Pages a recruitment agency's website should have

Most recruitment agency websites fail the same way. They try to say everything on one page, or they say nothing useful anywhere. Neither helps the person who landed there with a specific question.

So here's the fix. A site built from clear, separate pages, each with one job. Below are the pages a small specialist agency needs, what goes on each, and what to leave off. Skip any page that doesn't match what you really do. A short, honest site beats a padded one.

Purpose: Tell a visitor in a few seconds who you recruit for, who you recruit, and where to go next.

The home page is a signpost, not a brochure. Open with a plain statement of what you do. Name your specialism and the kind of work you place, whether that's permanent, contract, temporary or a mix. Say it the way you'd say it to someone at a networking event.

Then split the road. Employers need one clear route, candidates need another. Two obvious buttons or links do the job: one for those hiring, one for those looking.

Add a few live vacancies or a link to the jobs page, a short line on the sectors you cover, and your contact details. If you have a real case study you have permission to share, a short pointer to it is fine.

Keep it short. Anything that needs a long explanation belongs on its own page, and the home page should link to it.

If you're a UK limited company, your registered company name, registered number, registered office address and where you're registered must be shown on your website (GOV.UK). The footer is the usual place. Put it there on every page.

Avoid vague slogans about "passion" and "excellence" that could sit on any agency's site. Avoid a wall of text, a slideshow that hides your message, and a home page that tries to be every page at once.

Purpose: Let a hiring manager see what happens after they pick up the phone to you.

An employer reading this page is asking one question: what will working with you actually be like? Answer it in steps, in order, in plain words.

Start with the first conversation. What do you ask? How do you get to understand the role and the team? Then describe how you find people: from your own network, through advertising, by approaching people directly, or a mix. Only say what you really do.

Next, how you check candidates before anyone is put forward. Describe your real process, not an ideal one. Then what the employer receives: CVs, a shortlist, notes, availability. Then what happens at interview stage and after an offer.

Say how quickly employers can expect to hear from you at each stage, but only if you can hold to it. A promise you can't keep does more harm than silence.

Link to your fees page and your contact page from here. An employer who has read this far is ready to talk.

Avoid jargon only recruiters use. Avoid promising results you can't control, such as how fast a role will fill. Avoid copying another agency's process wording; if it isn't how you work, it will show the first time someone asks you a follow-up question.

Purpose: Show job seekers what you do for them, so they know what to expect before they send their details.

Candidates want to know three things. Will you actually talk to me? Will you tell me what's happening? Will you pass my details on without asking me first?

Answer each one honestly. Explain what happens after someone registers or applies: a call, an email, a meeting, nothing until a suitable role comes up. If it's the last one, say so. Silence you've explained is far less annoying than silence you haven't.

Say how you work with candidates on interviews: whether you prepare them, give feedback where you get it, and how you handle offers and notice periods. Describe what you ask of them in return, such as keeping you up to date on their availability.

Be clear that you work for the employer who pays you, if that's how your agency operates, and explain what that means for the candidate in practice. Say it plainly.

Link to your jobs page, your register-your-CV page and your privacy page.

Avoid language that talks down to people or treats a job search as a favour you're doing them. Avoid vague promises like "we'll find your dream job". Avoid saying you'll always give feedback if you can't.

Purpose: Show employers and candidates exactly which fields you work in, and only those.

This page is where a specialist agency proves it is one. List the sectors you genuinely recruit in, and for each one say what kinds of roles you place. Job titles help. "Site managers and quantity surveyors" tells a reader more than "construction professionals".

For each sector, keep it to a short paragraph. Say what you understand about the work, who you've placed, and the type of employer you usually deal with. Only use detail you can stand behind. If you've no live work in a sector at the moment but you do recruit in it, say that you do and keep the description factual.

If a sector is a stretch, leave it off. A shorter list you can back up is worth more than a long one that makes a visitor wonder what you really do.

If you work in more than one sector, give each its own short section on the page, or its own page if you have enough real things to say. Each one needs something different on it: its own roles, its own employers, its own detail. Google's spam policies treat many near-duplicate pages made mainly to manipulate rankings as spam, so copying one page and swapping the sector name is a bad idea. Every page must carry something genuinely different.

