Web design & search · Recruitment & staffing

Recruitment website design that gets both sides through the door.

A recruitment site has two different visitors asking two different questions: a candidate wanting the right role, and a client wanting the right hire. Most sites answer one well and leave the other as an afterthought.

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01 Why recruitment and staffing firms work with us

Two audiences, two paths, not one generic site

A candidate browsing roles and a client wanting to brief a vacancy want completely different things from the same visit. Web development here means building and maintaining separate, clear paths for each rather than forcing both through one homepage that ends up serving neither well.

One team for the site, the ads and the search

A recruitment firm does not want three suppliers to referee. We build the site, run the Google and Meta ads, and do the search work behind it, so the click the ads paid for lands on a page built to convert, wired into the CRM you already run so a lead is tracked rather than retyped. Built to hold as you scale it, across the UK and the US.

See that work

The job board integration usually needs to be honest, not just pretty

Live vacancies, application tracking and CV upload are usually the actual product, and a site that looks good but fights the ATS behind it loses candidates at the worst possible step. We build around the system you already run rather than against it.

Recruitment web design and the marketing around it are one decision

Most recruitment agency web design ends at handover, which leaves a firm with a site and no plan for filling it. Marketing for recruitment agencies has to account for the fact that the same site is doing candidate attraction and client business development at once, and those two want different pages, different proof and different budgets.

02 How two visitors get answered without confusing either

A recruitment site is read by a candidate looking for a role and a client looking for a hire, and they want opposite things from the same pages. Nothing here is a lead you buy from us. It is a machine you own: two routes that do not dilute one another, job content that actually ranks, and a client enquiry that does not arrive through the candidate form.

Two audiences, two routes, from the first screen
Most agency sites answer candidates well and clients barely, or the reverse. A hiring manager should not have to scroll past three hundred vacancies to learn what you charge and how you work. Splitting the routes at the top is the structural fix in this sector.
The job board is a search asset, if the jobs are real pages
Every live vacancy is a page that can rank for a role plus a place, and most agencies waste that on a script rendering nothing crawlable. Real pages, real titles, schema in place, tidied when a role closes. Done properly the board brings candidates with no advertising spend.
Clients buy the specialism, so the specialism has to be visible
A client is choosing on whether you genuinely know their market, not on your values. Sectors, seniority, typical time to hire, and what happens if a placement leaves. Concrete answers on a page written for them, rather than a paragraph inside an about section.
Ads work on the client side, rarely on the candidate side
Candidate attention is won with jobs and with search, and paid rarely improves on it. Paid pointed at hiring managers, on the role types and sectors you want more of, is where the money in this business actually sits.
The client enquiry should never arrive as a CV
Role, seniority, location, contract or permanent, and roughly when they need somebody, asked on a client form that is not the candidate form, means a consultant picks it up already knowing whether it is theirs.

Recruitment website design questions, answered

What experience do you have with recruitment and staffing firms?

The work a recruiter needs is the work we do: a site whose job is the enquiry rather than a checkout, ads that have to pay for themselves, and search that keeps the right work coming in. What we do is the whole engine: Google Ads and Meta for the enquiries you need this month, SEO for the ones that keep arriving without a media budget behind them, and a funnel between the two that brings the cost per lead down and qualifies what reaches your team. It connects to the CRM you already run, so a lead is tracked rather than retyped, and it is built as a foundation you can scale on rather than something that breaks at three times the volume. Founder-led, 100+ builds across the UK and the US. Tell us how your client briefs and candidate applications arrive today and we will show you where the site, the ads and the search move first.

Do you only build Shopify sites?

No. Shopify is where most of our work sits because most of our clients sell products online, and a recruitment firm usually does not sell that way. We build on whatever fits the job. This site runs on Astro and Cloudflare, and the surfacing contractor runs on WordPress.

Can you integrate our ATS or job board?

Usually, yes. Most applicant tracking systems and job board platforms offer an embed, a feed or an API, and we would connect to the one you already run rather than build a second place to manage vacancies. What is possible depends on the system.

Do you build separate sections for candidates and clients?

Yes, and we would usually recommend it. A candidate looking for a role and a client wanting to brief a vacancy are asking different questions, and forcing both through the same path tends to serve neither well.

Do you run search or paid media for recruitment firms?

Yes, and it usually needs splitting the same way the site does: candidate-side search behaves completely differently to client-side search, in volume, intent and what converts. Recruitment seo and seo for recruitment agencies both describe that work, and the split is the whole job: ranking for the roles candidates search and for the hiring terms clients search are two different projects sharing one site.

Do job adverts on our own site actually get found?

They can, and most recruitment sites make it impossible. Job postings need proper structured markup to appear in Google's jobs results, they need to be indexable rather than trapped behind a search filter, and expired roles need handling so the site is not full of dead pages. Done properly your own vacancies bring candidates in without paying a board for every one.

Should advertising target candidates or clients?

Clients, in almost every case, and it surprises people. Candidate flow is usually the cheaper problem to solve, through job listings, referrals and the boards you already use, while a single new client relationship pays for a year of advertising. The exception is a genuine shortage in a specialism, and then it is worth doing properly rather than as an afterthought.

Can you get us ranking for our specialism plus the location?

That is the target and it is the winnable one. Recruitment agency terms in general are contested by national brands and job boards with budgets that do not resemble yours; a specialism plus a place is a smaller search with a hiring manager behind it. Months rather than weeks, and it holds once it lands.

How do we win clients from the site rather than just candidates?

By building a side of the site that talks to them, which most agencies do not. A hiring manager wants your placement record in their sector, your process, your terms, your guarantee period and evidence you understand the roles. That content sits separately from the candidate journey and it is what the client-facing search work points at.

How much does the design matter in recruitment?

More than the sector behaves as though it does. Agencies compete on trust and speed, both of which get judged on the site in seconds, and the market is full of templates that all look the same. Looking materially better than the three competitors a client is also talking to is a real advantage and a cheap one.

How do we know which placements came from the website?

By tagging the enquiry when it arrives and carrying that tag into your CRM, so a fee invoiced four months later can still be traced back to the search that started it. Without that the website looks like it does nothing, because the gap between first visit and invoice is long enough to lose the thread.

Can you remarket to clients who briefed a vacancy but never confirmed the placement?

Yes, and given how long a placement takes to close it usually matters more than the first ad did. We set up remarketing to the clients and candidates who already engaged rather than only chasing new ones, which is normally the cheaper click of the two.

Tell us what you need

Ads, SEO, web design, web development and lead generation for recruitment & staffing, from one team. Tell us what you are after and we will reply personally. No wizard, no ten questions.

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