{01} — MARKETING FOR EMPLOYMENT FIRMS

HegotfiredFridayafternoon.He'ssearching'wrongfultermination'Sundaynight.

Employment clients search from the kitchen table, after hours, angry and uncertain whether they even have a case. Most give up after one unanswered call — or one intimidating intake form. We build employment firms to be visible at the Sunday-night moment, to answer instantly, and to separate the strong claims from the venting — automatically.

Get a free employment marketing auditSee the system ↓

Law firms only · One firm per market · Free, no-obligation audit

Sunday nightpeak search window
'Do I have a case?'the #1 question
1 unanswered callwhere most claims end

{02} — THE EMPLOYMENT BATTLEFIELD

The claim is searched Sunday night. Your office opens Monday at nine.

  • The Sunday-night search. Termination happens Friday; the lawyer search happens Sunday at 10pm, after a weekend of stewing — exactly when your office can't answer. By Monday at 9, the urgency has faded or a competitor's chat already captured them. Employment intake is an after-hours sport.

  • The ‘do I have a case?’ fog. Your visitor doesn't know if what happened to them is illegal — at-will state, harassment thresholds, unpaid overtime rules. A website that just says ‘contact us’ leaves them in the fog, and people in fog don't fill out forms. The firm that answers the question earns the claim.

  • The qualification burden. For every strong retaliation case, intake wades through dozens of vents about mean bosses. Manual screening burns staff hours and — worse — makes firms slow to respond to everyone, including the case worth six figures. Slow response is how strong claims walk.

{03} — IMAGINE INSTEAD

Visible at the moment of anger. Answering before it fades. Qualifying before you wake.

Sunday, 10:15pm. ‘Fired for reporting safety violation’ — your firm's page answers the exact question, plainly. The chat assistant picks it up: what happened, when, any documentation, witnesses — your screening questions, asked conversationally. By 10:30 it's flagged a strong retaliation claim, booked a Tuesday consultation, and sent him a ‘what to gather’ checklist that makes him feel — for the first time all weekend — like someone is on his side. Monday morning your team sees one qualified retaliation case at the top of the pipeline, not forty voicemails to wade through.

Own the after-hours moment

Rankings and intake built for nights and weekends — when employment law actually happens.

Answer the fog question

Content that tells them whether they might have a case — the answer that earns the contact.

Qualified, not buried

AI screening that surfaces the strong claims and politely handles the rest.

{04} — BUILT FOR EMPLOYMENT FIRMS

Built to capture the claim before it gives up.

  1. 01

    SEO for Claim-Type Searches

    Wrongful termination, retaliation, harassment, wage theft, discrimination — each with content that answers 'do I have a case?' before asking for contact.

    SEO
  2. 02

    Google Ads with Claim Filtering

    Capturing high-intent searches while negative lists screen out the employer-side and HR-question traffic.

    Google Ads
  3. 03

    Conversion-Built Website

    Pages that answer the fog question plainly, so the after-hours visitor knows they might have a case before they fill anything out.

    Websites
  4. 04

    AI Voice Agents

    For the callers — same screening by phone, because the unpaid-overtime crowd often calls before they type.

    Voice Agents
  5. 05

    AI Chatbots

    Your 24/7 screener — qualification questions asked conversationally, strong claims flagged and fast-tracked.

    AI Chatbots
  6. 06

    Pipeline Automation

    Document-gathering checklists, consultation prep, and statute-of-limitations-aware follow-up that never lets a strong claim go stale.

    AI Automations
  • Nights & weekendswhen claims search
  • Flaggedstrong claims, automatically
  • 0six-figure cases lost to voicemail

{05} — FOUNDING PARTNERS

One employment firm per market. Make sure it's yours.

We never run marketing for two competing firms — one employment firm per market, period. Five founding spots remain this quarter with locked pricing and direct founder access. If your competitor claims your city first, we'll be turning YOU away — and we'd honestly rather not.

3 of 5 spots remaining

{06} — QUESTIONS EMPLOYMENT LAWYERS ASK

The doubts, answered honestly.

Straight answers on cost, speed, AI intake, and the one-firm-per-market rule — for employment law firms specifically.

It asks your screening questions — protected activity, timing, documentation, witnesses — and scores against your criteria. It doesn't make legal judgments; it makes sure YOUR judgment is spent on the conversations that deserve it. You review the flags and tune them monthly.

That volatility IS the argument: rankings and intake that run year-round smooth the case flow, and the SEO asset compounds during the quiet months so the busy ones are bigger. The audit models your market's volume.

Either — but never both in one market. The one-firm-per-market rule applies to your side of the v.

Chat within days of script approval; voice within a week or two. Most employment firms start there — it's the bleeding wound — while ads and SEO build behind it.

Built in: follow-up sequences are deadline-aware by claim type, so a strong claim approaching a filing window gets escalated, not a polite monthly email.

Somebody in your city is drafting their resignation-in-protest right now.

The employment marketing audit is free, claim-mix analysis included, and yours to keep.

No contracts · One firm per market · Yours to keep