Recruiting & staffing
A staffing website that sells and recruits at the same time
You are asking employers to trust you with hiring and asking candidates to trust you with their career. Those two are reading the same website and neither should feel like they landed on the wrong one.
The split, and why it has to be obvious
- Employers want to know which roles and industries you actually place, how you charge, what happens if a placement does not work out, and how long a search normally takes.
- Candidates want current openings, a straightforward way to apply from a phone, and some sign that a person will reply.
- The two need different words for the same service, and a site that mixes them ends up vague to both.
Specialisation is the whole argument
A staffing site that says it places "talent across all industries" is describing every competitor. The sites that work name the thing: light industrial in a specific metro, allied health, skilled trades, accounting and finance, warehouse and logistics. Specific is more findable and more persuasive at the same time, which is unusual.
Job listings, honestly
Live job listings that update automatically are a database feature, and a static site does not do that. There are two honest answers: link to wherever your listings actually live, or publish a small number of real, current roles as pages that you update by asking — which is fast, and which is genuinely better for search than a feed of expired postings.
What we will not do is build something that displays stale jobs. An expired listing is worse than no listing: it costs you a candidate and a small amount of your reputation.
What we build for a staffing agency
- Separate employer and candidate paths from the first screen.
- Pages for the specific roles and industries you place, written in the language of those industries.
- An honest description of your fee model and your replacement terms.
EmploymentAgencystructured data with your area served, hours and phone.- An application route that works properly on a phone, since that is where most candidate traffic is.
- A site with no cookies and no third-party trackers, which for a business handling candidate data is a smaller privacy surface to have to explain.
What it costs
$1,500 for a new site or $1,800 to rebuild an existing one, at the launch rate for our first five clients, then $79 a month for hosting, updates, the editing interface and small changes.
- New site / rebuild
- $1,500 / $1,800 — launch rate
- Monthly
- $79
- Structured data type
- EmploymentAgency
- Job listings
- Linked to your system, or a small number kept current by asking
- Cookies and trackers
- None, so no consent banner
Tell us what you place and where, and which half — employers or candidates — is the harder one for you.
Staffing website questions
Can candidates apply through the site?
They can send you a message and a file through the contact route, and for many agencies that is enough. If you need a real applicant tracking workflow, that lives in your ATS and the site should link to it — we will not rebuild an ATS badly.
Should we publish our fees?
At least the model — contingency or retained, and roughly what the percentage is. Employers are comparing, and the agencies that will not discuss the model until a call are the ones that get fewer calls.
We place in several cities. Separate pages?
Only where you genuinely operate and can say something specific about that market. A page per city that differs only in the city name is treated as spam by search engines, and it is the most common mistake staffing sites make.
How do we keep job pages from going stale?
By keeping few of them and changing them by asking, which takes minutes. A handful of current, real roles outperforms a feed of a hundred expired ones, and it does not make your agency look inattentive.