FAQs for Recruitment Websites

• Avionte: View RecruiterWEB integration with Avionte here.
• Bullhorn: View RecruiterWEB integration with Bullhorn here.
• Firefish: View RecruiterWEB integration with Firefish here.
• JobAdder: View RecruiterWEB integration with Jobadder here.
• JobDiva: View RecruiterWEB integration with JobDiva here.
• Loxo: View RecruiterWEB integration with Loxo here.
• recruiterflow: View RecruiterWEB integration with recruiterflow here.
• Tracker: View RecruiterWEB integration with Tracker here.
• Troysoft: View RecruiterWEB integration with Troysoft here.
• Vincere: View RecruiterWEB integration with Vincere here.
• Voyager: View RecruiterWEB integration with Voyager here.
• Zoho Recruit: View RecruiterWEB integration with Zoho here.

RecruiterWEB operates on a transparent, fixed-cost model. This eliminates additional charges per job, user, feature, or traffic volume, ensuring predictable costs as your agency scales without unexpected fees for platform usage or new developments.

Prices tested; we are the highest-featured, lowest-cost dedicated recruitment website, validated by our annual mystery shopping exercise, run each September.

We have no stealth or hidden fees; all features come at one price, and unlimited use of the platform is included at the same price.

Website for startup recruiters:
£149 + VAT per month.

Themed or Templated websites for established recruiters:
£199 + VAT per month.

Semi-bespoke/custom websites for any recruiters::
£399 + VAT per month.

Fully bespoke/custom for any recruiters:
£699 + VAT per month.

4 weeks is a typical template, depending on the amount of work in our pipeline. 6 weeks is typical for a semi-bespoke/custom and 9 weeks for a fully bespoke/custom site.

Be aware that some vendors we compete with will quote deliver time similar to ours and then take 6-12 months to deliver you a website.

Yes, all clients receive immediate access to every platform feature as standard. New developments are integrated into the core platform and made available to all users, ensuring you always have the latest tools.

View our full features list.

View our master demo site.

Be aware that some vendors we compete with have hidden costs for their features.

Most clients never need to pay for design updates thanks to our admin controls, which give them significant flexibility.

But now, with the Design Studio feature, you can create millions of page design combinations in the website admin with no developer or design skills needed.

You just click a few buttons in the site admin, and your page is instantly made bespoke in look and feel.

Design Studio permits you to create bespoke page designs yourself, or you can outsource that work to us as part of our branding options.

We have 60 launch design widgets and aim to have 180 design widgets by the end of the year.

Yes, you can opt into feature update plans or discuss the new features as and when we launch them.

Our feature rollout plan currently includes:

• Integration of our Candidate Champion features to advertise your candidates on your website and in your ATS/CRM to get the data you need.
  
• Website Newsletter
  
• Self-managed survey tools
  
• Fully integrated email marketing
  
• Social media posting is automated
  
• Improved reporting
• Automation tools

Yes, we can run SEO campaigns for you, or we can recommend using the same tools we use and working on SEO yourself.

We run On-page SEO campaigns, essential for brand and longtail SEO. Logtail is the kind of search clients and candidates make to find recruiters.

We run Off-page SEO campaigns to help boost your website's domain authority where needed.

Technical SEO is a moving target, and so is offered on an as-and-when-needed or recurring campaign basis.

View our Recruitment SEO page here.

Yes. AI-powered search engines like ChatGPT, Perplexity, Google AI Overviews and others are increasingly how candidates and clients find recruitment agencies. Unlike traditional search, these tools don't just scan for keywords; they extract and summarise information from websites to generate direct answers.

We build our websites with this in mind. Every page is structured so AI can easily read, understand and reference your content from the organisation of your headings to the way your service descriptions, locations and specialisms are written. We also actively monitor how recruitment websites appear in AI search results, so we understand what these models look for and how to make your agency more visible in them.

Be aware that most recruitment website providers haven't yet adapted to this shift. If your website was built before AI search became mainstream, there's a good chance it's being overlooked entirely by these platforms, even if it ranks well on traditional Google.

No. We don’t charge per job. Job listings are included because the cost of publishing additional jobs is negligible on modern hosting, and your website shouldn’t become more expensive simply because your business is growing.

Be aware that some vendors we compete with have these hidden costs; it's madness to charge youfor jobs on your own websites.

No, unlike some vendors, you can use all our features for free.

If you made your code right, once you create a feature, it will be in the code, ready and waiting for all users.

Our full features are listed on our website.

Be aware that some vendors we compete with have these hidden costs to access all their features.

No. We don’t charge per staff member or per login. Your website is a company asset, and your team should be able to collaborate without worrying about seat limits or per-user fees.

Be aware that some vendors we compete with have these hidden costs. It is more madness to charge you based on the number of staff you have for your own website.

