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Websites for recruiters

Staffing agency website design that fills roles from both sides

Websites for staffing agencies and recruitment firms that work for both sides of the hire: a job board candidates can search and apply from on a phone, pay ranges and AI-screening notices where the law asks for them, a request-talent form employers finish in a minute, and a portal for timesheets and applications.

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  • Website from $150/month, yours after 12 payments
  • SEO plans from $149/month

Published by Zubair Afzal, responsible editorUpdated

The short answer

What should a staffing agency website have?

A staffing agency website needs a searchable job board with mobile apply, a separate path for employers to request talent, and job ads that carry the pay range, vacancy status, equal-opportunity statement and any AI-screening notice the job’s location requires. It should state that candidates are never charged a fee, show your licence number once you hold one, and protect candidate data.

Price
$1,500 upfront, or $150/month × 12
Ownership
Yours after 12 payments
Hosting and care
$29 or $49/month
Build time
About 4 weeks for a local site

Our designs

Our website and app designs for recruiters

Ready-to-launch concept designs for fictional businesses: pick one and make it yours. 6 websites, 2 apps and 1 software design, each opening on a desktop and a phone, with your brand, content and photos going in. All apps and software

9 of 9 examples shown

Pay monthly, own it

High-converting websites from $150/month

Pick a design, add your brand, content and photos, and launch. Yours after 12 payments, with SEO built in from day one.

Pick my design
Local website
$150/monthUp to 25 pages · yours after 12 payments, or $1,500 upfront
Growth website
$400/monthUp to 100 pages · yours after 12 payments, or $4,000 upfront

Built in

What every recruiter website includes

  • A job board candidates can use on a phone

    Search by role, location, shift and work mode, apply with a CV upload or a short form, and get a text when a recruiter reads the application. Each job has its own page with JobPosting markup so it can appear in Google’s job search, and the markup comes off when the role closes.

  • Pay ranges and required notices on every posting

    Job templates hold the pay range, the equal-opportunity line, the AI-screening disclosure and the vacancy-status statement as required fields, switched on by the job’s location so an ad cannot go live without them.

  • A request-talent path for employers

    Hiring managers say what kind of hire, which role and when, and the request reaches the right desk with the details attached, separate from the candidate flow.

  • Timesheets and shifts in a portal

    Assignment workers submit hours and accept shifts; clients approve hours online. Fewer calls on payroll day, and a record when a dispute arises.

  • Candidate data handled with care

    CVs stored encrypted with a retention period, consent captured for talent-pool alerts, and a page explaining how candidates can see or delete what you hold on them.

  • Specialty and city pages that rank

    A page for each profession and each city you recruit in, listing current roles and the recruiter who covers them, so both candidates and employers find the right desk.

How clients search

The searches and pages a recruiter website needs

Two very different people search for a staffing agency. Job seekers type the work and the place, usually on a phone between shifts or after one, and often meet the role first in Google’s job listings or on a job board before checking the agency itself. Employers search when a gap opens and the week is already short: a temp agency nearby, a recruiter for one sector, an executive search firm for a single appointment. Both read reviews, and hiring managers increasingly ask peers and AI assistants which agencies cover their city and trade.

  • “temp agency near me”
  • “warehouse jobs hiring now near me”
  • “nursing agency jobs”
  • “executive search firm for a cfo”
  • “how much do staffing agencies charge employers”
  • “temp to hire agency”
  • “it recruitment agency toronto”
  • “light industrial staffing company”
  1. 01

    A page for every opening

    Each job lives at its own address with the pay range, location, shift, vacancy status and JobPosting markup, so it can appear in Google’s job results and be shared by text. When the role is filled the page says so and the markup is removed.

  2. 02

    How hiring with us works

    Temporary, temp-to-hire, permanent and retained search explained for an employer, including how markups and placement fees are set and what happens if a placement leaves early, so a hiring manager understands the model before the first call.

  3. 03

    Sector pages

    Light industrial, healthcare, office, technology: one page per sector you staff, naming the roles you fill, the certificates candidates bring, and the recruiter who covers that desk. These are the pages that win searches combining a trade with a city.

  4. 04

    Branch and city pages

    Each office gets its address, hours, walk-in times and the roles open nearby. Job seekers without a car want to know whether the branch is on a bus route, and employers want proof you actually recruit in their area.

  5. 05

    Your rights as a worker

    No fees, the pay schedule, public holidays, what happens when an assignment ends, and how to ask a person to review an application that software screened. Written plainly, translated where your workers need it, and linked from every job page.

  6. 06

    AI-use and privacy notice

    Which tools read applications and what they do, the bias audit summary where New York City law requires one, which employers see a CV, and how long data is kept. One page that every posting and the apply form can point to.

  7. 07

    Request talent

    A short employer form for the kind of hire, the role, the start date and the site, routed to the right desk. It is the page most employer searches should land on, and it stays separate from anything a candidate sees.

SEO, AEO and GEO

How recruiters get found in Google and in AI answers

  • Google’s job search

    Clean JobPosting markup on each job page, with pay, location, employment type and closing date filled in from the feed, is what lets roles show in Google’s job results. Google asks that only real, open positions be marked up, so closed roles come down promptly.

