Recruitment sites that serve two audiences properly.
A recruitment website has two completely different visitors: a client with a vacancy and a candidate with a CV. Most sites try to greet both on one homepage and end up converting neither.
What a recruitment site actually needs
Split routes from the first screen
Hiring, or looking? Two clear paths, two sets of pages, two calls to action. It is the highest-impact structural change most agency sites can make.
A job board that search engines can read
Jobs rendered as real pages with JobPosting structured data, so they are eligible for Google for Jobs. A board that only exists inside JavaScript is invisible.
CRM and multiposting integration
Bullhorn, Vincere, JobAdder or Broadbean feeding the board automatically. Nobody should be copying a vacancy into a website by hand.
Candidate registration that respects GDPR
Clear consent, a stated retention period and a working deletion route. A CV database is personal data at scale and it is a real liability if handled casually.
Sector and specialism pages
Your clients do not search for "recruitment agency". They search for a finance recruiter in Manchester. Specialism pages are where the client-side work comes from.
Fast job pages
Candidates browse on phones, often on poor connections, often twenty jobs in a sitting. Every extra second costs applications.
What most recruitment sites get wrong
One homepage speaking to everyone
Client-side copy and candidate-side copy contradict each other. The client wants rigour, the candidate wants warmth, and the page delivers neither.
A job board that renders only in JavaScript
No structured data, no Google for Jobs, no organic candidate flow. The board that should be the site's biggest traffic source generates nothing.
Expired jobs left live
Candidates apply for roles filled in March, then stop trusting the board. Expiry has to be automatic.
No specialism pages at all
The whole site is generic recruitment language, so it ranks for nothing and reads exactly like the other two hundred agency sites in the same city.
What good looks like.
Perfect for you if…
Good to know.
What does a recruitment website cost?
£5,000 to £12,000 with a job board, CRM integration and split client and candidate journeys. A simple brochure site without a live board is less, but the board is usually the reason to build.
Can you integrate with Bullhorn or Vincere?
Yes, both, along with JobAdder and Broadbean multiposting. Vacancies flow from the CRM to the site automatically and expire on their own.
Will our jobs appear in Google for Jobs?
They become eligible once each posting is a crawlable page with valid JobPosting structured data and a real expiry date. Google decides what to show, but without that groundwork the answer is certainly no.
How should we handle candidate data?
Consent captured at registration, a stated retention period, and a deletion route that genuinely removes the record from the site and the CRM. We build the flow; your retention policy sets the timings.
How long does it take?
Eight to twelve weeks. The CRM integration and the job import are the parts that take real engineering time, so we usually build the board first.
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See the pageReady to get started?
Tell us what you need and we'll come back within one working day with ideas and a clear, fixed price. No obligation.