Free Google Ads Audit for Staffing Agencies

A free Google Ads audit for a staffing agency should show whether paid traffic reaches the correct side of the market, whether candidate applications and employer inquiries become qualified placements, and whether collected fees cover recruiter and delivery costs. Use a focused worksheet that keeps applicants, clients, workers, and vendors separate.

This is an educational self-service review, not employment, legal, immigration, wage, privacy, or compliance advice. Use approved, de-identified evidence and review Google Ads Help plus applicable requirements.

Choose side and service scope

Set the date range and decision: contract staffing, direct hire, temp-to-hire, executive search, payroll, recruiting, employer demand, candidate registration, or a role. Record markets, industries, roles, shifts, pay bands, recruiters, employers, pages, phones, forms, ATS or CRM stages, campaigns, budgets, and conversions.

Separate click, inquiry, applicant, application, screened candidate, qualified employer, interview, offer, placement, start, hours or tenure, invoice, payment, replacement, and margin. Keep support, jobs outside scope, vendors, and duplicates separate.

Build a safe worksheet

Use rows for side, role, market, employer, campaign, page, or recruiter. Include spend, clicks, searches, calls, forms, applications, screening, employer inquiries, interviews, placements, starts, collections, recruiter time, missing joins, owner, action, proof condition, and retest date.

Use test IDs and timestamps, not identity, immigration, health, background, payroll, or client details. If ATS or CRM stages cannot be joined safely, mark the gap and do not estimate placement value.

Check candidate and employer intent

Classify searches as employer staffing, recruiting service, candidate job, role, shift, pay, temp work, direct hire, payroll, resume, application, existing worker support, job, vendor, competitor, or irrelevant. Compare each with the correct audience, page, market, role, and recruiter.

Flag job seekers entering employer forms, employers entering generic applications, filled roles, unavailable shifts, and out-of-market requests. Do not infer protected characteristics, immigration status, health, or suitability from a query.

Review role pages and employment claims

Follow searches through ad, role or service page, requirements, pay or fee information, phone, form, application, and confirmation. Check role status, location, shift, employer or agency identity, qualifications, pay, job type, fees, process, consent, and response.

Flag guaranteed placement, guaranteed hours, universal eligibility, unsupported pay, no-experience promises, immigration claims, hidden candidate fees, and exclusionary language. Confirm filled requisitions are removed or redirected.

Test calls, forms, and recruiter routing

Use an approved test identity and do not submit real identity, immigration, health, employment, background, or payroll information to an uncontrolled system. Test mobile and desktop paths during recruiter and employer coverage.

Check phone ownership, recruiter or account-manager routing, response, voicemail, disposition, source value, form validation, consent, duplicate handling, role selection, resume upload, employer brief, ATS or CRM creation, and confirmation.

Reconcile applications and placements

Compare ad events with applicants, completed applications, screened candidates, qualified employers, interviews, offers, placements, starts, hours or tenure, invoices, payments, replacements, and lost opportunities. Break down by side, role, market, industry, campaign, query, page, device, recruiter, and cohort.

Collect spend, applicant and employer inquiry rates, screening, interview, placement and start rates, tenure, billings, collected fees, pay and burden, recruiter time, sourcing, background or onboarding cost, replacement, refunds, and sales effort. Keep candidate pay, client bill rate, agency fee, invoice, collected cash, and gross margin separate.

Check recruiter and placement capacity

Compare demand with recruiter, screening, employer, role, onboarding, and support capacity. Flag low-quality applications, filled roles, unavailable shifts, unsupported services, and employers without response capacity. Mark missing placement, collection, and tenure evidence unknown.

Review employment, privacy, and consent

Inspect forms, calls, analytics, customer lists, remarketing, applicant and CRM imports, resume uploads, background or payroll handoffs, access, retention, and consent. Keep identity, employment, health, immigration, background, and payroll details in approved systems.

Review equal-opportunity, pay, role, credential, work-authorization, fee, placement, testimonial, and employer claims with responsible owners. This audit is not employment, wage, immigration, fair-hiring, or privacy advice.

Prioritize and retest

Prioritize wrong-side routing, broken applications or calls, expired roles, unsupported employment claims, missing consent, exclusionary language, and placement-stage gaps. Then test exclusions, page and role alignment, recruiter coverage, form fields, role freshness, budget, and offline definitions.

Record original state, owner, expected behavior, cohort, proof condition, and retest result. Annotate hiring demand, role availability, seasonality, staffing, and market changes.

Free staffing-agency audit handoff

Deliver the worksheet, sources, tests, limitations, employment or privacy questions, actions, and next review date. For a deeper process, see how to audit Google Ads for staffing agencies and best Google Ads audit tools.