  • A Business Profile per branch

    Each office claims its own Google Business Profile with a fitting category such as employment agency, temp agency or executive search firm, its own hours and phone. Ask every placed worker and every client for a review, never only the happy ones.

  • Answers assistants can quote

    Short, dated answers to the questions both sides ask: what a placement fee covers, how temp-to-hire converts, when workers get paid. Clear facts in the page text are what AI Overviews and chat assistants can quote. EmploymentAgency and Organization structured data helps Google read the page; no markup makes an assistant cite you.

  • One feed, matching everywhere

    Jobs pushed to job boards from the same feed that builds your site keep titles, pay and locations consistent, and the apply link points back to your domain. Mismatched details across boards are what candidates and search engines both distrust.

Compliance

The rules for recruiters, handled in the design

Recruitment ads are regulated in more places every year: pay ranges, AI-screening notices, equal-opportunity wording and agency licensing. These are the rules that shape a staffing site’s job postings and apply flow, and what each design does about them.

Sources gathered October 6, 2026. This is how our designs handle these rules, not legal advice: rules change and differ by province and state, so your employment lawyer has the final word, and you approve every page before it goes live.

  • Ontario · ESA job postings

    Pay, AI use, vacancy status and no Canadian-experience requirement

    Since January 1, 2026 Ontario’s Employment Standards Act requires employers with 25 or more employees to state expected pay or a range (with a capped width) in publicly advertised postings, disclose AI used to screen, assess or select applicants, say whether the post is for an existing vacancy, and not require Canadian work experience. Interviewed applicants must hear back within 45 days. Ontario job templates make these fields required.

    Ontario — Requirements related to publicly advertised job postings

  • Ontario · ESA licensing

    Temporary help agencies and recruiters need a licence

    Since July 1, 2024 temporary help agencies and recruiters, as the Act defines them, need a licence to operate in Ontario, the province keeps a searchable register of licensees, and clients can be penalised for knowingly using an unlicensed one. Showing the licence number in every footer is a convention the designs follow, not a stated duty; it stays a placeholder until you supply yours.

    Ontario — Licensing for temporary help agencies and recruiters

  • Ontario · ESA Part XVIII.1

    No fees charged to workers

    Ontario forbids a temporary help agency from charging assignment employees a fee for becoming its employee, getting assignments, help with a CV or interview preparation, and separate Ontario law bars recruiters from charging foreign nationals for finding them work. Agency sites say plainly that workers never pay, and the apply flow asks for no payment of any kind.

    Ontario — Your guide to the ESA: temporary help agencies

  • British Columbia · Pay Transparency Act

    Expected pay in every BC job ad

    Since November 1, 2023 British Columbia’s Pay Transparency Act requires employers to include the expected wage or salary, or its range, in publicly advertised job opportunities, and bars asking applicants about pay at past jobs. BC postings carry the range, and the apply form has no pay-history question.

    Government of British Columbia — Pay Transparency Act fact sheet

  • US · state pay transparency

    Salary ranges in covered US job ads

    Colorado, California, Washington, New York, Illinois, Minnesota, New Jersey, Vermont, Massachusetts and other states now require a good-faith pay range in covered postings, with thresholds that differ by state. New York’s law names employment agencies, and California extends the duty to third parties that post for an employer. The template blocks publishing for a covered location without a range.

    New York State Department of Labor — Pay transparency

  • New York City · Local Law 144

    Automated screening needs an audit and a notice

    New York City bars employers and employment agencies from using an automated employment decision tool unless it had a bias audit within the past year, a summary of the results is public, and candidates got notice. Where a client screens NYC applicants with such a tool, the site publishes the audit summary and the notice.

    NYC Department of Consumer and Worker Protection — Automated employment decision tools

  • US · Title VII and ADEA

    Job ads without discriminatory preferences

    Title VII makes it unlawful for an employment agency to publish a job notice indicating a preference based on race, colour, religion, sex or national origin; only religion, sex or national origin can ever be a bona fide occupational qualification, never race or colour. The ADEA bars age preferences in ads. Templates flag words like “young”, “recent graduate” or “native speaker” for review.

    EEOC — Prohibited employment policies and practices (job advertisements)

  • Canada · PIPEDA

    Candidate data used only as candidates were told

    PIPEDA requires meaningful consent and limits use to the purposes identified when information was collected. The application form says which employers may see a CV and how long it is kept, and talent-pool alerts are a separate, optional consent.

    Office of the Privacy Commissioner — PIPEDA requirements in brief

Everything for recruiters

Websites, apps, branding and SEO for recruiters

  • Websites

    Recruiters websites built on the designs above, fast and set up for search.

    From $150/month

  • Apps

    Staffing runs on speed: the first agency to confirm a worker for tomorrow’s shift fills it. An app puts shift offers, timesheets and pay stubs in workers’ pockets.

    Quoted per project

    Apps for recruiters

  • Branding

    Recruiters need a brand two audiences trust: employers who want reliability and candidates who want to be treated fairly. Most agency brands look the same, so being recognisable is the advantage.

