How to Hire an SEO Expert: 7-Step Process, Tools & Tactics

Hiring the wrong SEO expert can lead to poor keyword targeting, outdated tactics, and technical mistakes. These issues can lower your search rankings, reduce organic traffic, and damage your brand’s credibility. Yet many hiring teams still rely on generic resumes and gut feel.

In today’s competitive market, top SEO talent is hired in days. You can’t afford to guess when making this critical marketing hire.

This research-backed hiring guide is for startup founders, marketing leads, and hiring managers. From defining the role to sourcing, screening, and onboarding, here’s how to hire an SEO expert the right way.

7 Proven Steps to Hire an SEO Expert

A structured hiring process minimizes costly mis-hires and ensures your website’s visibility, rankings, and traffic improve over time. Here’s a 7-step roadmap on how to hire an SEO expert, followed by top recruiters.

1. Define Your Hiring Needs and Set a Budget

Before posting a job, get crystal clear on what you expect your SEO expert to deliver. Is the focus on increasing organic traffic, improving keyword rankings, or boosting conversions through technical optimizations? or everything.

Define:

• Primary goals (e.g., rank for high-intent keywords, improve site speed, enhance local SEO).
• Scope of work: strategy only, or also hands-on execution?
• Reporting expectations and KPIs (organic traffic growth, domain authority, conversion rate, SERP visibility).

Once requirements are clear, set a realistic budget that covers:

• Salary benchmarks from tools like Glassdoor and PayScale.
• Performance bonuses tied to specific KPIs (e.g., top 3 rankings for priority keywords, X% traffic growth).

Useful Stat: In the U.S, SEO Specialists typically earn around $65,000 annually. However, those skilled in technical SEO, analytics, and various CMS platforms can earn over $80,000.

2. Write the Perfect Job Description and Post It Online

Your SEO expert job description should specify whether you need a technical SEO specialist, a content-focused SEO strategist, or someone who can handle both. Prioritize measurable outcomes over generic tasks.

A strong SEO JD includes:

• Specific job title (e.g., “Technical SEO Specialist” or “SEO & Content Strategist”).
• Purpose of the role and key KPIs (organic traffic growth, ranking improvements, backlink acquisition).
• Core responsibilities (keyword research, on-page optimization, site audits, technical fixes).
• Must-have skills (e.g., Google Analytics, SEMrush, schema markup, link building strategies).
• Benefits, salary range, and work setup (remote/hybrid).

To attract top talent, post your listing where SEO experts actually look:

• Skima AI (AI-powered job posting distribution to top boards).
• LinkedIn.
• SEO and marketing job boards like SEOjobs.com, GrowthHackers, and We Work Remotely.
• Your company's careers page.

Stat: Job postings with clear pay ranges attract up to 70% more applicants, improving both quality and diversity of candidates.

3. Source SEO Experts and Parse Resumes

To hire the best SEO specialist, don’t rely on inbound applications. Proactive sourcing ensures you find an SEO expert before competitors do.

Here’s how to find qualified SEO talent:

• Search your internal resume databases instantly with AI tools like Skima AI to identify candidates with relevant SEO skills.
• Get referrals from your marketing, content, or web development teams. They often have good connections to SEO specialists you can trust.
• Find an SEO expert on SEO-focused LinkedIn groups.
• Join dedicated SEO communities like SEO Signals Lab on Facebook, Traffic Think Tank on Slack, and WebmasterWorld for valuable insights.

Once you’ve sourced resumes, use Skima AI’s resume parser to convert unstructured CVs into a clean, searchable format. It automatically extracts skills, tools, certifications, and work history, saving hours in screening time.

4. Screen Applications and Shortlist the Best Profiles

With structured resume data in hand, manual screening can still take hours. Top recruiters use Skima AI Search to quickly assess SEO candidates. They rank candidates by relevance and give a match score out of 100. Each score comes with clear explanations.

When screening manually, don't just consider years of experience. Look closely at measurable SEO impact and the depth of technical skills, too. The best SEO experts combine analytical thinking, creativity, and adaptability to algorithm changes.

