is different, the articles they read are different, and so are the sites worth a link. This is how I split an HR campaign before any outreach starts.
| Market | Who reads | Pages worth a link | Sites on my list |
|---|---|---|---|
| HR platforms and HRIS | HR managers and owners of small and mid-sized companies | HR how-to guides, onboarding and policy content, small-business management blogs | 32 |
| Payroll | Finance leads, bookkeepers and HR generalists | Payroll and small-business finance content, tax-season guides | 5 |
| Recruiting and ATS | Recruiters, talent leads and hiring managers | Recruiting blogs, hiring guides, interview and job-post advice | 21 |
| Remote hiring and EOR | Founders and ops leads hiring across borders | Remote-work publications, country hiring guides, contractor compliance | 10 |
Counts are live and overlap, because a site that covers hiring often covers onboarding too.
What gets an HR link read.
Practical articles over opinion pieces. HR managers search for things they have to do this week: an onboarding checklist, a leave policy, how to run a performance review. A link inside that kind of article sits right where the reader needs a tool.
Comparison posts for buyers who are close. Roundups of HRIS, payroll or ATS tools are read by people shortlisting software. Getting a product added to an existing roundup is one of the placement types I offer.
Feature and use-case pages as targets. A link from an article about absence tracking should point at the absence feature, not the homepage. It reads better, and it builds authority where the rankings are actually won.
Careful anchors around compliance topics. Employment law and payroll content affects people's jobs and pay. Anchors there stay descriptive and brand-led, never pushed with one commercial phrase.
HR and hiring companies I have built links for.
Each of these hired me and agreed to be named. The placement record for each campaign is available on request from its case study page.
How an HR campaign runs.
- Market first
You tell me which of the four markets you sell into and which pages you want to rank. If my list is thin for your market, I tell you then.
- Competitor gaps
I pull the backlink profiles of the HR tools you compete with and look for the sites and page types that keep appearing.
- Page-level vetting
Every candidate page is checked for rankings, organic visits, topic fit and where the link would sit. The full checklist is on my link insertion service page.
- Pitch and placement
I pitch each editor myself and send you the live URL for every placement when the work is done.
Pricing is the same published packages as every other category, listed in the pricing section, with a one-year replacement on every link.
Questions HR software teams ask.
Do you have enough HR sites for my product?
The table above is the honest answer, updated live. Send me your product and target pages and I will give you the count for your exact market before you pay anything. If it is too thin, I will say so.
Do you work with recruitment agencies and EOR providers, not just software?
Yes, where the sites fit. Remote People, a recruitment and employer of record company, is one of the named campaigns above.
Are the links dofollow and permanent?
Yes. Every link is dofollow, permanent and indexable, and the one-year replacement warranty covers any link that drops.
Can you guarantee rankings for HR keywords?
No, and nobody honestly can. HR software keywords are competitive, and rankings depend on your pages and competitors as much as on links. What I can show you is every placement, live and checkable.