Web design for your industry
Web Design for Recruitment Agencies
A recruitment website has to serve two audiences who want opposite things. Candidates want to find a relevant role and apply in under two minutes, usually on a phone, often on a break. Clients want proof you understand their sector before they’ll consider paying a fee. Most agency sites do one of those adequately and the other badly.
Where the website lets you down
- The job board is slow, unfilterable and looks like a spreadsheet
- Applying requires an account, a CV upload and eleven form fields
- Client-facing pages are three paragraphs of generic partnership language
- Job listings never appear in Google for Jobs
- Consultants have no personal pages, so their networks land nowhere
The opportunities
Where a better website genuinely helps recruitment
A job board built for phones
Fast filtering, clear salary and location, and a two-field application with CV upload. Every unnecessary field costs applications, and the drop-off is steeper than most agencies realise.
Get listings into Google for Jobs
Proper job posting structured data puts your roles directly into Google’s jobs widget, which is free traffic most agency sites simply never claim.
Client pages that prove sector knowledge
Salary guides, market commentary and honest hiring advice for your niche do more to win retained work than any amount of copy about your partnership approach.
Consultant profiles as landing pages
Consultants build the relationships; giving each a real page with their specialism, roles and contact details gives their LinkedIn activity somewhere useful to send people.
A real workflow
Example: a job board that actually converts
- Roles sync automatically from your ATS, so nobody re-types a job twice
- Each listing publishes with job posting structured data for Google for Jobs
- Candidates filter by sector, location and salary without a page reload
- Applying takes a name, an email and a CV, everything else comes later
- Applications land in the ATS against the right consultant, with an instant acknowledgement
What the build involves
- Your existing ATS or CRM, integrated rather than replaced
- Job posting structured data for Google for Jobs
- Fast search and filtering that works without heavy JavaScript
- Analytics tracking applications per role, not just page views
What to realistically expect
Agencies typically see applications per role rise sharply once the form is shortened and listings reach Google for Jobs, often enough to reduce job board spend. On the client side, one retained assignment usually pays for the build.
Recruitment FAQs
Can the site pull jobs from our ATS automatically?
Almost always. Bullhorn, JobAdder, Vincere and most modern systems have APIs or feeds. We confirm yours before the build rather than discovering a gap halfway through.
Do we need candidate logins?
Usually not, and they cost you applications. A simple apply-with-CV flow converts far better; save accounts for cases where candidates genuinely need to track multiple applications.
Should client and candidate content be separated?
Yes, from the homepage onward. They want different things, and trying to speak to both in one message tends to persuade neither.
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See what a better website could do for your recruitment business
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