Prioritize candidates who can:

• Show proven results (e.g., “Increased organic traffic by 150% in 6 months”).
• Demonstrate strong keyword research, content optimization, and link-building skills.
• Have experience with relevant tools (e.g., Ahrefs, SEMrush, Google Search Console).
• Tailor strategies to specific industries or audience segments.
• Use analytics to refine SEO tactics, not just report on them.

Insight: Recruiters usually spend about 23 hours screening resumes for one role. AI scoring tools like Skima AI can cut this time down to minutes while keeping accuracy high.

5. Conduct Structured Interviews to Assess SEO Skills

Once you’ve shortlisted top SEO candidates, it’s time to connect. Use Skima AI campaigns to automate outreach. Connect through email, LinkedIn, and SMS. This saves time and ensures a smooth candidate experience.

Inform candidates that they have reached the interview stage. Then, explain the process clearly. Avoid generic questions; focus on structured ones that assess both technical depth and strategic thinking.

You can include:

• How would you approach improving our website’s organic traffic in 90 days?
• Which keywords should we target based on our current market position and why?
• How do you respond to a sudden drop in rankings after a Google algorithm update?

Assess with:

• A keyword research and content optimization assignment.
• A quick SEO audit of a landing page, outlining issues and opportunities.
• A walkthrough of past projects showing traffic growth, ranking improvements, and ROI.

Stat: Harvard Business Review reports that structured interviews are twice as effective as informal ones in predicting job success.

6. Check References and Send a Competitive Job Offer

Before finalizing your SEO expert, verify their track record through reference checks. Focus on their skill in providing clear SEO results. They should adapt to algorithm changes and seamlessly collaborate with different teams.

Ask former managers or clients about:

• Quality and accuracy of keyword targeting and optimization.
• Consistency in meeting traffic growth or ranking improvement goals.
• Communication with content writers, developers, and marketing teams.
• Responsiveness to feedback and problem-solving during SEO challenges.

If the feedback is positive, prepare a competitive offer:

• Base salary + performance bonuses (e.g., for traffic, rankings, or lead generation targets).
• Professional development budget for SEO tools, courses, or certifications.
• Flexible work options (remote or hybrid) to attract top talent.
• Clear start date, KPIs, and reporting structures.

7. Onboard Your New SEO Expert Effectively

Once your offer is accepted, a smooth onboarding process ensures that your new SEO expert can start optimizing your website and strategy from the very first day.

A good onboarding process helps them grasp your business goals, audience, and current SEO performance. This way, they can deliver results faster.

Onboard Checklist:

• Provide access to analytics tools (Google Analytics, Search Console, Ahrefs, SEMrush). Also, share previous SEO reports.
• Share brand guidelines, tone of voice, and target keyword lists.
• Walk them through your website’s CMS, content library, and backlink profile.
• Introduce them to key stakeholders (content, dev, and marketing teams).
• Set a 30-60-90 day roadmap (e.g., conduct a technical audit, optimize priority pages, implement a link-building plan).

Insight: Structured onboarding allows SEO hires to begin effectively. It helps them stay focused on your goals and achieve measurable growth faster.

Once you know how to hire an seo expert, the next challenge is ensuring you hire the right one. A polished resume can be misleading, so knowing how to spot warning signs early will save you from costly missteps.

How to Identify Red Flags in an SEO Resume?

Even skilled recruiters can overlook warning signs in an SEO candidate's application. A polished portfolio may not reflect true expertise, especially in a field where results can be twisted or misinterpreted. Spotting red flags early can save you from costly mis-hires.

Here are the 6 most common red flags to look out for:

1. Vague or Overly Generic Case Studies

If a candidate claims to have “increased organic traffic” or “improved rankings” but lacks specific numbers, timeframes, or strategies, they might be overstating their achievements.

Strong candidates will say: “I increased organic traffic by 120% in just 6 months. I achieved this through a technical SEO audit, fixing 84 crawl errors, and publishing 15 long-form articles.”

2. Overpromising Unrealistic Results

Beware of anyone who guarantees first-page rankings in a month or two. SEO is a long-term game, even with strong strategies.

