Recruitment website design that wins clients and attracts candidates. Conversion-led websites for recruitment agencies with ATS integration, a ranked job board and technical SEO built in, owned end to end by a fractional CMO and the team that builds them.
Conversion led web design
ATS and CRM integration
Job boards that rank
Employer landing pages
Consultant profile pages
Recruitment and search only
Every site we build is for a firm that hires people
Led by a fractional CMO
A marketing director sets the plan, not an account manager
Built to convert, not just to look good
Enquiry paths designed for clients and candidates alike
Yours to run afterwards
A CMS your team can edit without coming back to us
Built for Both Sides
The reason most recruitment website design falls flat is that it serves one audience and forgets the other. We design for both from the first wireframe, because your firm only grows when clients and candidates both choose you.
For hiring clients
Clients shortlist a recruiter the way they shortlist any supplier: on credibility, proof and clarity. Your site has to make the case before a consultant ever picks up the phone.
For candidates
The best candidates judge you in seconds on mobile. A slow, generic job search sends them to the next agency; a fast, human one keeps them and grows the pool your clients pay for.
Under the Bonnet
A recruitment website is working software, not a brochure with a contact form. These are the features that make it earn its keep, built in from the start rather than bolted on later.
Your website wired into the tools your desk already runs, so roles publish automatically and enquiries land where consultants work. We integrate Bullhorn, JobAdder, Vincere, Mercury and the rest, no double keying.
Live vacancies with JobPosting schema, so roles are eligible for Google Jobs, are indexed fast and are found by the candidates searching them. A job search that filters by sector, location and salary without the friction.
Dedicated pages that pitch to hiring managers, not just candidates: your sectors, your process, your proof. The pages that turn a client search into a briefed role rather than a bounce.
Recruitment is a people business, so we put your people front and centre. Specialist profiles with track record and direct contact routes that turn an anonymous visit into a named conversation.
Every page has a next step, mapped to where the visitor is: brief a role, register a CV, book a call or download a market report. The difference between traffic and a full pipeline.
A Core Web Vitals score in the green, GDPR-ready forms and hosting, and a clean CMS your team updates without a developer. You add roles, case studies and team members in a few clicks.
Information Architecture
A recruitment site has to answer four things in the first scroll: the sectors you cover, the roles you fill, the results you have delivered, and why a client or candidate should trust you over the firm ranked above you. We design the architecture first, then the pages.
Core Web Vitals
Speed sets your ranking and it sets your conversion rate. Search engines score your site against it, and a slow page loses the buyer before they read a word. These are the standards every build clears.
0.0s
LCP
Largest Contentful Paint
Good0ms
INP
Interaction to Next Paint
Good0.00
CLS
Cumulative Layout Shift
Good0
Score
Lighthouse Score
PassSample taken from a recent Limivex build, measured on mobile, 4G, cold cache.
What to Expect
Most recruitment website design projects run eight to fourteen weeks from kickoff to launch. Here is exactly how yours moves, and what you get at each stage.
We get under the skin of your firm, your sectors and the clients you want to win, then design the site architecture around how those buyers read. Structure first, so every page has a job and a place before anyone opens a design tool.
A recruitment website design built around your brand and your proof, with the copy written to rank and convert alongside it. You see real pages with real content, not a template with placeholder text.
A fast, secure build with your ATS or CRM wired in, the job board live with JobPosting schema, and technical SEO baked into every template. Tested across devices before anyone sees it.
Every URL mapped, redirected and tested so your existing rankings carry over, not vanish. We monitor index coverage daily through launch, because a migration done badly costs years of compounding traffic.
The site is the start, not the finish. Your fractional CMO and the team keep the recruitment SEO, content and conversion work moving, so the website compounds instead of ageing the day it goes live.
Our Clients
We have designed, built and maintained the sites of specialist recruiters, executive search firms and staffing businesses across the UK, the US and the Middle East. In most cases the website was the first project and the rest of the marketing function followed.
Clear Recruitment, Meyrick Consulting, Adastrum Consulting, Quay Group, SmartChoice International, Nicholas Alexander.
What Clients Say
26+
Finalised Projects
98%
Client satisfaction rate
18
Brand Transformations
01 / 04
“Limivex now controls our entire sales and marketing activity across Europe and the US, and I'm having calls every week with my ideal clients.”
“Daniel transformed my social media presence and messaging in a short space of time. I only wish I'd met him 10 years ago.”
“Limivex was instrumental in the successful launch of 83DATA. Their creative design capabilities are beyond anything we've used before.”
“Limivex supported us with branding, web design, even a radio ad. Their knowledge of sales and marketing is second to none.”
Recruitment Website Design FAQ
Or, email us at Email us
It depends on the size of the site and how much of it is bespoke. A focused build for a growing agency sits at one level; a large multi-sector site with deep ATS integration and a custom job board sits higher. We scope the project to what your firm actually needs, set it against the mandates a better website is built to win, and agree a fixed price up front so there are no surprises.
Most recruitment website design projects run eight to fourteen weeks from kickoff to launch. Discovery and architecture take the first two to three weeks, design and content a further four to six, then build, integration, testing and migration through to launch. We will not promise a four week launch we cannot stand behind.
Yes, and it should. We integrate the recruitment platforms you already run, including Bullhorn, JobAdder, Vincere and Mercury, so roles publish to the site automatically and enquiries land where your consultants work. No double keying, no separate job board to maintain, and live vacancies carry JobPosting schema so they are eligible for Google Jobs.
Every build has technical SEO baked in from the first line of code: clean structure, fast Core Web Vitals, schema and pages written to rank for the terms your clients and candidates search. A beautiful recruitment website that no one can find is a brochure, so search is designed in, not bolted on. It is the same discipline we run as a dedicated recruitment SEO service.
Yes. We hand over a clean CMS for the content your team actually touches: new roles, case studies, sector pages, consultant profiles and blog posts, all editable in a few clicks without a developer. Where you would rather we kept it moving, your fractional CMO and the team stay on as your marketing function, so you are never stuck waiting and never lose the senior direction behind the site.
Whichever fits the brief. Wix Studio when your team needs to ship and edit pages without a developer, WordPress when you want a familiar CMS and a broad plugin ecosystem, and Next.js when performance, scale or a deep integration with your stack is the deciding factor. We are a Wix Partner and have built bespoke recruitment sites on Next.js, so the recommendation is based on your situation, not our preferred toolkit.
From The Journal
What a fractional CMO costs in the UK: day rates of £700 to £1,500, monthly fees of £3,000 to £12,000, what moves the price, and our own published ladder.
A practical guide to building a recruitment website in the UK: what to budget, what to build, why AI generated sites all look the same, and what a marketing agency adds that a template cannot.
How to win recruitment clients in a shrinking market: building a target list, what to say when you reach a hiring manager, the UK outreach rules nobody mentions, and how to turn a first vacancy into a lasting relationship.
AI tools now answer the question your clients used to type into a search box. Here is how generative engine optimisation works, what the research says moves the needle, and what recruitment firms should do about it.
A practical comparison of outsourced marketing and an in-house marketing team, covering the real cost of each, the skills you get, the risks nobody mentions, and how to work out which one your firm actually needs.
LinkedIn impressions are the most watched and least understood number on the platform. Here is what an impression actually counts, why yours have probably fallen, and what to do about it.
Attracting candidates as an agency is not the same as an employer doing it. Here is what actually works: your niche reputation, your consultants' profiles, job adverts worth answering, a real candidate experience and a talent pool you keep warm.
There is no single best B2B SEO agency, only the best one for your firm. Here is how to tell them apart, and how to shortlist the right one in an afternoon.
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