Recruitment websites that serve both sides of the desk.
A recruitment website has to convince two audiences with opposite needs at the same time. Candidates want jobs - current ones, searchable, applyable from a phone in under a minute. Clients want proof you can fill their roles - sector depth, process, evidence. Most agency sites pick a side by accident and quietly leak the other.
We build both sides deliberately: a jobs experience that is genuinely live and genuinely mobile, and a client side that gives your BD conversations somewhere credible to land.
audiences with opposite needs: candidates and clients
jobs fed from your ATS - never rekeyed, never stale
what the mobile apply flow has to fit in
A stale jobs page tells candidates the agency is asleep. A clunky apply flow loses them at the exact moment of intent.
The jobs board is software, not a page.
A jobs page maintained by hand is always stale, and a stale jobs page tells candidates the agency is asleep. The right build feeds jobs from the system your consultants already use - your ATS or multiposter - so the site updates itself, roles disappear when filled, and nobody is rekeying adverts on a Friday. That is an integration, and it is the single most valuable piece of engineering on a recruitment site.
Each role should ship with proper JobPosting structured data, which is what makes listings eligible for Google's jobs experience - a large, free source of candidate traffic that hand-built pages almost always miss. Add search and filtering that match how candidates actually look (role, sector, location, salary), and the site starts doing a consultant's sourcing work while they sleep.
Apply must survive a phone.
Most candidates browse on a phone, often in a job they have not told anyone they are leaving. An apply flow that demands a desktop, a login, or a CV upload from a device that does not have the CV on it loses them at the exact moment of intent. The flow has to be one screen where possible: name, contact, CV if available now or a link to send later, done. Every additional field is measurable candidate loss.
Speed matters twice here: page speed for the impatient browse, and time-to-apply for the caught moment. Both are build decisions, not content decisions, which is why they get engineered rather than hoped for.
The client side is your BD deck, always on.
Employers choosing an agency want narrow proof: that you know their sector, fill their kind of role, and work the way they want to buy - contingent, retained, embedded. Sector pages with real depth beat a generic 'our services' page because they are what a hiring manager forwards to HR to justify shortlisting you. This is also where honest numbers pull weight: time-to-fill, fill rates and retention figures where you genuinely track them, and nothing invented where you do not.
The website will rarely close a client on its own - recruitment is sold by people. Its job is to never lose the deal your consultant started: to be the credible, specific, current site that a prospect checks after the call and finds nothing to doubt.
What a recruitment website has to nail.
- Jobs fed live from the ATS your consultants already use
- Roles that expire themselves when filled
- JobPosting schema on every role - eligible for Google's jobs results
- Search and filters that match how candidates actually look
- A one-screen apply that works on a phone without the CV to hand
- Sector pages deep enough to forward to a hiring manager
- Real fill and retention numbers where you track them - nothing invented
- Fast enough for the caught, browsing-at-work moment
Websites from £4,500
Strategy, design, build, local SEO foundations and analytics - itemised before you commit, yours from day one.
Built for Google's own tests
Plain, fast code that scores top marks on Lighthouse, because speed is a ranking factor and a conversion factor in the same breath.
Growth from £850/mo
SEO, paid search and AI visibility once the site is live - reported on enquiries, not vanity metrics.
If you are a two-person boutique living entirely on retained relationships and referrals, a full jobs-board build may be more website than the business needs - a sharp, credible brochure site could be the honest buy, and we will say so. The full build earns its keep when candidate flow matters, when you are competing for terms against bigger agencies, or when consultants are wasting hours on manual advert admin an integration would kill.
Fair questions.
From £4,500 for the site itself. A live jobs integration with your ATS is scoped separately once we have seen the system - simple one-way feeds sit at the lower end of integration pricing, and we quote after technical discovery rather than from a feature list.