Avoid listing sectors you've only recruited in once, by accident. Avoid a huge menu of industries. Avoid copying and pasting the same paragraph under each heading.

Purpose: Give candidates a current list of real vacancies they can apply for now.

This page does one thing: it lists jobs that exist today. Each vacancy should say the job title, the sector, the location, whether it's permanent, contract or temporary, and a short description of the role and what the employer is looking for.

Give a clear way to apply on every listing. If you can show the salary or rate, do. If you can't because the client won't allow it, say "on application" rather than leaving a gap.

If you cover several sectors, let visitors filter or browse by sector. If you've only a handful of roles, a simple list is plenty.

The harder part is upkeep. A jobs page is only useful while it's accurate. Set a routine: check the page on a set day each week, remove anything filled or withdrawn, and add anything new. If you can't keep it current, make it smaller and keep that small list right.

Where there's no live vacancy in a sector, say so, and point people to your register-your-CV page so they can be considered for future roles.

Avoid listing filled jobs. Avoid advertising roles you don't actually have, however tempting it is to make the page look busy. Avoid vague listings with no location, no description and no way to apply.

Purpose: Make it easy for a candidate to give you their details, and clear what happens next.

Keep the form short. Name, contact details, the type of work they're after, their sector, their location and a way to upload a CV. Every extra box loses people, so ask for what you need to start a conversation and nothing more.

Above the form, say what registering means. Will someone ring them? Will they hear only when a suitable role arises? How long will you keep their details, and can they ask you to remove them? If you've already explained this in your privacy page, link to it right by the button.

After they submit, show a clear confirmation message and, if you use one, send a short confirmation email saying what happens next. A candidate who gets no sign anything has happened will assume the form is broken.

Test the form yourself on a phone.

Check that the form actually reaches someone. It sounds obvious, and it's the most common thing to go wrong.

Avoid asking for information you don't need at this stage. Avoid a form so long it feels like a job application in itself. Avoid pre-ticked boxes that sign people up to things they haven't agreed to; check what the rules require with the relevant regulator.

Purpose: Explain how you charge, in your own words, so employers know where they stand before they call.

Many agencies hide their fees. That makes employers wary and wastes everyone's time on calls that go nowhere. A page that explains how you charge saves both sides effort.

Write it the way you'd explain it across a desk. How do your fees work: on successful placement, retained, for contract and temporary work, a mix? When does an employer pay, and what triggers it? What happens if a placed candidate leaves early; do you offer a replacement or a refund, and on what terms?

You don't need to publish figures. If your fees vary by role and level, say so and explain what the variation depends on. If you do publish figures, they must be your real ones and they must be current. Never put a number on the page you wouldn't repeat to a client.

Say what's included, and what isn't. If there are extras, name them.

Link to your terms of business if you have them, and to your contact page for anyone who wants to talk it through.

Avoid vague wording that leaves the employer guessing. Avoid figures that are out of date or that you wouldn't honour. Avoid hiding the key conditions in small print at the bottom.

Purpose: Show real work you've done, with the permission of everyone involved.

A case study is a short, true account of a hiring problem and how you solved it. It's evidence, and it's only worth anything if it's real.

Get permission first, in writing. That means the employer, and the candidate too if they're described or named. If a client doesn't want their name used, you can describe them in general terms, as long as the account is still true and they've agreed to it.

A good one covers the brief the employer gave you and what made it hard, plus what you did and how it turned out. Keep it factual. Say what actually happened, in the order it happened.

Include only what you can back up. If you can't say how long a search took without guessing, leave it out. If a client has said something about working with you and agreed to you sharing it, you can quote it, word for word.

Two or three honest case studies beat ten thin ones. If you have none you're able to publish yet, don't invent them and don't build the page; come back to it when you have something real.

Avoid made-up examples dressed up as real ones. Avoid naming anyone without their agreement. Avoid vague claims with nothing behind them, such as "we filled the role fast".

Purpose: Tell candidates plainly what you do with their personal information.

Candidates give you their CV, contact details and often a lot more. They're entitled to know what happens to it. A clear privacy page also protects you.

