Recruitment marketing agency for staffing firms in New York
Our US entity is registered in New York, and New York is also the state where a job ad can be non-compliant on its face. Pay transparency turned ad copy into a legal artifact.
Leadstars is a recruitment marketing agency with a US entity in New York, working with staffing agencies, contract staffing firms and direct hire firms. New York's statewide pay transparency law took effect on 17 September 2023 and requires covered employers to disclose a compensation range in advertisements for jobs, promotions and transfer opportunities. Recruiters and agencies advertising on behalf of a client employer are within scope, which means a client that will not give you a range is handing you a problem rather than a job order.
Last updated: 4 September 2026
Key takeaways
- New York's statewide pay transparency law (Labor Law section 194-b) took effect 17 September 2023.
- Covered advertisements must state a good-faith minimum and maximum compensation range, and the job description if one exists.
- It reaches roles performed at least partly in New York, and roles performed outside the state that report to a supervisor, office or worksite in New York.
- New York City has its own ordinance (Local Law 32) already in force; a staffing firm advertising into the city faces both.
What does New York pay transparency require in a job ad?
For a covered advertisement, the ad must state a good-faith range of compensation the employer believes it would pay for the role, expressed as a minimum and a maximum, and it must include the job description where one exists. A single fixed rate is acceptable where the pay really is fixed. Vague formulations such as 'competitive' or 'depending on experience' with no figures do not satisfy the requirement.
Scope matters as much as content. The law reaches jobs that will be performed, at least in part, in New York State, and also jobs performed elsewhere that report to a supervisor, office or other worksite in New York. For a remote-eligible role advertised nationally, that combination is easy to trip over: the ad may be compliant in the state you thought you were advertising in and non-compliant in New York.
- State a good-faith minimum and maximum, or a fixed rate where pay is fixed.
- Include the job description if one exists for the role.
- Remote-eligible ads reporting into a New York office are in scope.
- New York City's Local Law 32 applies on top for roles in the five boroughs.
Where does the exposure sit for a staffing agency?
This is the part staffing firms miss. Recruiters, employment agencies and their employees are covered when they advertise on behalf of an employer, so the compliance question does not stay with your client. If a client hands you a requisition without a range and you run the ad, the ad is the thing that is out of compliance, and it carries your name on it.
There is a distinction in the statute for temporary help firms recruiting applicants to join their own pool of workers, which is treated differently from advertising a specific client opening. Which side of that line a given campaign falls on is a legal question and depends on how the ad is written and what it is actually recruiting for. Get counsel to draw that line for your ad templates once, and then follow it.
Practically, the fix is contractual and upstream: require a pay range on the intake form, refuse to launch without one, and store the range with the requisition so the ad, the landing page and the recruiter's script all quote the same figure.
- Make a compensation range a mandatory field on the job order intake.
- Keep a record of how the good-faith range was set, per requisition.
- Use one range across the paid ad, the landing page and the job board posting.
- Decide, with counsel, how your pool-building ads differ from client-specific ads.
What does Leadstars actually run for a staffing firm?
Two systems, side by side. The Job Acquisition Machine covers candidate demand: paid social campaigns on Meta and TikTok, AI sourcing, and multi-channel job distribution to 15+ job boards, all pointed at a landing page and an application flow built for the role rather than at a generic careers page. The Client Acquisition System covers the sales side: ICP outreach and B2B advertising aimed at companies that are demonstrably hiring, so your recruiters get meetings with hiring managers instead of cold lists.
We commit to lead and applicant volume, not to hires. Fill rate, time to fill and margin depend on your recruiters, your bill rate and your client's interview process, and we do not claim credit for them. What we guarantee is the agreed lead volume, with the first leads arriving within 7 days of launch.
- Cost per applicant reported per campaign, per market and per role type.
- Creative built for the audience: light industrial and hourly roles are advertised very differently from professional direct hire searches.
- Applications delivered into your ATS, or into a simple pipeline if your ATS integration is not ready.
- Client-side outreach that names the account, the role and the reason for the outreach, rather than generic prospecting.
A note on legal accuracy
Leadstars is a marketing agency, not a law firm. Nothing here is legal advice, the rules change, and how a statute applies depends on your entity, your worker classification and your client contracts. Have counsel review your ad templates and your assignment paperwork before you rely on any of it.
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