Websites for staffing and recruiting firms
Two audiences arrive on the same site wanting opposite things. An employer wants to know you can fill a role. A candidate wants to know what is open today. Serve them both badly and the site does nothing for either.
What a staffing site has to get right
A clear fork, early
Employers and candidates should be able to tell within a second which path is theirs. Sites that blend the two make both groups read copy written for someone else.
Listings that stay current
A filled role still posted is worse than no listing at all — it wastes a candidate’s application and tells an employer you are not on top of things. Listings have to be as easy to close as to open.
Applications that survive a phone
Most candidates apply from a phone, often on a break. A multi-step form that demands a desktop resume upload loses the applicant you wanted.
Proof you can fill the role
Employers are choosing between firms that all claim the same coverage. Named specialisms, real placement detail and the industries you actually serve do more than another line about partnership.
Almost every problem with a staffing site traces back to the two-audience split.
What we build for staffing firms
Every site we build covers these essentials, with SEO built in from the first page.
Two front doors
Separate paths for employers and candidates from the first screen, each with its own pages, its own language and its own call to action.
A job board you control
Post, edit and close roles yourself, with listings structured so search engines can index them as jobs rather than as ordinary pages.
Mobile applications
Apply in a couple of minutes from a phone, resume optional at the first step, so you hear from people who would otherwise have closed the tab.
Specialism pages
One per sector or role type you place, each able to rank for that sector rather than competing with the rest of the site.
Employer intake
Role requirements captured properly at the request, so the first conversation starts from something real.
Your ATS, connected
Listings and applications flowing into the system you already use instead of a second inbox to check.
Related services
Other industries we build for
ManufacturingCoaches and authorsLaw firmsProperty managementAll industries
Questions
Can the job board connect to our ATS?
Usually. Most of the common systems offer a feed or an API, and where one exists we connect to it so roles are posted once. Where none exists, the board runs on the site and exports.
Will job listings show up in search?
They can. Listings marked up correctly become eligible for job-specific search results, which is a materially different level of visibility from an ordinary page.
Should candidates need an account to apply?
Usually not for the first application. Every field and every login step between a candidate and the Apply button costs you applicants, and the trade is rarely worth it.
How do we stop old roles sitting there?
Listings can carry an expiry date and close themselves, so a role nobody remembered to pull disappears rather than embarrassing you a month later.
How much does a staffing website cost?
Prices vary with the size of the site and the features you need. Contact us for a free quote, or use our instant quote tool for an estimate.
How long does a build take?
Two to four weeks. If an ATS integration is involved, that is usually the part that sets the timeline.
Tell us what you need it to do
Describe the business and what the site is failing to do now. We’ll tell you what it would take.