Services · Mobile app development · Recruitment apps
Recruitment app development London agencies can rely on starts with the work your consultants repeat every day: posting roles, chasing CVs, booking interviews and proving a candidate can legally start. We build candidate apps, client portals and back office tools for permanent and contract desks in the capital, so vacancies reach the right job boards, hiring managers respond in one place and every placement has its right to work and vetting evidence on file.
London hiring moves quickly and competition for good candidates is intense. An app of your own gives applicants a reason to come back to you instead of a generic board, and gives your clients a cleaner view of each shortlist than another email thread. It also keeps the compliance record next to the candidate, where auditors and clients expect to find it.
200+ companies servedFrom a first store to an ADX listed developer
What the platform can include
A London agency rarely runs a single market. One floor may handle banking contractors for firms in the Square Mile and Canary Wharf, while another places developers with scale-ups around Old Street and King's Cross, and a third covers legal support near Holborn. Each desk has its own job boards, its own client habits and its own vetting needs. We map those differences first, then build a platform where candidates see a consistent branded experience and consultants keep working the way their market expects. Everything below can be included or left for a later release; the scope depends on where your consultants lose the most time today and where candidates drop out before applying. London candidates also expect a polished mobile experience, because many of them already use several board apps every week.
Write a vacancy once and send it to the boards each desk actually uses, your own careers pages and Google's job listings through structured job data. Closing a role withdraws it everywhere, so candidates in London stop applying to jobs that filled last Tuesday.
Consultants spend less time copying adverts between sites.
Candidates filter roles by travel time from home using public transport, not just by postcode radius, because a job eight miles away across the river can take longer to reach than one twenty miles out on a direct rail line.
Applicants only see roles they can realistically reach.
Applying from a phone takes minutes: CV upload from the device or a cloud drive, a short set of role questions and saved profiles for repeat applications. Job alerts follow the searches each person saves rather than broadcasting every new listing.
More finished applications from candidates on the move.
Clients open a secure shortlist, read profiles your consultant has prepared, leave structured feedback and pick interview slots. Several managers at one firm can review the same role with permissions set by your team.
Feedback arrives in the system, not scattered across inboxes.
Candidates pick from slots the hiring manager has released, choose video or in person, and receive the office address with the nearest station and step-free access details where the client provides them. Reschedules update everyone at once, and reminders go out the evening before and an hour ahead.
Fewer no-shows and fewer calls to rearrange times.
British and Irish passport holders can be checked through a certified identity service provider, and eVisa holders share a Home Office code that the app stores with the check date and the result. Expiry dates trigger follow-up reminders for time-limited permission.
Evidence for every start date, kept in one place.
Roles in schools, healthcare and other regulated settings are flagged at vacancy stage with the level of DBS check they are eligible for. The app tracks submission through your registered body and shows clients when the certificate has been seen.
No candidate starts a regulated role before vetting is done.
For contract desks, the platform stores the client's status determination for each engagement, the route of payment and the contract versions sent, so finance can answer questions about inside or outside roles without hunting through folders.
Off-payroll decisions documented per placement.
When a start is confirmed, the platform raises the placement record, sends invoice data to your accounting system and tracks any rebate window agreed in your terms of business. Contract placements feed approved timesheets to payroll instead.
Revenue recorded the day a candidate starts.
Each consultant sees live vacancies, candidates awaiting feedback and starts due this week. Directors see the same data rolled up by desk, client and source, including which job boards actually produce placements in London rather than just clicks.
Advertising spend follows the boards that produce hires.
Who this is for
London has thousands of recruitment businesses, from two-person boutiques to national groups with a head office in the capital. The right app depends less on size than on how you win work and how your candidates find you. These are the starting points we meet most often, and each one leads to a different first release. Tell us which one sounds closest and we will shape discovery around it rather than a standard template.
Your edge is relationships and speed. You want a branded app that lets your best candidates see new mandates before they hit public boards, and a portal where partners and heads of department at client firms can review shortlists from their phones between meetings. Vetting tends to be heavy, with references, qualification checks and regulatory history requests, so the evidence trail matters as much as the candidate experience.
Private role alerts often matter more than public reach.
Different desks have grown their own spreadsheets and habits. We bring them into one platform without forcing every consultant into a single process: permanent desks get pipeline stages and fee tracking, contract desks get status records and timesheets, and management finally sees all of it in one report. Migration from your existing CRM is planned carefully so history and candidate consent come across intact.
One platform, with room for each desk's way of working.
For a niche job portal app development London founders often underestimate the employer side. We build the advertiser account, job slot purchasing flow and listing moderation alongside the candidate app, so the board can earn from employers from the first release. Sector focus, such as hospitality, creative or legal roles, shapes the search filters and the profile fields candidates fill in.
Employer revenue features belong in the first release.
Talent teams want a careers app that feels like the employer's brand, with internal mobility for current staff and a referral route that tracks rewards fairly. We connect it to your HR system and applicant tracking, add right to work checks before day one and keep agency submissions separated so hiring managers see which route each candidate came through.
Agency and direct routes stay visibly separate.
How we work together
Codeeo's team of 80+ works from Dubai, Riyadh and Karachi and has delivered 200+ projects across the UAE and the US. London clients work with us remotely, with discovery, design reviews and sprint demos held by video call. Most agencies start with a fixed scope first release, then move to a monthly retainer for improvements. Groups with several brands or a long roadmap sometimes take a dedicated team that stays with the product. Whichever route you choose, you own the code and the accounts from the start.
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 pick the stack around your existing recruitment CRM, job board feeds and accounting tools, and around the developers who will maintain the platform once it is live. Cross platform mobile apps usually suit candidate products well, with a web portal for clients and consultants built on the same back end.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on the number of desks, integrations and user types in the first release.
A focused first version with a candidate app, multiposting and a simple client portal moves faster than a full platform that replaces your CRM. The biggest timing factors are data migration, the number of job boards you need connected and how quickly your consultants can review designs. We agree the timeline in discovery, write it into the plan, and show working software at regular demos so you can see progress rather than wait for a big reveal. Agencies that keep their current CRM for the first phase usually launch sooner and migrate later.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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