Website design for recruitment and staffing agencies

Two audiences and one traffic problem

Candidates are the volume. Jobs get hundreds of visits, and clients are far fewer. Left alone, the site becomes a job board with a small Hire from us link in the footer. That wastes the client side, which is where the fees come from.

We make both routes clear from the first screen: Find a job, and Hire talent. The candidate route is quick and mobile-friendly: search, filter, apply. The client route is slower and more persuasive: sectors you recruit in, how you work, fee models, speed to shortlist and a request-a-call form. Each client page speaks to a specific sector or role type, for example finance, engineering or healthcare staffing.

Specialization sells. A clear statement of the niches you know, and pages for each, helps both audiences understand you are not a generic agency.

The job board and Google for Jobs

Your jobs are your most valuable content, and they change daily. They live in your applicant tracking system, such as Bullhorn, JobAdder or Vincere. The website pulls them through the vendor's feed or API, and each job gets its own URL with its own description.

Google can show jobs in a dedicated search experience if the pages carry JobPosting structured data, as described in Google Search Central. That makes the markup worth doing properly. The fields below matter most.

Expired jobs should return a clear closed message or redirect to similar roles. Pay transparency laws are spreading across US states and parts of Europe, so check the rules for the regions where you advertise.

Candidate data and privacy

CVs are personal data, and they carry sensitive details. In the UK and Ireland, GDPR requires a lawful basis, clear notices and limits on how long you keep data. The ICO publishes guidance for employment and recruitment. In the US, privacy rules vary by state, and California's laws cover job applicants. Australia applies the Privacy Act. Ask your lawyer for the retention period and consent wording that fit you.

On the website, that means a plain privacy notice at the point of upload, a consent line for keeping a CV on file for future roles, a simple way to ask for deletion and no sensitive details requested in the first step of an application. Our GDPR website checklist covers forms and notices.

Accessibility matters too. Candidates include people using screen readers and keyboards, and an inaccessible application form can exclude them and create legal risk. We build to WCAG 2.2 AA.

Client pages, tools and automation

For clients, we add a salary guide or hiring guide as a gated or open download, a page on how you work with a typical timeline, and a request form that routes to the right consultant by sector. Candidate tools include job alerts by email, saved searches and a simple CV drop for speculative applications.

Behind the scenes, many agencies save hours with automation: parsing CVs, matching candidates to jobs and following up. That is separate from the website, and our AI automation for recruitment page covers options.

Process and pricing

We work remotely from Pune, with calls in your working hours. The steps are intake on your sectors, ATS and volumes, a page plan, design, a build on WordPress or a custom setup for the job board, a job feed integration with structured data, and a test of the full application flow on phones.

Projects start at $1,500, and our rate is $30 an hour. A small agency with a manual job template, sector pages and a contact form is near the floor. An ATS feed, job alerts, a candidate area and many sector pages take longer, and ATS vendors may charge for API access. We give a fixed quote after a short call. See website design for our approach, and website cost for general drivers.