Recruitment agency websites that win clients and candidates.
Custom Squarespace recruitment sites — specialism stated, roles browsable, applications frictionless, and separate routes for the people hiring and the people looking. Fixed price agreed before we start, and you own everything.
A recruitment website has to sell to two audiences who want opposite things.
The employer wants proof you understand their market and can deliver shortlists. The candidate wants roles they can browse and apply to in two minutes on a phone. Most agency sites are built for one and quietly lose the other.
Most recruitment websites
The two-audience problem
One homepage attempting both jobs. The employer reads copy written for candidates, decides you are a job board, and leaves.
The application-friction problem
A twelve-field form and a required cover letter. Good candidates are passive, in a hurry, and applying from a phone at lunch.
What we build instead
A site with separate routes for employers and candidates, sector specialism evidenced, roles easy to browse, and applications that take a minute.
- Routes
- Separate for employers and candidates
- Specialism
- Evidenced
- Roles
- Easy to browse
- Applying
- Takes a minute
Built for how employers and candidates actually decide
Every element below exists because it changes whether you get the brief or the applicant.
Two audiences, two routes
Employers and candidates each given a path from the first screen, because their questions have almost nothing in common.
Specialism, not a sector list
The markets you genuinely own, said plainly. Agencies that claim everything get briefed on the roles nobody else wanted.
Roles browsable and filterable
By discipline, level, location and salary. A candidate who cannot filter leaves for one who lets them.
Applications in a minute
Short forms, CV upload, mobile-first. Every extra field costs you the passive candidates who are the reason clients pay you.
Delivery evidenced
Time to shortlist, fill rates, retention, sectors placed. Employers are buying a process, and numbers describe it better than adjectives.
Consultants named
Who covers which market, with real track record. Both sides of this business are relationships with individuals.
A representation business we did this for
Noir Elite Models
A fashion modelling agency representing talent across women, men and runway divisions, with new faces added constantly. The site had to serve casting directors who scan rather than read, while also attracting new talent.
Built for scanning
Updated in-house
How your recruitment agency website gets built
Four stages, in the same order every time. How long each takes depends on the size of the site — you get the timeline in writing before anything starts.
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01
Discovery
One call and a short form. Which work is most profitable, which you want more of, and what clients ask before they commit.
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02
Copy first
Every page written for you and sent as a document to review. You approve what the site says before you see how it looks.
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03
Design & build
Built custom from a blank canvas — desktop and mobile — with SEO, schema and analytics wired in as we go, not bolted on after.
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04
Launch & handover
If you have an existing site, every URL is redirected so rankings hold. Then training, 30 days of support, and full ownership in your name.
We launch, rebuild, grow and maintain recruitment agency websites.
Two fixed-price projects to get the site right, two monthly retainers to keep it working. Most clients start with a project, then add one retainer.
You have the direction. We build it properly.
For companies with their design and content already settled, or moving from another platform without changing the substance. The thinking is done — this is the part where it gets built and lands without incident.
Everything reconsidered, then rebuilt around it
For companies where the site is not just dated but wrong — the wrong message, the wrong structure, aimed at the wrong buyer. We start with what it should say and work outward from there.
Visibility that compounds instead of resetting
Fewer buyers reach a results page at all now — they ask an assistant and act on the answer. Being the source that answer draws on is the work, and it is won slowly rather than switched on.
The web team you would hire, without the headcount
For companies that want the site run rather than repaired. Someone who knows it inside out, works to your rhythm, and gets to things before you have noticed them.
Grow and Maintain can run together after any project. Not sure which you need? The discovery call settles it in thirty minutes.
Questions recruitment agencies ask us
Will we lose our current search rankings?
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No. Every URL is mapped and 301-redirected before launch, including live job pages, and rankings are measured either side.
How do you serve employers and candidates on one site?
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Two routes from the first screen. Employers get capability, delivery data and sector proof; candidates get browsable roles and a one-minute application. Neither should ever land on a page written for the other.
Our application form loses people. What should it ask?
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Almost nothing. A name, a way to reply, a CV upload. Every extra field costs you passive candidates, and passive candidates are the entire reason clients pay your fee rather than posting the role themselves.
Should we list every sector we cover?
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No — that is why agencies get briefed on the roles nobody else wanted. Name the markets you genuinely own. Specialism raises fee levels and shortens the argument about percentage.
What convinces an employer to brief us?
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Delivery data. Time to shortlist, fill rate, retention at twelve months, roles placed in their sector. Employers are buying a process, and numbers describe a process better than adjectives.
Can it connect to our ATS or job board?
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Usually yes. Most applicant tracking systems and job boards integrate through feeds, embeds or a connector, and we scope your specific stack before quoting rather than discovering limits mid-build.
Who writes the content — and can we review it?
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We write every page and deliver it as a document for your review before design starts, which is when positioning and sector language are easiest to correct.
Can our consultants update it without a developer?
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Yes. Roles, sector pages, consultant profiles and insight posts are all editable in-house, with a recorded walkthrough. If nobody has time, there is a management retainer.
How much of our time will this take?
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Three to four hours across the project: a discovery call, a copy review and a site review. Everything else happens without pulling consultants off desks.
What does it cost, and who owns the site?
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Projects start from $3,750, with the exact figure set by page count, functionality and whether existing content is being migrated. You get a fixed number in writing before anything begins — no hourly billing and no scope surprises. Full detail on the pricing page. You own the result outright: the domain, the Squarespace account and every piece of content are in your name from day one, with no agency lock-in.
Win the brief
and the candidate.
Thirty minutes, free. We work out what the site needs to do and tell you straight whether we're the right team for it. Not ready to talk? Have us pull your current site apart on video instead.