No. Your plan isn’t priced based on traffic, bandwidth, or storage. Hosting is designed to handle normal growth, and we don’t increase your fees just because more people visit your site.

Be aware that some vendors we compete with have these hidden costs.

No. Support is included. If you need help, you should be able to ask without worrying about surprise charges.

If you ever request work that falls outside standard support (for example, a new feature or a significant redesign), we’ll scope it clearly and agree on it with you upfront.

Be aware that some vendors we compete with have these hidden costs for different support levels.

Yes, providing images free of charge is also part of the standard service. You can pick from our library of images, or, if you want, our help; we also offer branding services.

You can provide your own images, or we can work with your brand or marketing agency to create them.

Yes, this is also part of the standard service to make sites in your brand fonts. If you don't have brand fonts, we can help you choose fonts.

Yes, they can be used as page headers, embedded on pages, and made features using the Design Studio feature.

Design Studio allows you to customise your page in millions of combinations, but if you also want us to make bespoke changes to the site beyond what Design Studio can do, yes, we can make bespoke changes to your template. We call that Template+.

The only difference between templates/themes is their home page design. The internal pages are all uniform, but with Design Studio can now be customised in millions of combinations. If you want to mix and match homepage features from templates/themes this would be covered by our Template+ service.

Yes, we can provide branding for your project from award-winning branding experts in the recruitment sector. Additional fees apply for this service.

Branding enables recruiters to demonstrate what makes them unique and a safe pair of hands for delivering recruitment services in their niche or niches.

1. We don’t just tick boxes.
2. We build your reputation.
3. We help you attract elite talent.
4. Win exclusive client contracts
5. Through strategy-led brand design.

Read more on our branding page.

We offer a full copywriting service specifically for recruitment businesses. This isn't generic web copy we understand recruitment terminology, how agencies position themselves, and what candidates and clients actually search for.

We can write everything from your homepage and about page to sector-specific landing pages, blog content and job descriptions. All content is written with SEO and AI search visibility in mind, meaning it's structured to be found and referenced by both traditional search engines and AI platforms.

If you already have content you're happy with, that's fine too; we'll work with what you've got and advise if anything needs restructuring for better performance.

Be aware that many recruitment website providers will build you a site and hand it over with placeholder text or expect you to write all the content yourself. A recruitment website with poor or generic content will struggle to rank, no matter how good it looks.

View our copy service page here.

Yes, we have made fully mobile-ready recruitment websites since 2007. Every website we build is fully responsive as standard. This means your site automatically adapts to look and function properly on any device, including mobile phones, tablets, laptops and desktops.

This isn't an optional add-on or a separate mobile version of your site. It's built into the core design from the start. Navigation, job search, application forms, and contact pages all work seamlessly on mobile.

This matters because most candidates now browse and apply for jobs on their phones. If your recruitment website isn't mobile-friendly, you're losing applicants before they even see your jobs. Google also uses mobile-friendliness as a ranking factor, and AI search engines prioritise sites that deliver a good experience across all devices.

Yes, we can. Follow the link below to see our full list. If your vendor is not there, provided they have either an RSS or API for us to connect to, we can work with your vendor.

Your ATS/CRM is your safest place for your client and candidate content, and your website is the safest place to atrtach client and candidates to register with you. Each should do their own job and complement each other's strengths and weaknesses.

However, not all automation works in practice, and we have 22 years of know-how to tell you what will and what won't work for you.

View our full integrations page here.

We have API connectivity with Broadbean, idibu, LogicMelon and Wave.

This is a fully self-service process; you enter the site admin and download the instruction files for Broadbean, idibu, LogicMelon, and Wave to send jobs and handle applications from the site. They then have all they need to connect.

Broadbean, idibu, LogicMelon, and Wave may charge you for this connection, but we do not.

View our full integrations page here.

We were among the first vendors to integrate with Paiger and Hubspot, Bullhorn Automation, etc.

View our full integrations page here.

Yes, as standard, we automatically send your jobs to the Google Jobs API.

However, please note that Google does not guarantee that your jobs will be indexed. Sending jobs to the API is the best way to ensure they are considered for publication, rather than waiting for them to be scraped.

Our team provides guidance and support on how to give your jobs the best chance for inclusion.

This is one of the benefits of working with a vendor with 22+ years of recruitment SEO experience.

View our Google for Jobs page here.

100% of the updates our clients wish to make are free in the site admin, which the client has complete control over, with training materials, training videos and unlimited support provided.

Here is an example of a training guide: Link to Guide

Here is an example of a training video built into our website admin: Example video

No, they come as standard.

Plus, we have the added advantage of not storing personal data in our systems, unlike many of our competitors, who still take that risk.

