Recruitment agencies · Websites

Websites for recruitment agencies

Two very different visitors judge your website in the same week. Arête designs recruitment sites that give hiring managers and candidates a route of their own, and make your specialism obvious to both.

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From £1,800 per project

The situation

Why your customers are searching.

Plenty of agency sites run on the template that came with the recruitment CRM. So they look like the competition, and client and candidate content ends up mixed together. Candidates want to search roles, apply quickly on a phone and know how their CV will be used. Clients want evidence of specialism, the consultants they'd deal with and an easy way to brief a role.

What sends them looking

Rising job board and LinkedIn costs eating into placement margins.
Launching a new specialist division or moving into a new sector.
A consultant going independent who needs a credible brand, fast.
Clients asking for evidence of specialism before agreeing terms.
A switch to a new recruitment CRM or applicant tracking system that leaves the current site's job feed obsolete.

The problem

What costs recruitment agencies work.

Where the work slips away

Generalist messaging makes you interchangeable with dozens of agencies chasing the same roles.
Client and candidate content gets mixed together, and neither audience finds what it needs quickly.
Vacancies open and close constantly. Unless the site handles them properly, it fills up with thin, outdated pages.
CVs arrive in volume, and handling them has to meet UK GDPR expectations from the first upload.
Much of your credibility sits with individual consultants. When one leaves, some of it can leave too.

What makes customers hesitate

Clients wonder whether you know their sector or are just forwarding CVs.
Candidates worry their CV will be sent to employers without their agreement.
Job boards feel like a safer bet for applicants than an agency's own site.
Clients hesitate over fees and terms, such as rebate periods, before sending a brief.

How it helps

What a better website changes.

Splits the site into client and candidate journeys from the homepage onwards.
Connects to your recruitment CRM or applicant tracking system so vacancies publish and close without manual work, where the system supports it.
Makes applying and registering quick on mobile, with consent choices for CV use spelt out.
Puts consultants and their specialisms at the centre. Many clients choose the person as much as the agency.

What you get

Client and candidate journeys

Distinct navigation, pages and calls to action for hiring managers and job seekers, with shared specialism pages linking the two.

Job search and feed integration

Search and filtering by sector, location, salary and contract type, fed from the CRM or applicant tracking system where it offers a feed or API.

Candidate registration and CV upload

A short registration flow with secure CV upload, consent options for sharing with clients and a link to the privacy notice.

Client brief form

A form for hiring managers covering role, location, salary range, timescale and contact preferences, routed to the right consultant.

Consultant profiles

Profiles with specialism, direct contact options and the consultant's live roles pulled from the job feed.

Job alerts sign-up

Alerts by sector or role type, so candidates come back to you direct, without a job board in between.

Measurement

The enquiries that count, tracked properly.

What counts as an enquiry

A client brief or vacancy registration form.
A candidate registration with CV upload and consent choices spelt out.
A direct application from a vacancy page.
A call or meeting request with a named consultant.

What gets tracked

Client brief form submissions and consultant contact requests.
Candidate registrations and applications, by device.
Where people drop out of the application and registration flows.
Job alert sign-ups and the return visits they generate.

Worth knowing

What customers check, and the rules to follow.

What customers look for before they call

Specialism by sector, role type and location, made obvious through dedicated pages and content.
Consultant profiles with sector experience and direct contact details.
Live, well-written vacancies that show the level and type of roles you handle.
Testimonials from your own clients and candidates, plus REC membership where held, described accurately.
A plain-English privacy notice on how CVs are stored, shared with clients and deleted.

Rules worth knowing

CVs contain personal data, so collection, storage, sharing with clients and deletion need a lawful basis and a clear privacy notice under UK GDPR.
Vacancy adverts should avoid wording that could be discriminatory under the Equality Act 2010.
Agencies placing job adverts have obligations under the Conduct of Employment Agencies and Employment Businesses Regulations 2003, including naming the agency, so vacancy templates should be checked against current guidance.
REC membership should only be claimed while current and described accurately, as membership of a trade body with a code of professional practice.

Straight answer

Is it right for you?

Specialist agencies ready to lead with their niche will get the most from it, provided the CRM can supply a reliable job feed.

Made for

Specialist agencies outgrowing a template site supplied with their CRM.
Agencies launching a new brand or specialist division.
Agencies wanting stronger client-side positioning alongside their job board activity.

Not for

Agencies whose CRM offers no job feed or API, unless manual job posting is acceptable.
Very new agencies still deciding on a specialism, where positioning work should come first.

Starting price

From £1,800

per project, fixed scope

What moves the price

Number of pages and page templates
How much copywriting and photography support is needed
A content management system or blog
Booking systems, integrations or multilingual structure
Custom animation and interaction

See all starting prices

Questions

Websites for recruitment agencies: your questions answered

Can a new website work with the recruitment CRM already in use?

Most recruitment CRMs and applicant tracking systems offer a job feed, API or plugin a website can use, though the options vary. Arête scopes the integration early, including how applications and registrations flow back into the CRM. No feed? A simpler manual publishing process can be set up instead.

How should CV uploads be handled under UK GDPR?

Candidates should see a privacy notice that explains, in plain terms, why their CV is collected, who it may be shared with and how long it's kept. Uploads should go securely into the CRM, not sit in an email inbox. Your agency remains responsible for its own data protection approach, so your policies and advisers have the final say.