The rules on how agencies handle candidates' personal data are specific, and we won't try to state them here. Check with the relevant regulator, and if you're unsure, get proper advice before you publish.

Once you know what you must say, write it in plain language. Cover what information you collect, why you collect it, who you share it with (for example, employers you put candidates forward to), how long you keep it, and how someone can ask to see it, correct it or have it removed.

Give a real contact for privacy questions. Link to this page from your register-your-CV form, your candidate page and your footer.

Keep it up to date. If you change how you handle data, change the page.

Avoid copying another firm's policy and pasting it in; it won't describe what you actually do. Avoid burying it in dense legal wording nobody can follow. Avoid promises about how you handle data that you don't keep.

Purpose: Let people see who they'd be dealing with, and why you do this work.

People hire people. Employers and candidates both want to know who's on the other end of the phone, so this page gives them a face and a background.

Start with a short account of the agency: when it started, why you focus on your sectors, what you stand for in how you work. Keep it honest and specific to you. If you came from the industry you recruit in, say so; that's useful for visitors to know.

Then the team. A name, a role, a short line on what they do and the sectors they cover. Add a photo if the person is happy with it. Always get agreement first, for names, photos and any personal detail. Some people don't want their picture online, and that's their call.

Add the company details if they aren't in your footer. If you're a UK limited company, show the registered company name, registered number, registered office address and where you're registered (GOV.UK).

Avoid putting anyone on the page without their say-so. Avoid stock photos of smiling strangers passed off as your team. Avoid long biographies that bury the point; keep each one to a few lines.

Purpose: Make it simple for anyone to reach the right person.

This page does a plain job: get the visitor talking to you. Put your phone number, email address and office address where they're easy to see. Add opening hours if you have set ones.

Split the routes if it helps. An employer with a vacancy and a candidate with a question usually want different people. Give each a clear contact, or a form with a choice at the top.

If you use a form, keep it short and test it. Send yourself a message and check it arrives. Say when people can expect a reply, but only a timescale you can meet.

If you have more than one office, list each properly with its own address and details. Don't create a separate page for each unless each has something genuinely different on it.

Check every detail now and again. Phone numbers change, staff leave, email addresses go dead. An out-of-date contact page loses you enquiries without telling you.

Avoid a form as the only option. Avoid contact details hidden in an image where nobody can copy them. Avoid listing a number or address you don't actually answer or use.

Purpose: Give people who search for a local agency a correct, up-to-date listing for your business.

Your Google Business Profile is a free listing that shows up when people look for your business or one like it. It sits outside your website but belongs with it, because it needs the same care.

A few rules matter. Use the real-world business name shown on your shopfront, website and stationery. Don't add keywords to the name. It might look like a shortcut; it breaks Google's guidelines. You also can't pay for a better local ranking, so ignore anyone who says otherwise.

Keep your details correct: address, phone number, website link, and your opening hours. Update holiday hours as well, so nobody turns up to a locked door or rings an empty office.

For context, UK monthly estimates from DataForSEO (18 October 2026) put "recruitment agency near me" at about 49,500 searches. That's a national estimate, not a figure for any one town. It does show how many people look for local agencies, which is a good reason to keep your listing right. Other estimates are far smaller: "recruitment agency marketing" at about 1,600, "recruitment agency seo" at about 210 and "recruitment agency website" at about 70. Again, estimates only.

Avoid stuffing the business name with extra words. Avoid leaving old hours up. Avoid a listing that doesn't match what's on your website and stationery.

If you're starting from very little, build in this order:

1. Home page: say who you recruit for and send visitors to the right place.
2. Contact: make sure anyone can reach you in a click.
3. For employers: how we work: show a hiring manager what working with you is like.
4. Jobs page: list only live vacancies, and keep it current.
5. Google Business Profile: set up or correct your listing so it matches your website.

Then add the rest as you have real things to say. Candidates' pages, fees, privacy and case studies come next. Don't publish a page until it's true and finished.

Not sure which of these pages you're missing, or which topics your competitors cover that you don't? Seracu offers a free snapshot that shows which topics your site lacks compared with competitors. It's a simple way to see where to start.