Services · Website development · Recruitment websites
Codeeo offers recruitment website development Saudi Arabia agencies, manpower suppliers and executive search firms can run their marketing and intake on: an Arabic first website with live vacancies, employer request forms, candidate registration and branch pages for every region you serve. Hiring in the Kingdom is shaped by licensing, Saudization targets and strict rules on personal data, so the site has to look credible to a procurement team and feel simple to a job seeker on a phone.
This page is about the public website and the web platform behind it. We connect it to the applicant tracking or CRM system you already use, so vacancies publish once, applications land in the right desk and your consultants stop retyping CVs from email.
200+ companies servedFrom a first store to an ADX listed developer
What the website includes
Most recruitment sites in the Kingdom fail in one of two ways. Some are brochures that list services and a phone number, so employers cannot see what you specialise in and candidates have nowhere to apply. Others bolt a generic job board onto a template, so the Arabic version reads badly, the forms collect far more personal data than they should and nothing reaches the consultant who owns the role.
We plan the site around the two audiences that pay the bills. Employers need proof that you are licensed, that you understand Saudization and that you can fill roles in the regions where they operate. Candidates need to find a relevant vacancy, apply in a couple of minutes and know what happens next. Every feature below serves one of those two groups, and the CMS lets your own team keep it current without calling a developer.
Live jobs filtered by region, city, sector, contract type and whether the role is open to Saudi nationals only. Each vacancy has its own indexable page with a clean URL, a short summary in Arabic and English, and an apply button that stays visible on mobile.
Candidates reach the right role without scrolling through every opening you hold.
Separate paths for a single hire, a volume or project requirement and a confidential executive search. The form asks for headcount, location, nationality mix and start date, then routes the brief to the right business development lead by sector and region.
Employer briefs arrive complete, sorted and assigned within the CRM.
CV upload, a short profile and clear consent wording written for the Personal Data Protection Law. Candidates choose whether their profile can be shared with clients, and the retention period is stated before they submit anything.
You collect only the data you can justify and can show how consent was given.
A page that sets out your Ministry of Human Resources and Social Development licence details, commercial registration and the services each licence covers. If you place domestic workers, it explains that contracts and fees run through Musaned, so families are never asked to pay through the website.
Employers and families can check your standing before they call.
A content hub that explains Nitaqat bands, how you source Saudi talent and how candidates registered on Jadarat or Qiwa fit into your process. Your consultants publish updates as rules change, which also gives search engines fresh, useful pages.
Employers see you as an adviser on localisation, not only a CV supplier.
One page per branch or service region with address, map, contact routes, sectors covered and live vacancies for that area. Each page carries local business structured data, which supports Google Business Profile listings in Riyadh, Jeddah, the Eastern Province and beyond.
Regional searches lead to the branch that can actually help.
Right to left layouts designed first, with English as an equal second language rather than a translation afterthought. Editors manage vacancies, sector pages, news and team profiles in both languages, with a preview for each before anything goes live.
Your marketing team runs the site day to day.
Vacancies feed from your applicant tracking system, and applications post back into it with the source, language and consent record attached. We work with the platform you already pay for or build a light admin if the business is still on spreadsheets.
One record per candidate, wherever they applied.
JobPosting markup on every vacancy, expiry handled automatically when a role closes, compressed images and server rendering so pages load fast on mobile data. Core Web Vitals are measured on real devices before launch, not guessed from a desktop.
Vacancies are eligible for job search features and stay quick to open.
Analytics loads only after the visitor accepts it, and every application and employer brief keeps its source: organic search, a job board, LinkedIn, WhatsApp or a referral. Reports split results by region and sector, so you can see whether the Eastern Province pages produce placements or only traffic, and move marketing spend accordingly.
Marketing decisions rest on placements by channel and region, not page views.
Who this is for
A national recruitment site carries more weight than a city site. It has to present several licences or service lines, hold vacancies from different regions and sectors, and stay consistent as branches open in new cities. It also has to work for very different readers, from an HR director comparing suppliers to a technician applying from a phone between shifts. These are the four kinds of business we most often plan this kind of build with, and each one starts from a different priority.
Firms that supply skilled and semi skilled workers to contractors, facilities managers and industrial clients across several regions. The site needs a strong employer side: project requests, sector pages for construction, operations and maintenance, and a clear account of how you handle visas, accommodation and mobilisation. Candidate pages focus on trade categories rather than glossy job titles, because that is how most applicants search.
Employer forms and trade based job filters come first.
Partners who place senior leaders for family groups, listed companies and government linked entities. Very few roles are advertised publicly, so the site works as a credibility tool: practice areas, the process of a search, how confidentiality is protected and a private route for candidates to share their profile with a partner. Thought leadership pages in both languages carry most of the organic traffic.
Confidential briefs and partner profiles matter more than a job board.
Offices that recruit housemaids, drivers and other domestic workers for Saudi households. Contracts, fees and complaints belong on Musaned, so the website explains services, nationalities offered, the steps a family follows and how to reach the office. It must never collect payments or passport scans, and the copy has to be honest about timelines that depend on the source country.
Information and contact, with transactions kept on the official platform.
Companies with many sites across the Kingdom that want a careers website of their own instead of relying on job boards. The build covers employer brand pages, a vacancy search fed from the HR system, graduate and Saudi talent programmes, and reporting that shows which channel produced each hire. HR owns the content; IT owns the integration and access control.
A careers site with HR system integration and channel reporting.
How we work
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. Clients based in Riyadh can hold discovery workshops with us in person. Teams in other cities run discovery and design reviews by video call, with shared boards so recruiters, marketing and IT can comment on the same screens. You get one project lead, a written plan and a fixed point of contact for every decision.
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 choose the stack after discovery. Content heavy sites often run on WordPress or a headless CMS with a Next.js front end; sites with complex search use a dedicated search index. Hosting can sit in a Saudi region where your data policy calls for it, behind a web application firewall and controls mapped to NCA guidance. If you invoice clients from a connected system, we keep it aligned with ZATCA e-invoicing rather than adding a second billing tool.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
It depends on the number of regions, languages and systems involved.
A site with a handful of service pages, branch pages and a vacancy feed from an existing ATS moves faster than one that needs a new admin, migration of thousands of old job URLs and several licences presented separately. We agree scope in discovery and write the delivery dates into the plan before design starts. The usual slow points are content approval in two languages and access to the ATS, so we ask for both early.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
Get in touchPROVEN RESULTS
React
Next.js
TypeScript
Node.js
Laravel
WordPress
Shopify Plus
WooCommerce
BigCommerce
PostgreSQL
MySQL
MongoDB
AWS
Azure
Docker
GA4
Google Tag Manager
Search Console
Meta Pixel
Looker Studio