Your recruiting firm's website is competing for candidates and clients simultaneously. Build it for both.
We build websites for executive search, staffing, and recruiting firms — job boards, candidate intake flows, client inquiry pages, and the ATS integrations that make your team faster. Fixed scope, fixed price.
Your best candidates find you on LinkedIn, and your best clients come through referrals — so you haven't prioritised your website. But the firms you're losing deals to have better-looking digital presences, and it's starting to matter.
Recruiting firms operate on reputation and speed. Reputation brings the client. Speed brings the placement. Your website, if it's doing anything useful at all, should be contributing to the first and enabling the second. Most recruiting firm websites do neither — they're a five-page corporate brochure listing verticals, a team page, and a job board with three stale listings.
The candidate side is underserved. Candidates who are actively looking search for "[role] jobs [city]" and "[function] executive opportunities [industry]". If your website has a real job board with current listings, optimised job pages, and a candidate application flow that doesn't dump them into a generic ATS — you get organic inbound from candidates your competitors have to pay LinkedIn to reach.
On the client side, the C-suite or CHRO evaluating retained search firms looks at your website and asks: "Have they placed roles like this before?" If you have a practice page for CTO search in fintech, a handful of placed-role case studies, and a principal profile with a credible background in that space — you have a leg up on the firm that has a generic "technology practice" page with 200 words on it.
Your Bullhorn or Lever job data already exists. Your placements already happened. Your website just isn't surfacing any of it.
A recruiting website that earns inbound from both directions — candidates searching for roles and companies searching for a search partner — without your team manually posting jobs to three platforms.
ATS-integrated job board
Roles sync from Bullhorn, Lever, Greenhouse, or JobAdder into a filterable, SEO-structured job listing with individual job pages that rank for function + title + geography searches.
Candidate application flows per role type
Structured applications that capture the information your recruiters actually use in pre-screening — not a generic resume upload. Parsed into your ATS automatically.
Practice area and vertical pages
One page per search practice (C-suite, engineering, sales, operations) with typical placements, client industries, representative searches, and recruiter profiles.
Client inquiry and retained search RFQ
A structured brief for new search engagements — function, level, timeline, budget — so your BD team gets qualified leads, not just contact form spam.
Placed roles showcase
Title, level, function, and geography for representative placements — enough to establish track record without violating confidentiality. Built on Next.js with ATS integration via their APIs, Sanity for practice pages and team management, and job schema so individual listings surface in Google for Jobs.
One honest number to start.
Fixed-scope, fixed-price. The number below is the starting point — final scope is built from your brief.
A recruiting website that earns inbound from both directions — candidates searching for roles and companies searching for a search partner — without your team manually posting jobs to three platforms.
Three steps, every time.
The same repeatable engagement on every project. No surprises, no mystery, no billable ambiguity.
Brief & discovery.
We send you questions, then get on a call. Output: a written scope with every step, feature, and integration listed.
Build & ship.
Fixed schedule, weekly reviews. No scope creep unless you change the scope — and if you do, we reprice it transparently.
Warranty & retainer.
30-day warranty on every launch. Most clients stay on a monthly retainer for ongoing features and maintenance.
Why Fixed-Price Matters Here
Recruiting firm principals think in terms of retained fees and placed roles. A website project should have the same clarity: you know the scope, the cost, and the delivery date before you start. We spec the ATS integration, the job board, the practice pages, and the inquiry flows together — quote it firm, and build exactly that.
Questions, answered.
Bullhorn, Lever, Greenhouse, JobAdder, Vincere, and Workable are the most common. Most have APIs that support read access for job listings and write access for application submission. We've integrated with all of them.
We implement JobPosting schema on every individual job page, which makes them eligible to appear in the Google for Jobs carousel when someone searches for relevant roles. This is separate from your ATS — it's schema markup on the page Google crawls.
For most recruiting firms, a structured application flow per role type is enough for phase one. A full candidate portal — status tracking, document upload, interview scheduling — is a phase-two project once you have volume justifying the investment. We scope the right level for where your firm is now.
A full website with ATS-integrated job board, practice pages, team profiles, and client inquiry flow typically runs $12k–$22k. The ATS integration complexity is the biggest scope variable. Every engagement is fixed-price.
Most recruiting firm websites ship in 8 to 12 weeks, including ATS integration setup and job schema implementation.
Tell Ryel about your project.
Describe what you’re building and what outcome you need. You’ll have a written, fixed-price scope within the week.