These are four recruitment websites we have designed and built for clients, with screenshots of the live sites. Each firm needed something different from its website: a job board that keeps itself up to date, four divisions under one brand, a search firm whose appointments are rarely advertised, and a page for every overseas market.
For each one I've explained what the firm needed and how the site is built around its clients and, where relevant, its candidates.
Clear Recruitment
Clear Recruitment places engineers, project managers and senior leaders on data centre and energy infrastructure projects in the UK, Europe, the Middle East, the US and Asia Pacific.
Before the rebuild, Clear had a WordPress site that made a specialist firm look generalist. Consultants copied every vacancy by hand from LinkedIn into an old job board, and the site rarely produced a serious enquiry.
We replaced it with a custom site. The part that saves the team the most time is the job board. Clear's live roles come straight from LinkedIn and appear on the site organised by sector, so a consultant posts a role once and the website updates itself. Candidates can search by role, skill or technology, filter by region, type of service and area of expertise, and every job page names the consultant handling it, with their email and LinkedIn profile. Candidates can also create an account to upload a CV, apply in one click and see where each application stands.
For clients, each area of expertise has a page of its own. The power and cooling page, for example, sets out the specialisms and seniority levels Clear recruits for, gives a hiring manager a direct route to start a search, and lists the live roles in that discipline further down.
Clear's first inbound lead from the new site arrived within a week of launch, after a long quiet spell on the old one.
Quay Group
Quay Group recruits for the ultra high net worth world through four divisions: Quay Crew for superyachts, Quay Maritime for shore-based maritime roles, Quay Estates for private households and Quay Family Office. Each division has its own clients and candidates, so the main job of the website was to give each division its own section within one Quay Group brand.
The homepage opens with a slide for each division, and every slide has two buttons, one for candidates and one for clients. On the first screen, visitors choose a division and whether they are hiring or looking for work. Within each division's section, a client can submit a job brief and a candidate can go straight to current jobs.
The work with Quay started with a members' portal, which launched in 2025. It is a members-only hub, organised by the same four divisions, where senior candidates and clients sign up for the salary reports, guides and webinars that are not on the public site.
Nicholas Alexander Executive Search
Nicholas Alexander is a boutique executive search firm that specialises in senior retail appointments and runs a separate diversity-focused search practice. Executive search appointments are rarely advertised, so a job board would have been the wrong centrepiece for its website.
We built the site around the firm's practices instead. Retail executive search, diversity-focused search, leadership development and interim services are each set out in full within one design, so a client can see what each practice does and who it is for.
The site also carries original guides, such as Scaling Retail Leadership and From Challenge to Opportunity, which readers download in exchange for their details, and a journal called the Retail Leadership Lens. Senior retail leaders can read the firm's thinking on their market before the first meeting. The full project is in our Nicholas Alexander case study.
SmartChoice International
SmartChoice International is an IT recruitment and consulting firm with its head office in London and teams in the US, Poland, Romania, Bulgaria and the UAE. Its previous website did not rank for the searches its buyers make, and it presented the firm as a single London office rather than one working across several markets.
We redesigned the site and rebuilt it on a sound technical base, so it could compete in search from launch. The biggest change to its structure is a page for each of the eight markets SmartChoice serves, written for the buyers in that country. The Poland page, for example, explains why companies hire nearshore engineers there and what SmartChoice's team in Kraków does.
The site also has an Insights section, where we publish articles on IT recruitment, staffing models and enterprise platforms. They are written for senior IT leaders, who are both the clients SmartChoice works for and the candidates it places.
What these four websites have in common
The four firms are very different, but their websites share two things. Each sector, division, practice or market has a page written for the people who buy from it, and where a firm advertises roles, the jobs come from the system its consultants already use, so nobody types them in twice.
If you are planning a new site, our guide to building a recruitment website covers the planning in detail, and how much a recruitment website costs covers the budget. If you would like a site like these for your firm, our recruitment website design service covers the design, build, integrations and SEO.
