Martin
Founder, strategy and audits
Writes every audit and takes every first call. On your account from day one, running growth for SMEs since 2010.
Web Design for Recruitment Agencies
Web Design for Recruitment Agencies in Singapore
Most agency websites are built for candidates: a jobs board, an apply button and a stock photo of a handshake. They say nothing to the manager who needs a role filled by quarter end. We design agency sites that speak to that manager first.
For owner-led recruitment agencies in Singapore that want a site built around client intent, with the process, sector and fee pages that earn a mandate.
What a hiring manager needs from an agency website
Context from how your customers search, compare and book.
Most agency websites are built for candidates. The homepage is a jobs board, the main button says apply, and the only page about the agency is a team photo. The hiring manager reading on a phone between meetings wants something else: does this firm recruit in my sector, how does it source, how fast does it present a shortlist, how is it paid and who will I actually be speaking to. We do not import placement counts or fee scales from other markets, and we do not invent a Singapore figure. The agency that answers those questions on one plain page gets the first conversation.
The structure follows the two visitors. The client path starts on the homepage: which sectors, how the agency sources and shortlists, how it is paid in SGD, who the consultants are and how to brief one. The candidate path, if the agency keeps one, sits in its own section with its own forms and its own tracking, so an applicant uploading a CV never lands in the client numbers and a manager never has to scroll past twenty vacancies to find a phone number.
Every employment agency in Singapore operates under the Ministry of Manpower's Employment Agencies Licence Conditions, and the marketing has to carry what they require. Licence Condition 4(a), as we read it in the MOM conditions document for Comprehensive Licences, requires the full name and licence number of the agency on any advertisement publicising its work, including the agency's website, name cards, pamphlets and publicity material on any social media platform, and on any advertisement distributed to the public by another person on the agency's behalf. Condition 4(b)(ii) adds that any such advertisement that refers to a specific employment agency personnel must carry that person's full name and registration number as stipulated on their registration card. Condition 4A(c) requires every job advertisement to state the selection criteria clearly and not use discriminatory language, including language that excludes Singaporeans or indicates a preference for non-Singaporeans, and 4A(e) requires applicants to be shortlisted on merit without discrimination on grounds irrelevant to the job, such as age, race, gender, religion, marital status and family responsibilities, or disability. So every page and ad we build shows the licence name and number, names a consultant only with their registration number, and uses no selection language the conditions bar. HeyLead holds no EA licence and places nobody.
Who this web design suits
groups Customer segments
- person Agencies whose homepage is a jobs board and whose only client page is a contact form
- person Owners who have never had a page that explains how the agency is paid
- person Specialist firms that need a page for each sector desk and each consultant
- person Executive search boutiques that need a discreet, plain site rather than a listings portal
psychology What drives their decision
- check_circle A client-first structure with the candidate section on its own path
- check_circle Process, sector, consultant and fee pages that answer the manager's questions before the call
- check_circle A short client enquiry form that asks for the role, the location and the timeline
- check_circle Page-level call and form tracking from launch
How we deliver Web Design
A clear, repeatable process built around how recruitment agencies customers search and decide.
1
Discovery and structure
We confirm the sectors, the salary bands, the cities from the CBD and Tanjong Pagar to Jurong, Tampines and Woodlands, how the agency is paid and every licence and membership it holds, then map the client path and the candidate path as two separate journeys.
2
Wireframes and copy
Wireframes for the homepage, the process page, the fee page, a sector page template, a consultant page template and the client enquiry form. Copy is written for the hiring manager first, in plain words, with no promised hire or time to fill.
3
Design and build
A fast, plain site that loads quickly on a phone, with the consultant photos and the sector pages as the centre of the design rather than a stock handshake. The candidate section, if kept, is built on its own path with its own forms.
4
Tracking and forms
Client forms and call buttons are tracked by page from launch, candidate forms record to a separate goal, and every client enquiry alerts a named consultant with the role, the location and the timeline. Where the agency uses a CRM, terms of business signed are linked back.
5
Launch and first month review
The site goes live with redirects from every old URL, the Business Profile is updated to match, and after the first month we review which pages earned client enquiries and what to change.
