Recruitment website design
A recruitment website is talking to two people at once. A candidate wants to see live jobs in their field and send a CV without creating yet another account. A hiring manager wants to know you understand their sector and can fill the role faster than they could. Most agency sites serve one of them well and lose the other.
hosting and edits included
- No long-term contract
- You own your domain
- Edits included
A recruitment agency website needs a page for each sector you recruit for, a clear route for candidates and a separate one for clients, a jobs page, a CV upload with a privacy notice, and a "send us a vacancy" form. We build that for £949 setup and £59 a month (Grow) for most agencies, or £449 and £39 (Launch) for a one-person specialist. Linking a jobs feed from your applicant tracking system is scoped on a call, because every system does it differently.
Two audiences, two journeys
Candidates
They arrive from a job board, a search or a LinkedIn post. They want to see jobs in their field and location, understand what you specialise in, and send a CV in under a minute on their phone. Make them register before they can see anything and many will leave.
Clients
They want proof you know their market: the roles you fill, the sectors you cover, how you work, what happens after they brief you, and someone named to call. A page per sector does more here than any amount of general copy about passion for people.
The home page should split the two in the first screen, "I'm looking for work" and "I'm hiring", and every page after that should stay on one side.
Jobs, job boards and your ATS
This is where recruitment sites get expensive, so it is worth being plain about the options.
- A simple jobs page we keep updated. Fine for a specialist placing a handful of roles at a time. Each update counts as a content edit, so on Launch that means up to 4 requests a month.
- Jobs pulled from your applicant tracking system. Most recruitment software can publish live jobs to your website through a feed, a plugin or an embedded widget. How that works depends entirely on the system you use, which is why we scope it on a call and quote it separately rather than guessing a price here.
- Posting to job boards. That normally happens from your ATS or a multiposting tool, not from the website. The website's job is to be the place candidates land when they look you up.
Google also supports job posting structured data, which can make your job pages eligible for its job search results. If your jobs live on your own site, it is worth setting up.
Rules for job adverts and forms
A summary to help you plan the site, not legal advice:
- Every advert names you and says temporary or permanent. The Conduct of Employment Agencies and Employment Businesses Regulations 2003 require each advert to give the agency's full name and to say, for each position, whether it is temporary or permanent work.
- If you show pay, show the basics with it. Where an advert gives rates of pay, it must also state the nature of the work, the location and the minimum experience, training or qualifications needed for that pay.
- Only advertise real roles. You need information about the specific positions and the hirer's authority to fill them before you advertise.
- No fees to candidates. GOV.UK's guidance says you cannot charge a work-seeker a fee for work-finding services, so do not let any page suggest otherwise.
- CV uploads collect personal data. The ICO says you must give people privacy information at the time you collect their data, so the upload form needs a clear link to a privacy notice that explains how CVs are used and how long they are kept.
GOV.UK's guidance for employment agencies and the regulations themselves are the authority.
What we build for recruitment agencies
- A home page that splits candidates and clients from the first screen.
- A page for each sector or discipline you recruit for, written for the hiring manager in that sector.
- A jobs page, kept updated as edits, or a link or embed from your ATS (scoped on a call).
- A short CV upload form and a "send us a vacancy" form, routed to the right consultant.
- Consultant profiles with direct contact details, because people hire people.
- Google Business Profile set up and verified for each office.
See everything included in each tier, or how these prices compare in what a website costs in the UK.
Example: a specialist agency recruiting in three sectors
- 10+ pages: candidates, clients, a page per sector, consultant profiles, contact
- Jobs page kept updated as edits, with next-working-day changes
- CV upload and vacancy forms, with a privacy notice link
- Google Business Profile and local search groundwork for your office
- A quarterly rankings check on your sector searches
Fixed price. A live jobs feed from your ATS is scoped on a call and quoted separately. No long-term contract.
Who this is not for
If you run a high-volume agency that needs candidate accounts, saved searches, job alerts and application tracking on the website itself, you need a recruitment website platform built for that, usually supplied alongside or by your ATS provider. We will tell you that on the call rather than sell you a brochure site that cannot do the job.
Prices checked 18 October 2026. Sources: Conduct of Employment Agencies and Employment Businesses Regulations 2003, regulation 27; GOV.UK: rules for job advertisements; GOV.UK: employment agencies and businesses; ICO: the right to be informed; Google Search Central: job posting structured data; Brilliant Digital web design cost guide. Platforms change prices and run offers, so check before you buy. Some prices exclude VAT.
Questions people ask
How much does a recruitment website cost?
Ours is £949 setup and £59 a month for most agencies, or £449 and £39 for a one-person specialist, including hosting and edits. A live jobs feed from your applicant tracking system is quoted separately after a call. Published UK agency prices for a bespoke site run from about £2,000 to £10,000.
Can you connect our ATS to the website?
Usually, yes, but every system does it differently: some publish a feed, some offer a plugin or widget. We look at what yours supports on a call and give you a fixed price for it.
Do our job adverts have to say if a role is temporary or permanent?
Yes. Under the 2003 Conduct Regulations, every advert must give your agency's full name and say, for each position, whether it is temporary or permanent. If you show pay, you also need the nature of the work, the location and the minimum experience or qualifications.
Will our jobs show up in Google's job search?
They can be eligible if the job pages on your own site carry job posting structured data. Whether a feed from your ATS supports that depends on the system, which we check when we scope it.
Keep reading
Want a fixed price instead of a range?
Tell us what your business does and what the site needs to do. We'll come back with the tier that fits and the exact price, including when the answer is the cheapest one.
- Fixed price, published
- No long-term contract
- You own your domain
- Edits included