Websites for UK AI recruitment companies that sell nationally and explain themselves clearly.

A central section covering UK GDPR processing, hosting location, retention, subprocessors, security testing, Cyber Essentials status if you hold it, and data processing agreement requests. It is mapped to the questions the ICO published for organisations buying AI recruitment tools, so buyers find each answer where they expect it. Gated documents sit behind a short form so your team knows which organisation asked and can follow up.

The Data (Use and Access) Act 2025 reshaped UK GDPR rules on automated decisions, allowing significant decisions only with safeguards such as information, human intervention and a route to contest. This page sets out which safeguards your product provides and how employers switch them on, in language a candidate can follow. Your legal adviser approves the wording before it goes live.

Equality law differs in Northern Ireland, which has its own anti discrimination legislation, and Scotland has a separate legal system for contracts and disputes. Where your product or terms change by nation, the site says so clearly, with region specific notes rather than one page that assumes England. Contract terms governed by Scots law, for example, can be linked from Scottish buyer pages.

Pages for framework buyers listing which routes you are on, such as G-Cloud, alongside accessibility statements, social value commitments and security documents. A request form delivers tender documents to procurement teams and logs the organisation in your CRM. Welsh language content can be added where Welsh public bodies require it. Pages are kept current in the CMS, so evaluators never download an out of date policy.

Pages for major hiring markets such as London, Manchester, Birmingham, Glasgow, Leeds and Bristol, each describing the employers and roles you support there with genuine detail. No fake addresses or map pins; where you have staff or a registered office, it is shown accurately. Each page earns its place with content specific to that market, so search engines and buyers treat it as useful.

If you show plans, the page includes all mandatory charges in the headline price, as the drip pricing rules in the Digital Markets, Competition and Consumers Act 2024 require. VAT treatment is stated clearly. The Act's subscription contract rules are expected in 2027, so the page structure leaves room for the renewal and cancellation information they will bring.

Pages explaining assessments, data use, retention and how to request reasonable adjustments under the Equality Act 2010, or equivalent Northern Ireland legislation. If you sell anything directly to individual job seekers, such as CV reviews, the purchase pages show the cancellation rights the Consumer Contracts Regulations give them. Pages are written plainly and tested on phones, where most candidates read them.

A PECR compliant cookie banner holds back analytics and advertising tags until a visitor agrees. Newsletter and resource download forms separate consent for marketing from the download itself, and record it with a timestamp, so your email programme to HR leaders is built on records you can show. Preference links in every email lead back to a page where contacts can change what they receive.

Many UK vendors also sell into the EU, where the AI Act classes recruitment systems as high risk. We plan separate EU pages and hreflang so European buyers see the information relevant to them, while UK pages stay focused on UK law. Your legal adviser confirms the wording for each. Shared components keep the design consistent across both regions.

A URL plan by sector, role type and use case, server rendering, structured data for your organisation and software, and internal linking that lets hundreds of resource articles support your commercial pages. Core Web Vitals are checked with real user data after launch. Resource content is tagged by sector and nation so related articles surface automatically.