Services · Ecommerce development · Recruitment job board marketplaces
Codeeo takes on paid job board website development Saudi Arabia founders and recruitment groups can run nationally: a free, Arabic first experience for candidates, and a commercial platform where employers buy posts, subscriptions and CV access while licensed agencies sell services as marketplace vendors. Building for the whole Kingdom means getting the national pieces right once: PDPL compliance, ZATCA e-invoicing, SAMA regulated payments, the e-commerce law and a structure that works from Riyadh to Tabuk.
We plan the platform so it can launch in one region and grow into others without a rebuild. Regions, cities, sectors, languages and pricing are configuration your team controls, not code changes waiting for a developer.
200+ companies servedFrom a first store to an ADX listed developer
What the platform can include
A Saudi job board sells to very different employers: a ministry contractor in Riyadh, a hotel in Jeddah, a fabrication yard in Jubail and a clinic in Abha. They differ in how they pay, what they hire for and how much help they need. What they share is a national framework of law, tax and payment rails that the platform has to respect everywhere. We build that framework into the core, so every region inherits compliant checkout, invoicing and data handling. On top of it sit the commercial products: posting packages, subscriptions, CV search, featured listings and a vendor marketplace. This is job board subscription platform development Saudi Arabia operators can scale without patching rules in later.
Jobs, employers and candidates are organised by the Kingdom's administrative regions and cities, with sector and occupation lists in Arabic and English. New regions are switched on from the admin, each with its own landing pages, featured employers and pricing where you want regional differences.
Expansion to a new region is a launch plan, not a development project.
Employers prove their commercial registration before buying, checked against Ministry of Commerce data through Wathq where your access allows. Recruitment agencies selling as vendors also upload their licence from the Ministry of Human Resources and Social Development, reviewed by your team and tracked for expiry.
Only real employers and licensed agencies reach candidates.
Where your entity is approved to integrate Nafath, candidates can sign in and confirm their identity through the national app, which reduces fake profiles and gives employers more confidence. Email and phone sign in remain for candidates who are not eligible, such as applicants still outside the Kingdom.
Verified candidates make CV search worth paying for.
Monthly and annual plans, credit bundles, seats and add ons in one billing engine. Upgrades and downgrades are prorated, renewals retry on failure with reminders, and paid features pause only after a grace period. Finance can change prices for new customers while existing ones keep their terms. Self serve account pages let employers change plans, add seats and download invoices without contacting support.
Recurring revenue that behaves predictably month to month.
mada, Visa, Mastercard, Apple Pay and STC Bank through a SAMA licensed gateway, SADAD bills and bank transfer for invoice buyers, and Tabby or Tamara on larger packages if your provider and terms support it. Card data is tokenised by the gateway and never stored on your servers.
Every type of employer can pay the way they already pay.
Tax invoices and credit notes in the format ZATCA expects, with VAT details, QR codes and seller information. The platform connects to an e-invoicing solution for clearance or reporting when your business enters an integration wave, so compliance does not depend on manual exports.
Tax compliance is part of every sale, not a month end task.
Licensed agencies list services such as executive search, bulk hiring or temporary staffing. Employers book and pay through the board, your commission is retained, and vendor balances are paid out on schedule with statements. Holding periods and splits follow your payment provider's marketplace rules.
The board earns a share of agency revenue it creates.
Employers dispute agency orders with evidence, your team holds or releases payouts and issues refunds. Candidates can report suspicious adverts, and posts that ask for payment from applicants or lack a verified employer are pulled for review automatically. Moderators in any city work from one queue with clear reasons for each decision.
Trust is maintained across the whole Kingdom, not only where your team sits.
Employers can mark roles open to Saudi nationals, and the board can feature those posts and report on them. These filters help employers with their own Nitaqat planning; they do not replace Qiwa or Jadarat, and the platform never implies a link to either.
A practical service employers value, described honestly.
Dashboards for revenue by product and region, renewal rates, credit usage, vendor payouts and applicant volume per city. Regional managers see their own territory, and leadership sees the national picture. Exports feed your finance and CRM tools on a schedule.
You know which regions to invest in next.
Who this is for
A national board can be broad or narrow, owned by an agency or by a media business. The choice decides the first paid products, the vendor model and which regions launch first. These are the four approaches clients bring to us most often across the Kingdom. Each can grow into another later, so the first choice is about where you can sell soonest, not a permanent limit.
A broad board for all sectors needs strong regional pages, fast search on mobile and simple paid products that small employers buy without help. We launch in one or two regions where you already have employer relationships, then open others as sales capacity grows. The payment mix, invoicing and data rules are national from the start, so new regions inherit them. Regional landing pages in Arabic and English give each city its own search presence, and your sales team can run introductory pricing in a new region without affecting customers elsewhere.
Launching in fewer regions first usually wins more paying employers.
Healthcare, engineering, hospitality, technology or education boards win on depth. Profiles carry the qualifications that sector checks, such as Saudi Commission for Health Specialties registration for clinical staff, stated by the candidate and reviewed by employers. Pricing reflects the value of hard to find candidates, often through CV search subscriptions rather than single posts. Sector content, salary guides written by your team and employer pages give a specialist board authority that general boards cannot match.
A group with offices or partners in several cities can turn its brand into a marketplace for approved agencies. Each vendor sells to employers through the board, the group takes commission and sees national demand in one admin. Vendor licences, ratings and dispute history are tracked centrally, so quality stays consistent between cities. Employers anywhere in the Kingdom can request proposals from several vendors at once, which turns the board into the place where agency work is bought.
Vendor licensing remains the vendor's responsibility; the platform records it.
Boards established elsewhere in the Gulf often need a Saudi edition rather than a translated copy. That means Arabic first design, Saudi payment methods, ZATCA invoices, PDPL aligned data handling and possibly hosting inside the Kingdom. We plan whether the Saudi board shares a codebase with your other markets or runs separately. Shared code saves effort, but separate data stores often make PDPL decisions and local reporting simpler, so we weigh both with you.
How we work together
Our team in the Kingdom works from Riyadh, where discovery workshops can run in person; clients in other cities work with us by video call. A fixed scope first release usually covers the candidate side, employer products, checkout and invoicing for the launch region. A monthly retainer then carries the board through regional rollout, new products and vendor features. Groups with a long programme or several boards often take a dedicated team that reports into their own product lead. Each regional launch gets its own review, so lessons from the first region shape pricing and features in the next.
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
Selected for national scale: Arabic search that handles spelling variants, payment and payout providers available in the Kingdom, hosting that meets your data decisions, and a stack your own engineers can maintain. Everything is documented at handover, including billing rules and integration settings.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
A free candidate site, a commercial employer platform and the national compliance layer.
Candidates search and apply in Arabic and English. Employers verify, buy packages or subscriptions, search CVs and manage applicants. Agencies sell as vendors with commission and payouts. Under all of it sit SAMA regulated payments, ZATCA e-invoicing, PDPL data handling and the e-commerce law. We scope a first release for your launch region and plan the rest as rollout, so the board earns before every feature exists.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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