Google’s data shows that it can take 3 to 6 months to see big changes in rankings for competitive keywords.

3. Overreliance on Vanity Metrics

If their pitch focuses on keyword rankings without connecting them to leads, conversions, or revenue, they could lack a business-minded approach to SEO. The best SEOs connect every optimization to ROI, not just traffic spikes.

4. Outdated Tactics in Their Skillset

If they list practices like “link exchanges,” “article directories,” or “keyword stuffing,” run. These are outdated and can negatively impact your rankings.

Google’s Spam Update in 2023 penalized thousands of sites using such tactics.

5. No Mention of Tools or Data Analysis

Modern SEO is data-driven. The ideal candidate should know how to use tools like Google Search Console, Ahrefs, SEMrush, Screaming Frog, and analytics dashboards. A lack of these tools in their resume may mean they’re guessing, not testing.

6. Ignoring Content and User Experience

If they only talk about technical issues and don’t mention content quality, audience targeting, or on-page UX, that’s a warning sign. Today, Google's ranking factors focus on helpfulness and relevance, not just keywords.

Stat: 74% of employers have hired the wrong person at least once. Each bad hire costs about $14,900. Thorough vetting, including spotting these red flags, helps you avoid being part of that statistic.

Avoiding red flags ensures you don’t waste resources on the wrong person, but hiring the right one still comes with an expense. Here’s what you need to know about SEO expert hiring costs and how to reduce them.

Cost of Hiring an SEO Expert & How to Reduce It

We haven't found the exact cost of hiring an SEO expert. However, hiring an employee usually costs between $4,000 and $20,000 or more. This depends on the level of expertise, tools used, and how you recruit.

Here’s how you can reduce these costs with an all-in-one hiring solution like Skima AI:

• Eliminates the need for multiple job board listings by auto-distributing AI-optimized postings across high-visibility channels in one click.
• Saves 30–40 hours per hire with automated resume screening, keyword-based SEO skill matching, and shortlisting.
• Replaces costly SEO assessments with built-in tests tailored to keyword research, technical audits, link-building strategy, and content optimization.
• Reduces reliance on external recruiters by automating proactive candidate sourcing and personalized outreach.
• Includes a built-in ATS and analytics dashboard, cutting the costs of multiple software subscriptions.
• Integrates seamlessly with your existing tools, ensuring smooth hiring workflows.
• By streamlining every step of the process, Skima AI helps you hire the right SEO expert faster while saving thousands in recruitment costs.

Cost-cutting is important, but ensuring a strong return is essential. Monitoring ROI helps you connect your SEO spend to actual growth, ensuring your investment is justified and scalable.

Legal Requirements for Hiring Employees

Hiring in the U.S. involves key federal and state-level legal criteria that every employer must follow. Below are the six essential requirements.

1. Get an Employer Identification Number (EIN)

All businesses with employees must obtain an EIN from the IRS. This unique 9-digit tax identification number is required for payroll and tax reporting. You can apply for it online for free through IRS.gov.

2. Verify Work Eligibility using Form I‑9

Every employer in the U.S. must fill out Form I-9 for each new hire. This form confirms the employee's identity and their legal authorization to work. Both employee and employer portions are mandatory, and Section 2 must be completed within three business days of the start date.

3. Report New Hires to the State

When you hire staff, federal law says you must report all new hires or rehires within 20 days. You need to send this information to the state’s “Directory of New Hires." This supports child support enforcement and unemployment systems.

4. Comply with Federal and State Labor Laws

Employers must adhere to:

• The Fair Labor Standards Act (FLSA) governs minimum wage, overtime, and recordkeeping.
• Equal Employment Opportunity (EEO) protections.
• OSHA rules for workplace safety apply especially if you have five or more employees in the private sector.

5. Post Required Labor Law Notices

U.S. employers must display federal and state labor law posters in a visible workplace location. Posters include rights under wage, safety, and anti-discrimination laws. The Department of Labor provides these for free.

6. Obtain Workers’ Compensation Insurance

Most states, including California and Florida, require workers’ compensation coverage when you have employees. This insurance helps pay for medical expenses and lost wages from work-related injuries. It also protects you from liability lawsuits.

