Website development for recruitment agencies
A recruitment agency website has to close two markets at once, and most fail at both in the same way. Candidates arrive wanting live, searchable jobs with real salary information and a painless way to apply or register. Clients (the hiring managers who actually pay the fees) arrive wanting evidence that the agency knows their sector and can reach candidates they cannot. The typical agency site serves neither: a job list that is weeks stale, a contact page for clients, and a paragraph about 'connecting talent with opportunity' that says nothing.
The usual answer is a recruitment website platform charging several hundred pounds a month for a template that looks like every other agency in your niche. The economics of that are poor for a boutique agency, and the sites are rarely fast. The alternative built here is a job board you own: roles synced or posted once, searchable and filterable, with candidate sign-ups and CV uploads going straight into your recruitment software, and pages for employers that show each team's specialism, named consultants and the roles you are working on.
- From £895
- Typically 4–5 weeks
- Fixed quote before work starts
What customers want
This is what a recruitment agency website needs to do.
People visit a recruitment agency website to get something done. If your site makes that quick, you get the enquiry. These are the tasks every page is designed around.
- 01“Search live roles by sector, salary, location and contract type”
- 02“Apply or register my CV in under two minutes, from my phone”
- 03“Set an alert so matching roles reach me before they are advertised widely”
- 04“Judge whether this agency genuinely knows my sector”
- 05“Find a named consultant who covers my patch or discipline”
- 06“As a hiring manager, brief a vacancy without a long sales call first”
Features
Every feature is chosen for how recruitment agencies win work.
Job board with search and filters
Live roles with sector, salary band, location, contract type and remote options, each on its own page with the details Google needs. Jobs then appear in Google for Jobs, a free source of candidates most small agencies never use.
CV upload and candidate registration
A two-minute registration (contact details, sector, salary expectations, CV file) checked and sent to your recruitment software or inbox. Sign-ups are the real asset: a pool of candidates who have agreed to hear from you is worth more than any single placement.
Job alerts
Candidates save sector, salary and location criteria and receive matching roles as they post. Alerts bring candidates back without ad spend, and they give consultants a ready list of candidates the day a new vacancy comes in.
Vacancy form for employers
A form for hiring managers covering the role, package, team, timeline and must-haves, with enough detail for a consultant to act on in one call. It is kept apart from the candidate pages from the first click, because employers and candidates want different things.
Consultant and desk pages
Named consultants with their desks, sectors, live role counts and direct contact routes. Candidates and clients both deal with a person, and a consultant page with twelve live roles beats any 'about the team' grid.
Salary guides and market updates
Annual salary guides and market updates per desk, free to read or behind a short sign-up form. They rank for the research searches hiring managers and candidates both make, and they give the agency a reason to email its entire database quarterly.
Your competition
Why recruitment agencies come to WebCheap
instead of a website builder.
What recruitment agency websites look like today
Below the national brands, agency sites split into platform templates (Volcanic, RecruiterWeb and their lookalikes at £300-plus a month) and neglected brochure sites with a jobs page that has not loaded since 2022. Both leave Google for Jobs to Indeed and LinkedIn. A job board you own, set up properly for Google, with fast pages and sign-ups that go straight into your recruitment software, is how a five-consultant agency punches at the weight of a fifty-person competitor.
How customers find you on Google
Recruitment search splits into candidate terms ('[sector] jobs [city]', salary queries) and client terms ('[sector] recruitment agency [city]'). Individual job pages set up for Google win the first, team and consultant pages win the second, and salary guides catch people from both groups while they research. Regional agencies have a genuine edge: '[discipline] recruiter [town]' is low competition almost everywhere outside London, and a named consultant page converts it better than any corporate portal.
Rules and regulations we cover
Recruitment sites handle personal data at scale, so candidate registration carries explicit UK GDPR consent, a clear retention statement and a real privacy policy, not a template. Job adverts avoid discriminatory language under the Equality Act 2010, and where the agency supplies temporary workers, the Conduct of Employment Agencies and Employment Businesses Regulations expectations (written terms, pay transparency) are reflected in the site's candidate information.
Fits your setup
Your new site works with the tools recruitment agencies already use.
- ATS platforms: Bullhorn, Vincere, JobAdder, Firefish
- Broadbean and Idibu job multiposting
- Indeed and LinkedIn apply flows
- Mailchimp or native alerts for job notifications
- Google for Jobs via JobPosting structured data
- Umbrella company and timesheet partner links
Written in your trade’s language
- candidate
- The job seeker. Registration and alerts are built around them.
- client
- The hiring company that pays fees. Their journey is separated from candidates'.
- placement
- A filled role. The metric the whole site exists to produce.
- desk
- A consultant's specialism. Each desk gets its own indexable page.
Live demo
Try a working recruitment agency website before you spend anything.
Kindred Technical is a working recruitment agency website for a made-up business, with the features above. Two minutes clicking through it shows you more than a forty-minute sales call.
It is an example of our quality, not a template. Your site is designed from scratch around your own brand, tone and style.
Questions
Here are answers to what recruitment agencies ask before starting.
Two routes. If your recruitment software can share its jobs (Bullhorn, Vincere, JobAdder and Firefish all can) roles update automatically and close themselves when filled. If you prefer manual control, a simple posting form lets consultants publish a formatted role in a few minutes. Either way, expired roles never linger on the site.
Yes. Every role includes the details Google for Jobs reads: title, location, salary where published, contract type and how to apply. It is the biggest free source of candidates most small agencies ignore.
Straight into your recruitment software where it allows it, or as an email with the CV attached and the candidate's details laid out clearly. Files are sent securely and kept only as long as needed, and every sign-up records the candidate's consent, so you stay within UK GDPR.
Yes, alongside direct application. Indeed and LinkedIn apply buttons are set up for each role where your recruitment software supports them. The aim is the fewest possible steps between a candidate seeing a role and applying.
It works better. Generalist agencies rank for nothing because they stand for nothing online. A page for each sector, even with only two roles, gives each specialism its own presence on Google, and consultants stop competing with their own homepage for every search.
Roles from your recruitment software close automatically. Manually posted roles expire on their closing date or when a consultant marks them filled. Closed roles redirect to similar live roles or the relevant desk page, so hard-won search traffic is never dropped on a dead page.
Platforms charge several hundred pounds monthly for a template you never own. This is a fixed one-off build you own outright, followed by a £25-per-batch change model or a £95 monthly retainer if you want continuous updates. Most agencies are ahead within the first year, and the site is an asset on the balance sheet rather than a subscription.
We also build websites for these related trades.
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