Recruitment Agency WebsiteDevelopment
An agency serves two audiences with opposite goals. Candidates want a good role, clients want a good hire, and your site has to win both.
Recruitment Agency Website Development: what the work involves
Recruitment agencies compete on two fronts at once. To win clients, they need to look specialist: credible in the sectors they hire for, with evidence of placements and a clear process. To win candidates, they need an up-to-date list of vacancies and a low-friction way to register. Many agency sites do one badly, such as an out-of-date jobs page that frustrates candidates, or generic 'we find the right talent' text that gives hiring managers no reason to call. The consequence is a database of stale CVs and few new mandates.
We build separate journeys for each audience. Clients see sector and function pages, an explanation of the search process and a brief form that captures role, seniority, location and urgency. Candidates browse live vacancies fed from your applicant tracking system or a built-in admin, and register once with a CV that is parsed and stored. Overseas and Gulf placement agencies get country-specific pages and document checklists. Consultants see their own pipeline, and applications arrive tagged by role and source.
Core features
Live vacancy listings
Roles are listed with sector, location and type, kept current from an admin or synced from your applicant tracking system.
Candidate registration
A candidate registers once, uploads a CV and gets considered for matching roles, with consent recorded for data storage.
Client brief form
Hiring managers submit role, seniority, location and timeline, and the lead reaches the consultant who covers that sector.
Sector and function pages
Dedicated pages for each specialism show relevant roles, market insights and the consultants who specialise in them.
Consultant profiles
Recruiters are introduced with their sectors and contact options, since both clients and candidates prefer dealing with a named person.
Salary guides and market content
Hiring guides and sector commentary draw in clients and candidates who are researching before they commit to anyone.
What we get right before launch
Licensing and overseas placement rules
Agencies placing workers abroad usually need government registration and must follow rules on fees and contracts. The site should display licence details accurately.
Candidate data and consent
CV databases are valuable and sensitive. Record consent, set retention periods and let candidates update or delete their data, particularly under privacy law abroad.
Vacancy accuracy
Advertising roles that are already filled, or do not exist, ruins reputation. Expiry dates and a regular review routine keep the list honest.
Tools and technology
- Next.js
- React
- TypeScript
- Tailwind CSS
- Supabase / PostgreSQL
- Sanity
- Node.js
- Cloudinary
- Vercel
Common questions, answered
Can the site connect to our applicant tracking system?
Where the ATS offers an API or feed, yes. Vacancies can be pulled in and applications pushed back. If not, we provide a simple built-in admin for roles and candidates.
How does the site help us win new clients?
Sector pages, process explanations and a structured brief form make it easy for hiring managers to see your specialism and to start a mandate, instead of sending a vague email.
Can candidates upload CVs securely?
Yes. Files go to private storage with limited staff access, and candidates give consent at registration. They can later request their data to be removed.
Do you support agencies placing candidates overseas?
Yes. We add country pages, document checklists and enquiry flows for overseas placement, and display your licence details clearly, since candidates look for them first.
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Ready to start your Recruitment Agency Website Development project?
Tell us what you need and we will come back with a clear scope, timeline and the questions worth answering before any build starts.