3 Best Hiring Software to Hire an SEO Expert

Top recruiters use intelligent hiring platforms to automate tasks, match candidates, and make smarter decisions. Below are three top-rated tools widely trusted by the best hiring teams in the U.S.

1. Skima AI

Skima AI is an end-to-end AI hiring software built for recruiters who value data-driven, high-quality hiring at scale. Its in-house AI models help you streamline job posting, talent sourcing, resume parsing, candidate matching, personalized outreach, and analytics.

Plus, it is designed to integrate seamlessly with your existing ATS, payroll, VMS systems, and more. Skima AI enables teams to hire faster without sacrificing quality or increasing the learning curve.

Key Features of Skima AI:

• One-click multi-board job posting
• Accurate AI Resume Parsing
• Powerful AI Search (Trained on millions of resumes)
• AI Matching Score & Reasoning
• Custom AI Matching Models
• Local Database Search (talent rediscovery)
• Talent pipeline management
• Branded Careers Page
• Seamless Integrations to ATS, LinkedIn, Job Board, Chrome, etc.
• Enterprise Grade Security & Compliance (SOC 2)
• Advanced Analytics & Reporting
• Dedicated Infrastructure Options (Cloud, On-premises, Hybrid)

Skima AI's Impact: Teams using Skima AI report up to 40% faster hiring cycles and 2x higher-quality applicants, based on internal case studies.

2. Greenhouse

Greenhouse is a leading ATS and recruitment software. It centralises all hiring stages, from sourcing and structured interviews to onboarding and analytics.

The platform includes AI-powered tools, custom workflows, and numerous integrations. These features help companies streamline hiring and enhance decisions with data-driven insights.

Key Features of Greenhouse:

• AI-Powered Recruiting
• Talent Sourcing & CRM
• Structured Interview Management
• Diversity & Inclusion Tools
• Reporting & Analytics
• Onboarding & Candidate Experience
• Integrations

3. Lever

Lever combines an ATS with a CRM, helping hiring teams nurture passive talent just as effectively as active applicants. Its intuitive UI and automation features make it easy for recruiters and hiring managers to stay in sync.

Moreover, businesses can customize workflows to improve collaboration and decision-making. This leads to quality hires and cost savings over time.

Key Features of Lever:

• Applicant Tracking System centralizes all candidate data.
• AI Interview Intelligence provides structured interview guides.
• Recruitment analytics, such as time-to-hire, offer acceptance rates, etc.
• Recruitment tasks automation, like candidate outreach, scheduling, etc.

Summary - Hire the Best SEO Expert

An SEO expert can enhance your online presence, boost qualified traffic, and foster business growth. Yet, many companies struggle with unclear role expectations and lengthy hiring processes. They often select candidates whose skills don’t align with current SEO practices.

This hiring guide outlined a step-by-step approach on how to hire an SEO expert, from defining the role to onboarding. You learned to assess their technical skills, strategy, and cultural fit.

With an efficient hiring system, you can attract top SEO talent and gain a competitive edge in search rankings. Skima AI helps hiring teams in sourcing, assessing, and engaging SEO experts through AI automation. Start your 14-day free trial today.

Frequently Asked Questions

1.How do I find an SEO expert with proven results?

Check case studies, keyword ranking improvements, and traffic growth data. Skima AI helps you find an SEO expert faster with AI-powered sourcing, screening, and skill-matching tools.

2. What should I include in an SEO expert job description?

Mention technical SEO, content strategy, analytics tools, and link-building skills. Include KPIs like ranking improvements, traffic growth, and conversion rates to attract qualified candidates.

3. How do I verify an SEO expert’s performance claims?

Ask for access to analytics dashboards, ranking history, and campaign reports. Confirm results with real data, not just screenshots or testimonials.

4. How long does it take to hire an SEO expert?

It can take 4-8 weeks, depending on role complexity. Using an AI hiring platform like Skima AI can cut the hiring time by up to 50%.

5. What skills should I test when hiring an SEO expert?

Test keyword research, technical audits, on-page optimization, and link-building strategy. Include problem-solving scenarios to assess real-world performance.