Recruitment agency website development
I build websites for recruitment agencies: job pages with the structured data job search needs, separate paths for employers and candidates, and applications handled discreetly.
100
+Completed projects
Websites, landing pages and SEO projects for businesses in different niches and markets.
15
Years of experience
Hands-on experience in SEO, website development and digital strategy.
17
+Industries covered
From local services and startups to real estate, e-commerce and B2B projects.
3
Working languages
English, Polish and Russian — with content and structure adapted to each market.
What the site includes
Job pages built to be found
Each vacancy on its own page with correct JobPosting structured data, so listings are legible to job search results rather than existing only inside your site. This is a concrete technical difference, not a promise about rankings.
Two paths, deliberately separated
An employer section that answers how you work, and a candidate section built for browsing and applying. Each gets its own structure, tone and calls to action instead of a compromise that suits neither.
Vacancies filterable the way people search
By specialisation, location, contract type, seniority and language requirement — with the filtering built so that meaningful combinations also work as pages. I've built filterable catalogues where that structure behind the filters is what brings the traffic.
Applications handled discreetly
Clear statements about who sees an application, how data is stored and how long it's kept — plus an application path short enough that a working candidate can complete it during a lunch break.
Specialisation pages
The sectors you actually recruit for, each as its own page. Employers search for agencies by specialisation, and a general "our services" page competes for none of those searches.
Candidate-facing language versions
Correctly structured multilingual setup, which in this field often means the languages your candidates read rather than the language your clients use. I've built multilingual sites including Ukrainian for exactly this kind of audience.
Two audiences that want opposite things
A recruitment agency's website has a structural problem few other businesses face: it has to persuade two groups whose interests point in different directions, on the same domain, at the same time. An employer wants evidence of rigour — how candidates are found, how thoroughly they're screened, what happens when a placement doesn't last. A candidate wants the opposite qualities: speed, ease, and discretion. Written as one page for both, it convinces neither. This is what website development looks like when the structure comes first.
Separating them is the first decision, and it's structural rather than cosmetic. The employer path answers the questions that decide a briefing: sourcing method, screening depth, timelines, how fees work, what guarantees exist. The candidate path is built for browsing and applying, with the friction removed. They can share a brand and share nothing else.
On the candidate side, the technical piece matters more than it looks. Job listings published as ordinary page content, without proper structured markup, are invisible to job search results — which is where a large and growing share of candidates begin. Publishing each vacancy on its own page with correct JobPosting data doesn't guarantee anything about ranking, but it makes the listing legible to systems that otherwise can't see it at all. Given how much effort goes into writing and distributing vacancies, leaving them unreadable to the largest search surface is an odd place to economise.
Discretion is the other half of the candidate question, and it's rarely addressed. The strongest candidates are almost always employed, and applying carries risk for them. A site that states plainly who sees an application, how the data is handled and how long it's retained removes a real hesitation. So does an application path short enough to complete on a phone in a break, rather than a form demanding a full profile before anything is submitted.
Then there's specialisation. Employers don't search for recruitment agencies in general — they search for agencies that recruit for their sector. An agency covering several sectors from one page competes for none of those searches, while a page for each competes for all of them. The same applies to language: in markets where candidates come from other countries, the languages your candidates read may have nothing to do with the language your clients speak, and the site needs both — set up so the versions work independently rather than against each other. The same principle — dedicated, filterable pages — is what makes a job catalogue findable, and it's a multilingual structure question as much as a translation one.
How the work goes
We define both audiences
Which sectors you recruit for, who your client companies are, where your candidates come from and in which languages, and how enquiries and applications reach you now.
I design the structure
How the employer and candidate paths separate, how vacancies are published and filtered, what the application flow looks like, and which specialisations get their own pages.
Build and optimise
Design, development, job structured data, filtering, application handling, multilingual setup, speed and search structure.
Launch and support
The site goes live, your team publishes vacancies and content, and I stay available as the agency's focus changes.
Frequently asked questions
let's talk
let’s discuss your project goals
Tell me about your task, business goals, and current situation. I’ll review it and suggest the best next steps — clear, realistic, and without obligations.
