Services · Website development · Staffing company websites
Staffing website development Saudi Arabia companies commission today has to carry more than a contact form. Clients across the Kingdom want to know how you engage people: Saudi employees, Saudis on flexible hourly contracts, expatriate workers provided through Ajeer, or your own sponsored staff. Jobseekers want to know the work is legitimate. We build Arabic first websites for staffing and manpower companies that explain those routes clearly, organise services and branches across several cities, and turn visits into qualified client requests and complete applications.
Discovery for national projects can include in person sessions at your Riyadh head office or ours, with branch managers in other cities joining by video. The site is planned once and rolled out city by city on a shared structure.
200+ companies servedFrom a first store to an ADX listed developer
What the website includes
A staffing company operating across Saudi Arabia answers to national rules wherever it works. Employment contracts are documented through Qiwa under the Ministry of Human Resources and Social Development. Expatriate workers can be provided to other establishments through the Ajeer platform. Saudis can work hourly through the flexible work system, and Saudization levels under Nitaqat shape what clients ask of you. Personal data falls under the Personal Data Protection Law, overseen by SDAIA, and many corporate and government clients expect suppliers to follow the National Cybersecurity Authority's controls.
None of this belongs in legal jargon on a homepage, but a national staffing website should reflect it accurately, because informed buyers check. The capabilities below are how we build that clarity into the site. Which ones you need first depends on how many cities you cover today and how many you plan to open next.
Plain language pages for each way you supply people, for example direct hire, temporary assignments, flexible hourly work for Saudis and expatriate staff provided through Ajeer. Each page explains who it suits, what the client is responsible for and how records are kept. Wording is reviewed by your compliance lead before launch, and each page ends with a request form preset to that route.
Buyers pick the right route before the first call, and fewer requests are misdirected.
A national homepage, service pages that apply everywhere, and branch sections for each city you operate in, such as Riyadh, Jeddah, Dammam or Madinah, with local contacts and the roles each branch supplies. Branch pages carry distinct content, not copies with the city name changed, so they deserve to rank.
Clients in every city reach their nearest branch from one site.
Branch managers can edit their own city pages, listings and announcements, while national service pages, legal text and design stay with head office. Approval steps stop a branch publishing content that conflicts with group policy, and every change is logged.
Branches keep local pages current without diluting the brand.
Client staff requests and applications are routed by city, sector and engagement type to the correct team or CRM pipeline. A request for flexible hourly staff in Jeddah never lands in the inbox of the Riyadh direct hire team, and managers see volumes by branch in one report, which helps decide where the next branch or recruiter is needed.
Every request reaches the right branch within moments of submission.
One careers hub where Saudi jobseekers and residents filter opportunities by city, sector and work type, with JobPosting structured data on every live listing. Saudi applicants see roles suited to flexible or full time work clearly marked, which supports clients asking you for Saudization friendly placements.
Applicants across the Kingdom find roles in their own city first.
A clear place for the commercial registration and licence details you hold, the sectors and cities you serve, how workers are screened and how complaints are handled. We publish only what you can document, and keep the information consistent with the records clients see in official portals.
Corporate and government buyers find the evidence they look for.
Arabic and English versions with correct hreflang, a national sitemap, structured data for the organisation and each branch, and internal links between services, sectors and cities. Arabic keyword research shapes headings, because many Saudi buyers search in Arabic first.
The site competes in Arabic and English searches across the country.
Consent notices, privacy policy wording, retention rules and access controls written around the Personal Data Protection Law. Where your data must stay in the Kingdom, we plan hosting and form processing accordingly, and document where each type of data is stored.
Applicant and client data is handled in a way you can explain to an auditor.
Connections to your applicant tracking system, CRM or ERP so that registrations and client requests become records automatically. Where clients receive tax invoices that must meet ZATCA e-invoicing rules under Fatoora, the website links clients to the system that issues them rather than producing invoices itself.
The website feeds your core systems instead of creating another silo.
Hardened hosting, web application firewall, multi factor admin logins, patching routines, backups and monitoring, mapped against the National Cybersecurity Authority's Essential Cybersecurity Controls where your clients require evidence. We provide the documentation your security team needs for supplier questionnaires.
Security reviews from large clients have documented answers.
Who this is for
A national site makes sense when your brand is bigger than one city, or is about to be. The structure, governance and compliance content become as important as the design. These are the four kinds of organisation we build national staffing websites for, and the problem each one usually needs solved first. The common thread is scale: more editors, more cities and more scrutiny than a single office website ever faces.
You have offices in more than one region and a website that still reads like a single city agency. We rebuild it with a national service layer, branch sections with their own editors and request routing to each office. Head office keeps control of compliance wording while branches keep local content fresh.
Governance matters as much as design at this size.
Your permanent recruitment site is established, and you are launching temporary or flexible staffing. The new offer needs its own pages, request forms and careers flow, clearly separated from executive search so clients and candidates are not confused. We extend your site rather than starting again.
Temporary staffing deserves its own front door.
If you are building a platform that matches businesses with workers, the public website is where clients and workers first decide whether to trust you. We build the marketing site, engagement explanations and sign up routes into your platform, keeping the website separate from the product itself so each can change at its own pace.
The public site and the product release on separate schedules.
Retailers, hospitality groups and facility operators sometimes run their own pools of flexible staff across cities. A dedicated careers site for that pool, with city filters, clear pay basis wording and registration, often recruits better than a general corporate careers page. It can sit on its own domain or a subfolder, depending on how closely you want it tied to the main brand.
A focused careers site speaks directly to flexible workers.
How we work together
Codeeo has delivered 200+ projects across the UAE and the US with a team of 80+ across Dubai, Riyadh and Karachi. National Saudi projects are led from Riyadh, where discovery and design reviews can happen in person, while branch teams elsewhere take part by video call. Scope, phases, ownership, editor roles and acceptance tests are written into one document, which we update with your approval as the rollout moves from city to city.
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
National staffing sites usually run on a headless CMS with Next.js for speed and multi branch governance, or on a carefully configured WordPress multisite when branch teams already know it. Hosting location, backups, firewalls and monitoring are chosen with your data obligations in mind and stay in your accounts.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
It needs governance, routing and compliance content that a one office site can do without.
A national site serves several branches, each with its own contacts, roles and editors, under one brand and one set of compliance wording. It routes requests by city, carries a careers hub for the whole Kingdom, and is rolled out in phases. The planning stage is longer, but each new city afterwards is quicker because it reuses the same templates and rules. Head office approves the national layer once, and branches then focus only on what is genuinely local: contacts, roles, sectors and the clients they serve.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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