Websites for Staffing and Recruitment Firms

Two audiences, two journeys

Most staffing sites mix the two audiences in one menu, so an HR manager lands among job ads and a warehouse worker lands on a page about framework agreements. A simple split fixes it: two buttons above the fold, two menus or sections, and two separate contact routes. Our guide to homepage structure shows how to order the rest.

Job listings and integrations

Your recruiters already publish jobs in an applicant tracking system such as Teamtailor, Jobylon or similar. The website should pull listings from there through the system's feed or API, so a job closed in the ATS disappears from the site automatically. Manual copying is how expired jobs stay online for months and candidates apply into a void.

• Filters that match how candidates search: role, city, full-time or hourly, start date.
• JobPosting structured data on each listing, so jobs can appear in Google's job results.
• A clear link to Arbetsförmedlingen's Platsbanken where you advertise there too, without duplicating content.
• Job alerts by email for candidates who find nothing today, with consent recorded.

Applications and CV handling under GDPR

A CV contains name, contact details, work history and often more sensitive information than candidates realise. Under GDPR you need a legal basis, a stated purpose and a retention period, and IMY expects you to follow them in practice. The mechanism that keeps you compliant is to receive applications directly into the ATS, where retention rules and deletion run automatically.

1. State in the application form what you store, why, and for how long, and link to the privacy notice.
2. Ask for separate consent if you want to keep a CV for future roles beyond the current recruitment.
3. Never let application forms send CVs as email attachments to a shared inbox.
4. Delete or anonymise automatically when the period ends, and log that it happened.
5. Make it easy for candidates to see, update or withdraw their data.

See our website GDPR checklist for the rest of the site, including cookies and analytics.

Employer enquiries and case proof

Employers compare several agencies before they call. What persuades them is concrete: the industries you cover, the regions where you have consultants, how quickly you usually fill a request, whether you are authorised by Kompetensföretagen and bound by collective agreements, and how insurance and work environment responsibility are handled. Write case descriptions with real details you have permission to share, and never invent client names.

The enquiry form should ask for what your sales team needs to respond: role, number of people, start date, duration, location and a contact person. A form that gathers that in one go saves a round of emails and makes you look organised before the first meeting.

Local and industry visibility

Employers search for combinations like 'staffing warehouse Gothenburg' or 'bemanning restaurang Malmö'. A page per industry and per city where you actually operate, each with specific content, answers those searches. A Google Business Profile for every office with a staffed address helps the local results.

• Business website launchA complete company website with the structure, forms and integrations above.
• PricingFixed prices for our website packages.
• Book a callWalk us through your ATS and your two audiences in 15 minutes.

When you do not need a new site: if your ATS provides a good career site and your employer business comes almost entirely through framework agreements and existing relationships, a light update of your current site may be enough. Build new when the two audiences are tangled, listings are copied by hand or CVs arrive by email.

Frequently asked questions