Web design for recruitment agencies
Two audiences who must never read each other's page.
An employer wants to know your fees, your sectors and whether you will send four good people or forty CVs. A candidate wants to know you will reply, that their details will not be sprayed across the county, and that the job is real. Everything one of them wants to hear undermines the other, which is why so many agency websites persuade neither. We split them from the first click, then host it and look after it, with a £0 upfront website design fee.
- Per month: £49.99
- Upfront website design fee: £0
Illustration: a recruitment agencies pictogram beside an example website built for that trade.
Two audiences
The employer is the customer. The candidate is the product and the supplier.
That uncomfortable truth is why the split matters. Both are essential, both must be treated well, and neither should have to read the pitch aimed at the other.
Buying time back, and a shortlist that is short
They have a vacancy, no time to fill it, and a bad memory of an agency that sent unsuitable people. What they want is your sectors, your fee basis, your process and evidence you understand the roles.
- Your fee basis, stated rather than hinted at
- The sectors and roles you genuinely place
- How many candidates you send, and how you screen
- Your rebate or replacement terms
Wary, and often burned before
They have been ghosted, had their CV sent without permission, or applied to a job that did not exist. Winning them is entirely about behaviour, and saying plainly how you behave is unusual enough to be a differentiator.
- That every application gets a reply
- That their CV never goes anywhere without permission
- That the vacancies listed are real and current
- What happens after they apply, and when
Being explicit about candidate behaviour is not soft. Candidates are your supply, and the agencies with the best candidate reputation fill roles fastest.
Your sectors
Specialists beat generalists, and the website has to prove it.
"We recruit across all sectors" tells an employer nothing except that you are unlikely to understand their vacancy. Naming the roles you actually fill, in the language of that industry, is what makes a hiring manager believe you know the job.
- 01
Name the roles, not the industries
"Maintenance engineers, CNC machinists and production supervisors" beats "engineering". A hiring manager recognises the first instantly and skims past the second.
- 02
Use their vocabulary
The tickets, the certifications, the shift patterns, the software. Getting the language right is the fastest way to prove you have filled these roles before.
- 03
Say what you do not recruit
A specialist who declines work outside their area is far more credible than a generalist who claims everything. It also stops you wasting time on vacancies you cannot fill.
- 04
Permanent, temporary and contract
Different fee structures, different urgency and different legal considerations. They deserve separating rather than blending into one service.
- 05
Volume and single hires
A campaign for twenty warehouse staff and a search for one operations manager are different products. Employers want to know you have done theirs.
- 06
Evidence rather than claims
Time to shortlist, roles filled in a sector, how long placements stay. Real figures where you have them, and nothing invented where you do not.
We publish only figures and claims you can evidence. No invented placement statistics, no fabricated client logos, and no testimonials you do not have permission to use.
How you work
The process is the product, so describe it.
Any agency can promise good candidates. What distinguishes one is what they actually do between the vacancy landing and the shortlist arriving, and employers who have been let down before read this section very carefully indeed.
- 1
Taking the brief properly
A conversation about the role, the team and what has gone wrong with previous hires, rather than an emailed job description forwarded to a database.
- 2
Sourcing
Where your candidates come from: your own network, referrals, advertising and direct approach. Employers want to know you are not simply searching the same job boards they already have.
- 3
Screening and shortlisting
How you filter, whether you interview, and how many people you send. "Four we would stand behind" is a far better promise than "a comprehensive shortlist".
- 4
Managing the process
Arranging interviews, giving feedback both ways, and handling the offer. The unglamorous part where placements are actually saved or lost.
- 5
After the placement
Your rebate or replacement terms, and whether you check in. Stating the guarantee plainly removes the employer's biggest fear about using an agency at all.
We aim to have your first website draft ready within 5 working days once PrimeStart has everything needed and confirms your project is Ready to Build. Payment alone doesn’t start the clock; missing details, revisions or domain delays can extend it.
You review the draft and request reasonable in-scope changes. If there’s a genuine problem we can’t put right within scope after reasonable attempts, we can cancel the agreement and refund Website subscription payments made, subject to any disclosed non-recoverable third-party costs.
The first five seconds
Six things a hiring manager checks before ringing.
They have a vacancy open, three agency websites in tabs, and about a minute of patience. These are the questions they are actually asking, and most agency home pages answer none of them.
- 01
Do you do my roles?
The actual job titles Named, in the language of the industry
- 02
What will it cost?
Your fee basis Stated, even as a range, rather than hinted at
- 03
What if the hire leaves?
Rebate or replacement The employer's biggest fear, answered up front
- 04
How many CVs will I get?
A shortlist, defined "Four we'd stand behind" beats "comprehensive"
- 05
Do you cover my area?
Towns written out Because most hiring is still regional
- 06
Will you understand the role?
Evidence, not adjectives Real placements and real vocabulary
Where the work comes from
Employers come back. Candidates come once and tell everyone.
An employer who has a good experience returns with the next vacancy and the one after that, which is why a single client relationship can be worth years of fees. A candidate, by contrast, may only ever deal with you once — but they will describe that experience to everyone in their trade, and a reputation for ghosting people spreads through a sector faster than any advertising you could buy.
That asymmetry should shape the website. The employer pages exist to win a relationship and can afford to be detailed; the candidate pages exist to protect a reputation and should be short, warm and specific about how people are treated. Naming the towns you actually recruit in serves both, because hiring is still overwhelmingly regional even when the work is not.
Your site plan
Five pages, and two of them never meet.
The structure is the strategy: an employer route, a candidate route, and the sector pages that prove you know the work.
Home
The split: employers or candidates, with your sectors and where you work.