    Quoted per project

    Branding for recruiters

  • SEO and leads

    Ongoing SEO that checks your site every week and fixes what is safe to fix, for more applications and employer job orders.

    From $149/month

    SEO plans and prices

Pricing

What a recruiter website costs

The price of a recruiter website is the same as any website we build: pay upfront and save, or spread it over 12 months.

  • Local website

    $150/month × 12

    or $1,500 upfront. Yours after the 12th payment.

    • Up to 25 pages
    • Any design on this page
    • Technical SEO at launch
    • Hosting and care $29/month

  • Growth website

    $400/month × 12

    or $4,000 upfront. Yours after the 12th payment.

    • Up to about 100 pages
    • Teams, offices and more integrations
    • Planned with an advisor
    • Hosting and care $49/month

  • SEO plans

    $149/month

    Local $149 · Growth $399

    • Checks your site every week and fixes what is safe to fix
    • New pages every month
    • 7-day trial

Prices in US dollars. How payments, hosting and ownership work.

How it works

How your recruiter website goes live

  1. 01

    Pick a design

    Choose one, or ask for another. Tell us whether you place temps, permanent hires or executives, and in which cities.

  2. 02

    Send your details

    Logo, recruiter bios, your agency licence number, your ATS or job feed, and the equal-opportunity and AI-use wording you use.

  3. 03

    Review before launch

    You check job templates, pay-range rules and notices against each jurisdiction you post in, and ask for changes.

  4. 04

    Launch and grow

    We connect the job feed, redirect old job URLs, go live, and build specialty and city pages that bring in applicants and clients.

Pick my design

See your website before you pay for it

Choose a design and tell us about your business. An advisor emails you to plan a preview with your name, your colours and your details, and the price options. Nothing is charged until you decide.

  1. 1An advisor replies by email
  2. 2We plan your preview and scope
  3. 3You decide, with every price in writing
Example to start from (required)

Type it the way you usually would. Outside Canada, the US, the UK, Australia or the UAE? Start with + and your country code.

What do you need? (optional, choose any)
Size of site (optional)
Add more detail (optional)

We use the details you give us only to reply to you and, if we work together, to run the project. We never sell your details or pass them to anyone else for their marketing. Read the privacy policy.

Questions

Recruiters: common questions

How much does a staffing agency website cost?
A staffing agency website of up to 25 pages is $1,500 paid upfront, or $150 a month for 12 months, and it is yours after the 12th payment. A larger site of up to about 100 pages is $4,000, or $400 a month. Hosting and care is $29 or $49 a month. Prices are in US dollars.
Do job ads on my agency website need a salary range?
In a growing number of places, yes. Colorado, California, Washington, New York, Illinois and several other states require a good-faith pay range in covered postings, British Columbia has required one since November 2023, and Ontario has required one from employers with 25 or more staff since January 1, 2026. Our template makes the range required wherever the job’s location calls for it.The employer you recruit for sets the range; your employment lawyer confirms which rules apply to each posting.
Do I have to tell candidates we use AI to screen applications?
Increasingly, yes. Since January 2026 Ontario postings by employers with 25 or more staff must disclose AI used to screen, assess or select applicants, and New York City requires a bias audit, a public summary and candidate notice before an automated employment decision tool is used. Each design has an AI-use line on postings and a page for the audit summary where one applies.
Can the website pull jobs from our applicant tracking system?
Usually, yes. Most applicant tracking systems publish a job feed or an API, and the board reads it so recruiters post once. Each job still gets its own page on your domain with JobPosting structured data, which keeps the search traffic and the applications on your site instead of the ATS vendor’s.
Should employers and candidates have separate sections?
Yes. They come with different questions and rarely want to read each other’s pages. The designs split the two on the first screen, with a job search for candidates and a request-talent path for employers, and each side gets its own navigation, calls to action and contact routing.
Does a staffing agency website need to show its licence number?
Where you need a licence, showing its number helps. Ontario has required temporary help agencies and recruiters to hold one since July 2024 and keeps a register employers can search, so a number in your footer lets a client check you in seconds. Each design has the field, left empty until your licence is issued.Whether a rule requires the number on your site, and which licences apply elsewhere, is for your employment lawyer to confirm for each province or state you recruit in.
Will my recruiter website rank on Google?
It launches with the technical SEO done: fast pages, clean structure, structured data, local pages and redirects from your old site. To keep climbing, a BOOSTD SEO plan from $149 a month runs 262 checks on your site every week, fixes what is safe to fix and gets the rest ready for your OK.No one can promise a position on Google, and we never do. Google warns businesses about anyone who does.
Can I get one of these recruitment website designs?
Yes. Each is a complete, ready-to-launch website design BOOSTD made for recruiters. Pick one and we make it yours, with your name, colours, photos, content and the licence or compliance details your industry expects, from $150 a month and yours after 12 payments.Approved client sites are shown with a “Client work” tag, and only with the client’s written permission.

Guides for recruiters

Reading for recruiters before you build

More on staffing agency website design

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