Recruitment Agency Website Design
A recruitment site has two customers whose interests barely overlap. Candidates want live, honest vacancies with salaries attached. Employers want evidence you understand their sector and can fill a role quickly. Trying to speak to both in the same voice on the same page is why most agency sites convert poorly on either side.
Built for recruitment agencies, staffing firms and executive search. Describe your business in a sentence and a complete site is written and designed for you — then you edit every word of it.
Build my website free →What a recruitment agency website needs
Every one of these is included from the first draft. Nothing here is decoration — each answers a question your visitors are already asking.
Live vacancies with salaries
Candidates filter on salary before anything else. Roles listed as "competitive" are skipped, and stale vacancies destroy trust in the whole list.
Separate routes for candidates and employers
Two audiences with opposite needs. Each deserves its own path from the first click.
The sectors you actually recruit in
Specialism is what employers pay for. Claiming every sector reads as claiming none.
How you charge employers
Contingency, retained, temp margins. Employers compare on model as much as on fee.
Consultants with their patch
Named people with a sector and a phone number. Both sides of this business run on relationships.
Easy candidate registration
Upload a CV in one step. Anything longer and good candidates simply do not finish.
Three mistakes that cost recruitment agency websites customers
These come up again and again in this trade, and all three are avoidable.
- Vacancies left up after they are filled, which teaches candidates the whole list is fiction.
- Salaries listed as "competitive", the single fastest way to lose a strong candidate.
- One page addressing employers and candidates at once, persuading neither.
- Claiming to cover every sector, which destroys the specialism employers are paying for.
- No fee model for employers, so a comparison is impossible without a call.
- A registration form that demands a full profile before anyone has seen a job worth applying for.
- No response-time promise to candidates, when being ignored after applying is the most common complaint about the whole industry.
Six recruitment agency designs to start from
Every industry ships with six distinct designs. Pick one as a starting point — the layout, colours, wording and images are all yours to change afterwards.
How you get your recruitment agency website
Describe the business
One or two sentences about your recruitment agency is enough. No brief, no questionnaire.
Get a complete first draft
Pages, sections, images and written copy — not an empty template waiting for you to fill it in.
Edit anything, then publish
Change any word, section or colour yourself. Publish to a free address or connect your own domain.
Recruitment Agency website questions
Should vacancies show salaries?
Yes wherever the client allows it. Candidates filter on salary first, and "competitive" is read as "less than I want".
How do I serve candidates and employers together?
Separate them from the first click. They want opposite things, and a page that hedges between them converts neither.
Is specialising worth it?
It is the whole proposition. An employer pays a premium for someone who knows their sector, and claiming all sectors signals none.
Should I publish fees?
The model at least. Employers compare contingency against retained and want to know before they call.
How short should candidate registration be?
A CV and contact details. Everything else can come in conversation once they are interested.
How often must the job list be updated?
Constantly. A filled role left live is the fastest way to lose a candidate’s trust in every other listing.
Can I post jobs myself?
Yes, directly and immediately — a recruitment site that needs a developer to post a role is unusable.
Build your recruitment agency website today
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