Recruitment & staffing

A candidate is scrolling on a phone between two jobs. A client is comparing three agencies on a laptop. They land on the same homepage, and whichever one you write it for, you lose the other.

What often plays out

  • Candidates and clients reading the same site with completely different questions.

  • Vacancies maintained in an ATS and typed onto the website a second time, so the site is always a week behind.

  • Applications that arrive as three emails: a CV in one, certificates in another, a question in the third.

  • A workforce that does not all read the same language, on a site that only has one.

Two audiences, one website, and both of them in a hurry

We give each audience its own route. A job board for candidates, filterable by trade and region so nobody reads past the jobs they cannot do, and next to it an employer side split by service and by sector. One site, two entrances. See websites.

The vacancies come out of your ATS, not out of a second round of typing. Bullhorn, Recruitee, Carerix — whatever you run, the vacancy is published once and appears everywhere, including in Google for Jobs. And a candidate registers in one go, with a CV and certificates uploaded, so a recruiter opens a complete file. See system integrations and findability in Google & AI.

Where you compete for people rather than for clients, the brand does part of the work. See employer branding.

Client example

Like at Demt-Flex, which runs two separate boards on one site — vacancies for contract work and a self-employed work offer — both filterable by trade and by province, in Dutch, English and Polish, with one registration form that takes a CV and certificates in a single upload. Or Kendem, where two dated sites became one and vacancies come straight out of Bullhorn.

Cases in Recruitment & staffing

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