Recruitment Website Design

What usually goes wrong

• Jobs are typed onto the site by hand, so live roles are missing and filled roles are still up.
• Applying means downloading a form, filling it in and emailing it back.
• The employer side is one page called Clients that says you are passionate about people.
• Job pages carry no salary, no location detail and no structured data, so they never appear in Google's job results.
• Candidate CVs land in a shared inbox, which is a data protection problem waiting to happen.
• The site looks identical to every other agency in your sector, down to the stock photo of a handshake.

Questions recruitment agencies ask us

Do you work with generalist or specialist agencies?

Specialists get more out of this. When you recruit for one sector, the site can talk to that market properly and the job pages compound. A generalist site can still work, but the content has to be split by sector to rank for anything.

How much does it cost?

It depends on which CRM you use and how much of the employer side you need. We give you a fixed, itemised quote after a short call.

Can you connect to the CRM we already have?

In most cases yes. Tell us which system on the call and we will confirm before quoting rather than after. If the integration is genuinely not possible we will say so instead of building a workaround that breaks.

We post our jobs on the big boards already. Why do we need our own?

On a job board you are competing with every other agency on price and speed, and the candidate belongs to the board. Roles on your own site build your own candidate pool and let you appear in Google's job results directly.

How long does it take?

The build is quick. The integration depends on your CRM and how clean the data is. We check that before quoting so the timeline you are given is the one you get.

More questions we get from recruitment agencies

Can job listings be fed automatically from our CRM?

Yes, and they should be. Bullhorn, Vincere, JobAdder, Mercury and most others expose an API or a feed. The site pulls from it so a role posted once appears everywhere and a filled role disappears. Hand typing jobs onto a website is how you end up with candidates applying for something you closed a month ago.

How do we get our jobs into Google's job search results?

Each vacancy needs its own indexable page carrying JobPosting structured data with the title, description, location, employment type, hiring organisation and posting and closing dates. Salary is optional but listings with it perform better. Roles hidden behind a search filter with no unique URL cannot be indexed at all.

What data protection issues come with candidate CVs?

A CV is personal data and often includes special category data. You need a lawful basis, a privacy notice written for candidates rather than clients, a retention period you actually apply, and a route for someone to ask what you hold or have it deleted. Storing CVs in a shared mailbox indefinitely fails most of that.

Should the site be aimed at candidates or clients?

Both, with separate routes from the homepage. They are looking for different things and are worth different amounts to you. Candidates arrive through job searches and go straight to a role. Employers arrive through sector and service searches and want evidence you know their market before they call.

How fast does a recruitment website need to be?

Fast enough that a candidate on a phone on a commute completes an application. Job seekers browse in short bursts on mobile data, often comparing several agencies. A slow job page or an upload that fails on a phone loses the applicant to whoever loaded first.