A recruitment agency website for candidates and the clients who hire them
A recruitment agency website works for two sides at once. Candidates want current jobs and a quick way to apply. Employers want to know you understand their sector and to brief you on a role. Anticode can publish jobs as CMS pages and take applications and briefs through forms; it has no CV uploads or applicant tracking, so most agencies pair it with their recruitment software.
What to pair it with
Recruitment runs on an applicant tracking system or recruitment CRM: candidate records, CVs, interview stages, compliance checks, placements and invoicing. Anticode isn't one. Its forms can't take file uploads, so a candidate can't attach a CV, and there are no candidate logins or saved searches. Two workable set-ups:
- Anticode site, ATS for applications
- The site holds sector pages, guidance and job descriptions; each job's Apply button links to that vacancy in your ATS, which takes the CV.
- Anticode site and forms, CV by email
- For a small agency without an ATS: a short application form on the site, followed by an email asking for the CV. Simpler, but more manual work and more personal data in inboxes.
Job listings as CMS pages
A jobs collection gives each vacancy its own page at an address you can share on job boards and social media. Useful fields: title, location (and whether it's remote, hybrid or on-site), salary or rate, contract type and length, sector, a summary, responsibilities, requirements, the consultant's name, a closing date and a reference. Publish the salary or a range wherever you can; many candidates skip ads without one, and some places require pay information in job ads.
The collection's index page lists all jobs. There's no filtering by sector or location on the published page, since it runs no scripts, so a busy agency might give each sector its own collection or page of links. Take down filled roles promptly; stale vacancies are the most common complaint candidates make about agency sites.
The application form
Keep it short. A custom form tied to a site function can ask for name, email, phone, the job reference, current location, right to work (a yes or no question, with the documents checked later), notice period, and a link to an online profile or portfolio. The thank-you page can tell candidates exactly what happens next and when they'll hear. Ask for the CV by reply email, or through your ATS link.
Remove the form, or the job entry, once the closing date passes. Submissions can go to the consultant by email or to a Slack channel or Airtable base through a connector.
The employer brief form
| Field | Why |
|---|---|
| Company and contact | Who you're working with |
| Role title and seniority | Which consultant takes it |
| Permanent, contract or temporary | Changes your terms |
| Location and working pattern | Shapes the candidate pool |
| Salary or rate budget | Sets expectations early |
| Start date and urgency | Prioritises the work |
| Key skills | A first view of the role |
Send briefs to HubSpot with a connector if that's where client relationships live. A qualifying form approach helps here too.
Sectors covered and candidate guidance
Clients choose specialists. Give each sector you recruit for a page: the roles you fill, typical salary bands described in general terms, recent placements described without naming candidates, and the consultants who cover it. For candidates, a small library of guidance pages (CV structure, preparing for a competency interview, what to ask about a contract role, questions about right-to-work checks) is useful and brings in search traffic.
Personal data
Applications are personal data, and recruitment has its own data-protection expectations about how long you keep it and who you share it with. Anticode seals submissions at rest, keeps an access log of the last 200 reads, exports and deletes, and won't publish the site until every consultant who can read submissions has two-factor sign-in. It writes a starting Privacy Policy from what the site collects; your agency must adapt it to cover how candidate data is shared with clients.
Design
Swiss (Inter Tight) or Editorial (Geist) with one confident action colour gives a professional look. Use photos of your actual team, not stock handshakes. Related: careers page and consultants.
Limits
- No CV uploads or file attachments on forms.
- No applicant tracking, candidate accounts or job alerts.
- No job search filters on published pages.
- No automatic feed of jobs from your ATS; jobs are entered in the CMS.
Questions people ask
Can candidates upload a CV on an Anticode recruitment agency website?
No. Forms don't take file uploads. Link Apply buttons to your applicant tracking system, or ask for the CV by email after the form.
How do I post jobs?
Add each vacancy as an entry in a jobs CMS collection from the dashboard. It gets its own page you can share on job boards.
Can employers send us a vacancy through the site?
Yes, through an employer brief form with fields for the role, budget and start date, sent to email or your CRM.