No, it is included in our support fees and is completely unlimited, unlike most vendors, which have limits and stealth fees.

Don't fall for it; it is just a con to pay more for hosting or accept any hosting limits or price increases based on use.

Our websites are hosted in Germany by an award-winning server provider that uses 100% green energy.

We have the best servers in the business and have not experienced unplanned downtime in the past 20 years.

Our websites are hosted on enterprise-grade infrastructure with a 99.99% uptime target, 100% in real terms. We monitor all of our sites continuously, and if anything goes down, we're on it immediately you don't need to raise a ticket and wait.

Hosting is included in your package at no extra cost, and we don't charge more based on traffic volume or visitor numbers. Whether you get 100 visitors a month or 100,000,000,000, your hosting costs stay the same.

We also handle all security patches, updates and backups, so you never have to worry about the technical side of keeping your site live and secure.

Yes, you get a dedicated UK-based account manager and human support for UK clients, but we do support international clients from our international team.

Presently, we have staff in the UK, Ukraine, France, Germany & USA.

Our founder reads every support ticket we receive because he is motivated to ensure we give the best service to our clients.

1st-line support takes up to 2 hours; more advanced support will be estimated and answered within 2 hours, given how long it will take.

Mission-critical issues are dealt with immediately.

View our support page here.

Yes, we are fully compliant, but we also ensure our sites comply with the Companies Act. At present, 75% of the recruitment sites we see are in breach of this act, breaking the law and risking fines of up to £1000.

The ICO will confirm that the best way to comply with GDPR is to keep data only when it is needed, and every year from 2016 to date, the ICO has confirmed that recruitment websites do not need to keep candidate data in the way our competitors do.

So, we do not keep candidate data on our websites and expose other vendors' poor GDPR practices when they do.

Yes, thoroughly, and we have the added advantage of not storing personal data in our systems, unlike many of our competitors.

The first rule of GDPR is to only keep data where it is used. Recruiters don't log in to the backend of their website and use candidate or client data, so we dont keep data like this in our systems. This makes our sites unattractive to hackers, as there is no data to hack.

The first rule of cyber is to take all reasonable precautions. Client and candidate portals run by the website's vendor, not your ATS vendor, are recruitment website vanity projects; they are cyber risks and often not even GDPR compliant.

You would not use a tin of baked beans to hammer in a nail. A hammer to peel a grape, so let your ATS/CRM do its thing and store and control your data. Your website complements it buy attrscting canodate andclient to give you their data.

Yes, the admin tools give you complete control over adding, editing, moving, and sorting pages.

With our Gen3 platform, you can add in-page features to internal pages to customise their designs.

Yes, you have complete control over the site admin and can assign different access levels to users.

For template sites

On average, 30-60 minutes at the start of the project.

30-60 minutes when the test site is delivered

A contingent of 30-60 minutes.

So, 2-3 hours of your time.

For bespoke sites

The process takes 2-3 hours longer because we need to show you page designs for your approval. So more like a 5-6 hour process over a 14-day period.

Yes, and we do this regularly. Many of our clients come to us from other recruitment website providers, and we handle the entire migration process.

We'll review your existing site, identify what content and pages are worth keeping, and rebuild everything on our platform with a fresh design and proper structure. We also handle 301 redirects from your old URLs to your new ones, so you don't lose the SEO value you've built up over time.

If you're mid-contract with another provider, we're happy to start the build in advance so your new site is ready to go live the moment you're free to switch. There's no downtime and no disruption to your candidates or clients.

Yes. A number of our clients operate more than one recruitment brand, for example, a permanent recruitment brand alongside a contract or temp brand, or separate brands targeting different sectors or regions.

We can build and manage websites for each brand individually, each with its own design, domain, job feed and ATS integration. Alternatively, if you want a unified site that presents multiple divisions under one roof, we can structure that too.

Every brand gets its own SEO foundation, its own content, and its own visibility in both traditional and AI search, so one brand doesn't dilute the other.

No. We offer flexible terms and don't believe in locking clients into lengthy contracts to keep them. We'd rather keep you because the website and service are excellent.

We'll always be upfront about what you're committing to before you sign anything. If you want to understand our full terms before getting started are published on our website.

Be aware that some recruitment website providers use 12, 24 or even 36-month lock-in contracts with auto-renewal clauses that make it difficult to leave. Always read the small print before signing with any provider.

View our terms here.

We make it straightforward. If you decide to move on, we'll help you transition cleanly. We won't hold your content hostage or make the process difficult.

Your website content page text, images, blog posts and any other material you've provided or created is yours. We'll make sure you have everything you need to take with you.

We'll also work with you or your new provider to handle domain transfers and help ensure redirects are in place so you don't lose your SEO rankings during the switch.

We're confident enough in what we deliver that we don't need restrictive contracts or exit barriers to keep our clients. Our retention rate speaks for itself.

