Recruitment Agency Website Development

Recruitment agency website development at Marketing MIX builds a site that works for two audiences at once: employers who order recruitment and candidates who search for vacancies and send a CV.

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In short

Separate paths for employers and candidates, starting from the first screen.
Vacancy pages with schema.org JobPosting markup, which Google uses for job search features.
CV upload with consent to data processing; requests go to your ATS, CRM or email.
In our experience, a recruitment site is ready in up to 10 working days after the brief and materials.
We built the GlobalStaff site with a page per service line, then ran SEO and Google Ads.

What is included

Employer section. Services: mass hiring, executive search, recruitment by industry, staff assessment, outstaffing.
Candidate section. Vacancy list with filters by city, industry and salary range, and a vacancy page with a reply form.
Vacancy management. Your recruiters add and close vacancies in the CMS; closed ones leave the list automatically.
CV upload. File upload with consent text, sent to email, an ATS or CRM.
JobPosting markup. Structured data with title, location, employment type and date, for job search features in Google.
Service pages for SEO. A page for each service and industry, so each can rank for its queries.
Analytics. GA4 events for employer requests and CV submissions, counted separately.

Recruitment agency website with vacancy list

What makes a recruitment site work?

An agency earns money from employers, but most visitors are candidates. If the site mixes the two, employers leave. We split the paths: the employer sees services, process and a request form; the candidate sees vacancies and a CV form.

Candidate data is personal data. Forms include consent text, files go to a protected mailbox or your ATS, and the privacy policy explains how long CVs are kept. For agencies placing candidates abroad, the site also shows the licence details required in Ukraine.

How the work goes

Brief. Service lines, industries, cities and vacancy flow.
Structure and prototype. Employer and candidate paths, vacancy pages.
Design. Style in your brand colours, phone first.
Development. CMS, vacancy module, forms, markup, analytics.
Content. Service texts, first vacancies, policies.
Launch. SSL, Search Console, recruiter training.

Recruitment Agency Website Development process: brief, structure and prototype, design, development, content, launch — How the work goes

How long does it take to build a recruitment agency website?

In our experience, a recruitment agency website is usually ready in up to 10 working days after the brief is approved and we have your materials: texts, photos, logo and access to the domain. That covers structure, design, development, content upload, basic on-page SEO and analytics. Integration with an ATS or a job board feed is estimated after the brief.

The timeline depends on how fast you approve the prototype and design, whether the texts are ready or we write them, and the number of languages. Larger projects with integrations, personal accounts or data exchange with other systems get a timeline after the brief, once the scope is fixed. Search traffic comes later: with SEO, first noticeable results usually take about 3 months.

What affects the cost

We send an estimate after the brief. It depends on:

number of service lines and industries;
vacancy module complexity and filters;
integration with ATS, CRM or job boards;
custom design or adapted template;
languages.

What we need from you

A short brief: who your clients are, which services matter most, which sites you like and why.
Texts, photos and documents you already have; we write or edit the rest.
Your logo and brand colours, if they exist.
Access to the domain and hosting, or we register them for you.
One contact person who approves the prototype, design and texts within a day or two.
A list of current vacancies and the service lines for employers.

What you get and how it is measured

Two separate flows, both visible in your accounts:

employer requests as a GA4 event and in your CRM;
CV submissions by vacancy and city;
Search Console clicks for service and vacancy queries.

Why this is work for a team

Typical problems on recruitment sites:

expired vacancies left online for months;
CVs collected without consent text or a privacy policy;
employer services hidden under candidate content.

Working with a Kyiv team remotely

We work remotely with companies in the UK, the EU and North America: video calls, email, Telegram or WhatsApp, and shared documents for plans and reports. Kyiv is on UTC+2 (UTC+3 in summer), so our working day covers most of the UK and EU business day and the morning on the US East Coast. You get one project manager who is responsible for the timeline.

Why clients trust us

More than 10 years in digital. Marketing MIX has been building websites and running marketing for over a decade, with the portfolio to show for it.
Clients outside Ukraine. Our portfolio includes projects for KidSup and Cookiddoo in Canada and MBSoy, an architectural studio in Finland.
One team for the whole chain. Strategy, website, SEO, ads and analytics sit with one team, so nothing gets lost between contractors.
A registered, verifiable company. Our DUNS number is 68-606-2061 and our NCAGE code is A3G3J; both can be checked in the Dun & Bradstreet and NATO NCAGE databases.
A real office in Kyiv. The studio is at 77 Velyka Vasylkivska St., Kyiv, and works remotely with clients in Ukraine and abroad.

Case studies

GlobalStaff, recruitment agency: MODX website with a keyword-based service structure, landing pages, SEO copy, a blog, SEO and Google Ads.

FAQ

How long does it take to create a recruitment agency website?

In our experience, up to 10 working days after the brief is approved and materials are received. ATS integration is estimated separately.

Can recruiters add vacancies themselves?

Yes. Vacancies are managed in the CMS: add, edit, close. Closed vacancies disappear from the list.

Will vacancies appear in Google job search?

We add JobPosting structured data to each vacancy. Google shows job search features in the countries where they are available and decides which vacancies to display.