web
What Recruitment Agencies Web Design includes
Pages that make it easy to understand the offer and take the next step in Singapore
- check_circle Client-first structure and wireframes
- check_circle Process, fee, sector, consultant and credentials pages
- check_circle Candidate section on its own path, or removed
- check_circle Short client enquiry form and alerts
- check_circle Page-level call and form tracking
What you can expect
- verified A hiring manager in Singapore sees within seconds which sectors you recruit in and how to brief a consultant
- verified The process page answers how you source and shortlist before the call
- verified The fee page explains how you charge in SGD, with no promised hire
- verified Candidate traffic lands on its own path and never counts as a client enquiry
- verified Licence and membership claims on the site match what the agency holds
- verified Every client enquiry arrives tagged with the page behind it
Deliverables you receive
inventory_2 Client-first structure and wireframes with the candidate path separated
inventory_2 Process, fee, sector, consultant and credentials pages
inventory_2 City pages from the CBD and Tanjong Pagar to Jurong, Tampines and Woodlands with the consultant who covers each
inventory_2 Short client enquiry form with role, location and timeline, with alerts to a named consultant
inventory_2 Licence and membership claims reviewed against what the agency holds
inventory_2 Page-level call and form tracking from launch
Technical approach
The mechanics behind Web Design for recruitment agencies, explained plainly.
Speed on a phone
Images are compressed, scripts are trimmed and fonts are limited so the site loads quickly on a phone between meetings. The client form submits on the first try and confirms who will call and when.
Structured data and consistency
Office, consultant and sector pages carry structured data for a professional service with the agency's name, address, phone and sectors served. Those details stay identical across the site, the Business Profile and directories.
Two enquiry paths
The client form and the candidate form are separate pages with separate goals, so a CV upload never counts as a client enquiry. Client enquiries are tagged by page so the owner can see which sector page or consultant page produced each conversation.
What a Recruitment Agencies website costs
Recruitment Agencies web design starts at S$2,000. Scope depends on how many pages and features you need, and we agree it with you after seeing your current site.
What's included
Key pages and layout
IncludedThe pages customers need to decide, laid out for phones first, with proof and a clear next step.
Forms, calls and tracking
IncludedForms and call buttons that work on every phone, with each request tracked to its source.
Speed and launch checks
IncludedImage, speed and mobile checks before launch, and a short list of fixes afterwards.
Larger builds, such as online shops or booking systems, are scoped after discovery. Talk to us for a fit.
What to expect from web design
An agency site takes a few weeks to plan, design and build, and the first month after launch shows which pages are earning client enquiries.
Weeks 1 to 2
Discovery, content audit and structure. The owner confirms the sectors, the cities, how the agency is paid in SGD and every licence and membership it holds. Wireframes follow for the client path and the candidate path.
Weeks 3 to 6
Copy, design and build. The process, fee, sector and consultant pages are written and reviewed by the owner, the client form and tracking are tested, and the candidate section is built on its own path.
Launch and the first month
The site goes live with redirects and tracking confirmed. After a month we review which pages earned client enquiries and adjust. We cannot promise a number of enquiries, because that depends on the traffic the search and ads work brings.
Other Recruitment Agencies marketing services
Our team
The same people on the audit and on the work
Martin writes every audit and takes the first call. The same team stays on the account. 160+ businesses since 2010.
Yoana
Social and app development
Shapes social strategy and builds practical app experiences that turn attention into action.
Mike
SEO
Owns technical, local and content SEO so the right buyers find you when demand is highest.
Robert
Paid media
Plans and manages paid search and social campaigns around qualified leads.
Elmer
Analytics
Connects tracking, attribution and reporting so decisions are based on revenue-quality data.
Dino
Design
Creates clear brand and conversion-focused design across landing pages, campaigns and product experiences.
Certified and experienced
Certified where it matters. Accountable for the outcome.
Verified platform knowledge, 25+ years of hands-on experience, and an operating track record since 2010.
Google AdsCertified
✓Google AnalyticsCertified
✓Google Tag ManagerCertified
✓Operating since 2010Proven experience
✓Frequently Asked Questions
Should the homepage show our vacancies? expand_more
Lower down, or on the candidate section. The first screen belongs to the hiring manager: which sectors, how the agency works, how it is paid and how to brief a consultant. A wall of vacancies tells a manager that the site is for applicants and they leave.
Should the site show fees? expand_more
We recommend a page that explains how the agency is paid, whether contingency, retained or fixed fee, and what the replacement terms are, in SGD, using the schedule the owner sets. It does not need to quote a percentage, but it should remove the fear that fees are a secret.
Do we need a candidate section at all? expand_more
Only if the agency sources through its own site. Many owner-led agencies source through their network and job platforms, and a candidate section adds CV uploads that nobody reads. If you keep one, it lives on its own path with its own tracking.
Can we keep our jobs board plugin? expand_more
Yes, on the candidate path. It should not be the homepage, it should not share a form with the client enquiry path, and its traffic should record to a separate goal so the client numbers stay clean.
How do you handle licences and memberships on the site? expand_more
The agency's full name and licence number appear on the site as condition 4(a) of the MOM licence conditions requires, each consultant page carries that person's full name and registration number, and the memberships shown are only those the agency holds.
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