- Two routes
- Sectors
- Areas
For employers
Your process, your fee basis, your guarantee and how to brief you on a vacancy.
- Process
- Fees
- Guarantee
For candidates
Current vacancies, how you handle CVs, and the promise that everybody gets a reply.
- Vacancies
- Your CV
- A reply
Sectors & roles
The roles you actually fill, named in the language of the industry.
- Roles
- Tickets
- Shifts
About & contact
Who you are, your compliance and memberships, your areas, and both contact routes.
- About
- Compliance
- Contact
Generally up to five pages on Website, planned around how your customers choose.
Need something extra later? No problem. PrimeStart customers can order additional services such as extra pages, branding and one-off optimisation through their client dashboard whenever they need them.
Your Client Platform
Add a vacancy the morning it comes in.
Every PrimeStart customer gets their own Client Platform. It is where the project lives while it is being built, and where you ask for changes once it is live.
- Follow the build stage by stage, without emailing to ask
- Send documents straight from your phone
- Message PrimeStart directly, with the whole thread in one place
- Preview the draft on a phone before anybody else sees it
- Approve the website before it goes live
- Ask for changes afterwards, and order services when you need them
- See your SEO report, tracked searches and recommendations each month (Website + SEO)
There is nothing technical to learn and no WordPress to open. One login, and the rest is us.
Illustration of the Client Platform for a fictional recruitment agencies business. SEO reporting is included with Website + SEO.
SEO
One employer relationship is worth years of fees.
Website + SEO is optional monthly work on how easily local customers find you, aimed at three searches agreed with you. In recruitment the asymmetry is extreme: candidate searches are enormous and low value, employer searches are rare and worth a great deal.
- £349.99/monthTotal. The website is included: the £49.99 Website is not added on top.
- 3 searchesAgreed with you at the start. Additional agreed search targets are £50/month each.
- Monthly workSearch and competitor research, website improvements, Google Business Profile work, local listings, technical monitoring and a clear monthly report in your Client Platform.
- 6-month minimumAfter the SEO minimum you can continue, or stop the SEO work and keep the Website for the rest of its 18-month term. Every month of it counts towards both.
Nobody can promise a position on Google, and we do not. What we commit to is the agreed work every month, tracking what happens, and changing course when the evidence says to.
- 01“recruitment agency near me Milton Keynes”
Mixed traffic, and mostly candidates. Useful for building your supply side, which matters, but it will not fill your pipeline of vacancies.
- 02“engineering recruitment agency Milton Keynes”
The one that pays. A hiring manager searching by sector has a live vacancy and a budget, and one relationship from this can run for years.
- 03“temporary staff agency Milton Keynes”
Urgent, commercial and repeating. Businesses needing temporary cover need it again, which makes a single win unusually sticky.
We would usually weight the targets towards employer intent, because candidate traffic can be built through job boards and social channels far more cheaply. We research your area first, recommend three that make commercial sense, explain why, and agree them with you before any work starts. Additional agreed searches are +£50 a month each.
Already have a website you are happy with? Ongoing SEO is only available with the managed website, as Website + SEO — PrimeStart does not run SEO on a site it does not host. If you would rather keep your current site, talk to us first and we will tell you honestly whether moving it across is worth it.
The plans
The same recruitment website, with or without the monthly SEO work.
The Website is the whole thing: designed, built, hosted, managed and kept current, with your domain name included. Website + SEO adds monthly work on how easily local customers find it. Clear pricing. Straightforward terms. No surprises.
A recruitment website that routes employers and candidates apart and proves sector knowledge with real role names.
Designers usually charge for the build before the website exists. We absorb that cost and recover it through the monthly service, which is why the plan carries a minimum term, and why there is nothing to pay up front beyond the first month.
Complete the term and the website is yours: stay with us on a rolling basis with no new minimum, or move it to hosting of your own.
Want PrimeStart working on how customers find you? Website + SEO is £349.99 a month in total, with the same website included. The same managed website, plus monthly work on three agreed local searches, weighted towards employer intent rather than candidate volume. How SEO works
£49.99per month
- Upfront website design fee
- £0
- What you pay to start
- Your first £49.99, at signup
- Minimum term
- 18 months
- Over the minimum term
- 18 × £49.99 = £899.82
- After month 18
- The website is yours
- If you stay
- £49.99 a month, rolling, no new minimum
What the plan includes
- Employers and candidates splitBecause everything one wants to hear undermines the other
- Roles named, not industriesWhich is how a hiring manager decides you understand the job
- Your fee basis statedThe question every employer enquiry starts with
- Candidate behaviour promisedReplies, permission before a CV moves, and real vacancies
- Your process describedThe part that distinguishes you from the agency that let them down
- A professionally designed, custom-built WordPress websiteGenerally up to five pages, planned around how recruitment agencies are chosen
- Hosting, your domain name and SSLIncluded and managed by PrimeStart
- Security, backups and updatesKept current, backed up regularly, WordPress and plugins updated by us
- Enquiry forms and basic Google foundationsForms that reach you; structure, titles and descriptions search engines read
- Support, small changes and your Client PlatformReasonable small changes subject to fair use, and one place to follow, message and approve
Questions recruiters ask us
How much does a website for a recruitment agency cost?
What happens at the end of the 18 months?
Is the domain name included?
Can the site have a live job board fed from our CRM?
Can candidates upload a CV?
Should we publish our fees?
How quickly will I see a first draft?
What is SEO, and do I need it to start?
You fill the vacancies. We'll run the website.
Web design for recruitment agencies at £49.99 a month with a £0 upfront website design fee: employers and candidates routed apart, roles named properly, and fees explained.
Prefer to call? +44 7446 265140 or email contact@primestart.co.uk