Services · Website development · HR management websites
HR management website development Riyadh firms bring to us usually has two audiences to satisfy at once: the HR director at a regional headquarters in KAFD or on King Fahd Road who needs payroll, recruitment or Saudisation support, and the job seeker scrolling openings in Arabic on a phone. We build Arabic first, bilingual websites for HR consultancies, executive search firms, licensed recruitment companies and HR software vendors in Riyadh, with service pages, vacancy listings, CV intake and enquiry routes that feed your CRM instead of a shared inbox.
Our team works from an office in Riyadh, so discovery workshops and design reviews can take place in your own meeting room. The website handles presence, search visibility and enquiries; payroll runs, contracts and invoicing stay in the systems you already trust.
200+ companies servedFrom a first store to an ADX listed developer
What the website includes
A procurement team at a Riyadh head office rarely picks an HR partner after one visit to a website. They compare service scope, sector experience, how well you understand Saudi rules and how quickly someone replies. Candidates behave differently: they search a job title in Arabic, open a listing and leave the moment a form asks them to create an account. The site has to serve both groups without one crowding out the other.
Below is the set we most often build for HR firms in Riyadh, roughly in the order buyers and applicants meet it. Your scope may drop some of these or add others, such as a page for staff placed with clients on secondment or a downloadable policy template library for HR managers.
Separate pages for recruitment, executive search, payroll outsourcing, Saudisation advisory, HR policy writing and employer of record arrangements, each stating scope, sectors served and the questions a buyer asks before shortlisting. Where services overlap, such as payroll and GOSI registration support, pages point to each other so the full offer is visible.
Buyers shortlist you on substance rather than a vague list of services.
Banks and fintechs in KAFD, government contractors, giga project suppliers, hospital groups and retail chains all hire differently. Sector pages describe the roles you fill for each, the Nitaqat pressure they face and how you handle volume hiring or confidential senior searches.
Visitors from each sector recognise their own situation on the page.
A job board managed from the CMS, filtered by role family, district and contract type, with JobPosting structured data so openings can show in Google's job results. Filled roles close on schedule and send visitors to similar openings instead of an error page.
Openings stay indexed, current and easy to reach.
Short Arabic and English application forms, CV upload, a plain notice of purpose and retention, and separate consent for joining your talent pool, all drafted around the Personal Data Protection Law that SDAIA supervises. Files go straight into your applicant tracking system rather than an email account.
Candidate data is collected lawfully and kept in one controlled place.
A staffing request form that asks headcount, roles, locations and start date, a callback request for senior buyers and a WhatsApp button for quick questions. Each enquiry is tagged by service and carries the advert or search term that produced it.
Sales calls begin with the brief already captured.
A publishing area for guides on Labour Law updates, Qiwa contract steps, GOSI registration and the regional headquarters programme that keeps bringing multinational teams to Riyadh. Consultants write in the CMS using templates that keep headings, author details and Arabic layouts consistent.
Your expertise reaches buyers while they are still researching.
Arabic and English designed together rather than translated at the end: mirrored navigation, Arabic type that stays legible on small screens, separate URLs per language and hreflang tags so each version can rank in its own right.
Arabic speaking buyers and candidates get a complete site, not a lesser copy.
Enquiry forms post into the CRM you use, such as Dynamics 365, Zoho or HubSpot, and applications reach your ATS through its API. Where a tool offers no API, we set up a secure scheduled export so nobody retypes records.
No lead or CV is lost between systems.
Most applicants and many busy HR managers open the site on a phone between meetings or on the Riyadh Metro. We keep pages light, images compressed and fonts loaded carefully so Core Web Vitals pass, and we test keyboard use, contrast and screen reader labels in both Arabic and English against WCAG guidance.
Pages load quickly and work for every visitor, including those using assistive tools.
A consent banner in both languages, analytics that honour the choices visitors make, and a simple report of enquiries by service and applications by role, so partners can see which pages and campaigns actually bring business.
Marketing is judged on enquiries, not page views.
Who this suits
HR firms in Riyadh share a city but not a sales model. A boutique search firm lives on referrals and discretion, a recruitment company lives on applicant volume, and a software vendor lives on demo requests. Each one needs a different home page, a different main call to action and a different measure of success, so we plan the site around how you actually win work in the capital. The four situations below are the ones we meet most often in Riyadh.
Multinationals opening regional headquarters in Riyadh need hiring, policies, payroll setup and Saudisation planning, often on tight dates. Their decision makers read in English, sometimes from abroad, while the local HR manager prefers Arabic. We plan pages that set out your setup support clearly in both languages, add a meeting request that works across time zones, and answer the compliance questions a new entity faces in its first year.
Clear scope beats a long list of services.
When hundreds of people apply each week, the site must filter well and stay fast. We build role searches, short forms and automatic acknowledgements, show your Ministry of Human Resources and Social Development licence details where candidates can see them, and publish a plain statement of how your recruiters make contact, which helps applicants spot anyone impersonating your firm.
Trust signals protect candidates and your brand.
Buyers of HRMS and payroll tools want to see Arabic screens, Hijri date support, data residency and the Saudi integrations your product genuinely offers. We build product and feature pages, a security page that explains hosting and controls honestly, comparison content and a demo request that books straight into a salesperson's calendar.
Only list integrations your product actually supports.
Many established Riyadh HR firms still run a site built years ago, often in English only, slow on mobile and impossible to update without a developer. We audit what ranks and what brings enquiries, keep those URLs or redirect them carefully, rebuild in a CMS your team can manage and add the Arabic version the market expects.
We protect existing rankings during the move.
Cost and timing
No two HR websites cost the same, because the drivers differ: how many services and sectors need their own pages, whether you need full Arabic and English versions, the size of the job board and whether it syncs with an ATS, who writes the content, and how many old URLs must be migrated. A focused consultancy site moves faster than a recruitment platform with live vacancy feeds. We price after discovery, in writing, with each driver explained. Codeeo has delivered 200+ projects across the UAE and the US, with a team of 80+ across Dubai, Riyadh and Karachi, and is rated 4.7 from 23 Google reviews.
A defined build with a deadline
We agree what the product has to do, write it down with a price and a date, and build exactly that. Changes are priced before they are made, not discovered on the invoice.
A product that keeps evolving
Named engineers who work your hours, join your standups and stay on the codebase. You direct the backlog; we own the quality of what ships.
Something live that needs looking after
A monthly block of hours for improvements, fixes and the small requests that otherwise wait months. Unused hours carry for a quarter.
Technology
We build on WordPress when your team wants familiar editing, or on Next.js with a headless CMS when speed and integrations matter most. Hosting can sit in a Saudi cloud region where your clients ask for in Kingdom data, with security set up with the NCA Essential Cybersecurity Controls in mind.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
It depends on scope, and we fix the schedule in writing after discovery.
A consultancy site with service and sector pages in two languages is a smaller build than a recruitment site with a synced job board and talent pool. The biggest swing factor is usually content: firms that have service descriptions ready move faster than firms writing from scratch. After the Riyadh workshop we agree milestones for sitemap, design, build, review and launch, and we tell you early if approvals or integrations put a date at risk. If you are launching around a date such as a new service line or a hiring campaign, tell us in the workshop and we plan the build in phases so the most important pages go live first.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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