No. We think this is unethical; we support only recruiters, as we are ex-recruiters and know how hard it is to get and retain clients.

The last thing we would want to do is use our tech and know-how to compete with you for the clients you're trying to make fees on by making them a career site, which would reduce the need for recruiters.

We'd rather partner with the recruiter so they can use our Campaign Mode, which lets you build client microsites yourself. In some cases, where the recruiter is supplying RPO services, we supply the recruiter with a career site they control for their client.

View Campaign Mode here.

No, and that's a deliberate decision. We don't build candidate portals into our websites because they create more problems than they solve.

GDPR risk. A candidate portal on your website means storing CVs, personal contact details, work history and potentially right-to-work documents in your website's database. That's a second copy of sensitive personal data sitting outside your ATS, which means duplicate consent management, duplicate retention policies, and duplicate data subject access requests. Under GDPR, you're required to minimise the personal data you hold and be able to account for every copy. A website portal becomes GDPR non compiant is days of going live. Ask the ICO and they will confirm this for you.

Cybersecurity risk. Every candidate portal adds attack surface to your website — login pages, password storage, session management, and file upload functionality. CV upload fields are a known vector for malware injection. Recruitment websites are not built to the same security standards as dedicated ATS platforms, which typically undergo regular penetration testing, hold SOC 2 or ISO 27001 certification, and have dedicated security teams. A portal on your website is an invitation to attackers that your ATS vendor is far better equipped to defend against.

Candidate compliance. In practice, candidates rarely keep portal profiles up to date. They register once, upload a CV, and never return. You end up with stale data that you're still liable for under GDPR, sitting in a system that wasn't designed to manage it.

The right place for candidate portals is your ATS or CRM, Bullhorn, Vincere, JobAdder, or whichever system you use. These platforms are purpose-built to handle sensitive candidate data, with proper retention controls, audit trails, consent tracking, and security infrastructure.

We integrate directly with your ATS so candidates can search and apply for jobs on your website, with their data flowing straight into the system that's designed to hold it. Your website does what it's best at: attracting candidates and converting them into applicants. Your ATS does what it's best at: managing its data securely.

Be aware that some recruitment website providers promote candidate portals as a feature. Ask them where that data is stored, who is responsible for it under GDPR, when it was last penetration tested, and what happens to that data if you leave their platform.

View our full integrations page here.

No, for the same reasons we don't offer candidate portals. Client portals on recruitment websites involve storing commercial contact details, hiring manager information, job briefings, interview notes and potentially contract terms in your website's database. That data belongs in your CRM or ATS, not on your website.

GDPR applies to client data too. Hiring manager names, email addresses, phone numbers and job briefing details are all personal data under GDPR. A client portal on your website creates another data silo that needs its own retention policies, consent records and breach notification procedures, separate from your CRM.

Commercial sensitivity. Client portals often hold information about live vacancies, fee agreements, interview feedback and hiring timelines. This is commercially sensitive data that should be protected by the security infrastructure of a dedicated CRM platform, not by a website content management system.

Your CRM already does this better. Platforms like Bullhorn, Vincere, JobAdder, and others already offer client-facing portals with job-approval workflows, interview scheduling, candidate shortlist review, and real-time vacancy tracking. These portals are built into the system where your client data already lives, with proper access controls, audit trails and security.

We integrate with your CRM so that your website drives client enquiries, captures new business leads and showcases your expertise, then hands off to the system that's built to manage the commercial relationship.

Be aware that some recruitment website providers offer client portals as a premium feature. Before signing up, ask them which security certifications their platform holds, how client data is encrypted at rest and in transit, and whether the portal has ever been independently penetration-tested.

View our full integrations page here.

Yes. Job alerts are included as a standard feature. Candidates can subscribe to receive automatic email notifications when new jobs are posted that match their criteria, whether that's by sector, location, salary, job type or keyword.

This is one of the most effective ways to drive repeat traffic to your website without any ongoing effort from your team. A candidate who signs up for alerts today could be applying to a role you post three months from now, all without you having to chase them.

The alerts are powered by your live job feed, so they're always up to date and reflect exactly what's on your site.

We don't build timesheet portals directly into our websites, and there's a good reason for that. Timesheet management is a core function of your ATS, back-office system or dedicated payroll software, and those systems do it far better than a website ever could.

What we do offer is seamless integration with the systems that handle timesheets. If your ATS or back-office system has a timesheet portal, we can link to it directly from your website so your contractors and temp workers can access it easily from your branded site.

We'd rather integrate properly with the specialist tools you already use than try to replicate their functionality with a watered-down version on your website.

Savetrees is a service provider we recommend.

You can read those here: https://www.recruiterweb.co.uk/cm/terms