Services · Mobile app development · Recruitment apps
Our recruitment app development UK service is for agencies, job boards and employers who hire in more than one city. We build candidate apps, employer portals and consultant tools that publish vacancies nationally, keep each applicant's right to work evidence on file, route vetting to DBS, Disclosure Scotland or AccessNI depending on where the job is, and record the terms the Conduct Regulations require before you act for anyone.
National recruitment brings national scrutiny. Home Office civil penalties, the Employment Agency Standards Inspectorate and the ICO all expect records you can produce quickly. A platform that captures that evidence as part of normal work saves your compliance team from rebuilding it under pressure. It also gives candidates in Cardiff, Newcastle or Aberdeen the same quality of experience as those near your head office.
200+ companies servedFrom a first store to an ADX listed developer
Platform capabilities
A recruiter working only in one city can rely on local knowledge and a few trusted processes. A national operation cannot. Branches in Bristol, Birmingham, Leeds, Glasgow and Belfast follow the same law in most respects but differ in vetting bodies, job boards, travel patterns and sometimes language. Brands may sit side by side for different sectors, and head office needs one set of numbers. The capabilities below are the ones we see national recruiters need most. We put them in priority order with you, and plan rollout branch by branch so the platform proves itself in one region before it reaches the rest. Head office keeps control of the shared rules, while branches keep the flexibility they need to compete locally.
One vacancy record publishes to the national boards, to regional ones such as s1jobs in Scotland, to LinkedIn and to your branded careers pages with structured data for Google. Each branch picks its channels, and spend can be compared across regions to see which boards produce hires.
Wide reach without branches duplicating adverts.
The work location decides the check. Roles in England and Wales use the DBS, roles in Scotland use Disclosure Scotland and the PVG scheme, and roles in Northern Ireland use AccessNI. Eligibility rules are held as configuration, so a change in one nation's guidance is a settings update rather than a rebuild.
The right body and level for every regulated role.
Candidates prove their right to work before they are put forward: British and Irish passport holders through a certified identity service provider, eVisa holders with a Home Office share code. The app records the check, the person who confirmed identity and any follow-up date, giving you evidence for a statutory excuse. Candidates who prefer a manual document check can still use one.
A defensible record if the Home Office asks.
The Conduct Regulations in Great Britain, and Northern Ireland's own equivalent, require terms to be agreed with work-seekers and hirers before you provide services. The platform sends the right version for each relationship, collects electronic signatures and stops a submission when terms are missing.
No placement proceeds without signed terms.
New clients are checked against Companies House records at onboarding: company status, registered address and officers. Consultants see warnings for dissolved or recently changed companies, which helps prevent fraudulent vacancies and protects candidates from fake employers. Directors' names can be compared with the person signing your terms.
Fewer bad debts and fewer bogus jobs.
Under the Equality Act 2010, recruiters must make reasonable adjustments for disabled applicants. We design to WCAG 2.2, with screen reader support, clear focus states, adjustable text and an easy way to request an interview adjustment, so candidates are not filtered out by the app itself.
More applicants able to apply on their own terms.
For branches serving Welsh employers, especially public bodies with Welsh language duties, the candidate app and job adverts can run in Welsh and English. Content is planned in both languages from the start, rather than translated at the end. Branches outside Wales simply see the English version.
Wales served properly, not as an afterthought.
Groups running separate brands for sectors such as education, healthcare and technology keep distinct apps and careers sites on a shared back end. Candidates can be offered across brands with consent, and permissions limit what each branch sees.
One platform behind several recruitment brands.
National job boards need employer accounts, listing packages, invoices and card or pay by bank checkout. Employers post and edit adverts, see applicants and download reports; your team moderates content and handles disputes from an admin console.
Revenue from employers without manual order handling.
Privacy notices at sign-up, a lawful basis recorded for each profile, PECR consent for marketing, retention rules and subject access exports are built into the platform. Disclosure results are visible only to named staff, as UK GDPR and ICO guidance expect for criminal record information.
Compliance work done by the system, not by memory.
Who this is for
Recruitment across the UK takes many shapes: groups with dozens of branches, online job boards with no branches at all, franchise networks where each office is independently owned, and large employers recruiting in volume across regions. Each needs a different balance between central control and local freedom, and the first release changes with it. We usually recommend starting where the business case is clearest and the data is cleanest, then extending once the platform has earned trust internally.
Your branches have drifted onto their own tools and habits, and head office cannot see a consistent picture. We build one platform with shared candidate records, branch permissions and group reporting, then roll it out region by region. Each branch keeps the job boards and vetting routes its market needs, while compliance rules are enforced the same way everywhere. Group directors see placements, fees and compliance gaps by region in one dashboard.
Rollout by region keeps risk contained.
Job portal app development UK founders and established boards ask us for usually centres on the employer side as much as candidates. We build search, alerts and saved profiles for jobseekers, plus employer accounts, listing packages, payments and moderation. Reporting shows employers how their adverts performed, which is what brings them back to post again. Fraud controls and moderation queues keep listings trustworthy as volume grows.
Employers pay the bills, so their tools get equal care.
Franchisees want independence; the brand owner wants consistency and visibility. The platform gives each franchise its own workspace, branded under the national name, with shared templates, compliance checks and central reporting. Data sharing between franchises follows the rules in your agreements and your privacy notices. New franchisees can be set up from a template, with their own branding details and job board choices, in a fraction of the time a manual setup takes.
Local freedom inside a consistent national framework.
Retailers, logistics firms and service companies recruit continuously across many sites. A careers app with location search, quick applications, interview booking and right to work checks before day one reduces the load on site managers. Agency submissions are tracked separately, so you can see what each route costs and delivers. Hiring data by site helps regional managers plan ahead of seasonal peaks.
Site managers hire faster with less paperwork.
Working with us
With 200+ projects delivered across the UAE and the US, our team of 80+ operates from Dubai, Riyadh and Karachi. We have no UK office; British clients work with us remotely, with discovery, reviews and demos held by video call. National programmes usually start with a fixed scope pilot release, then continue with a dedicated team through the rollout. Smaller businesses often prefer a monthly retainer after launch. You own the code and accounts in every case. Whichever route fits, the plan for each phase is written down before work on it starts.
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 build on mainstream frameworks so any competent developer could maintain the platform later, and connect to the CRM, payroll, identity and accounting services you already use. Hosting can sit in UK data centres in your own cloud account. Identity checks run through certified providers rather than tools we invent ourselves.
01Mobile
02Data and cloud
03Marketing and tracking
Agency conduct, right to work, vetting, data protection and equality law.
The Employment Agencies Act 1973 and the Conduct Regulations govern how agencies treat candidates and hirers. Home Office rules on right to work checks carry civil penalties for illegal working. Criminal record checks run through DBS, Disclosure Scotland or AccessNI. UK GDPR and PECR cover candidate data and messages, and the Equality Act covers fair access. We design the app so each of these produces records your team can show when asked. Where your work touches regulated sectors, such as education or healthcare, sector guidance adds further checks that the platform can enforce.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
Get in touchPROVEN RESULTS
Swift
Kotlin
Flutter
React Native
PostgreSQL
MySQL
MongoDB
AWS
Azure
Docker
GA4
Google Tag Manager
Search Console
Meta Pixel
Looker Studio