Services · Website development · Recruitment websites
Recruitment website development Edinburgh agencies can build a business on means a site that does three jobs well: it shows candidates live roles from your CRM, it gives Scottish employers a quick way to brief you, and it explains vetting, terms and data handling in a way that fits Scotland rather than borrowing English templates. Codeeo designs and builds that site, from the vacancy feed and apply form to the sector pages that rank for searches across the Lothians and Fife.
Our team of 80+ works from Dubai, Riyadh and Karachi and has delivered 200+ projects across the UAE and the US. We have no office in Scotland, so discovery, design reviews and launch sign off all run by video call with your directors and consultants.
200+ companies servedFrom a first store to an ADX listed developer
What the website covers
A recruitment site in Edinburgh is judged by two audiences in quick succession. A candidate on a phone in a Leith coffee shop wants to see whether the role is hybrid, what it pays and how long the application takes. A finance director in St Andrew Square or a hiring lead at Edinburgh Park wants to know you understand their sector before they pick up the phone.
Everything below is built around those two visits. Vacancies flow in from the system your consultants already use, so nobody retypes a job. Sector and location pages give search engines something specific to index. Vetting and terms pages are written for Scotland, which has its own disclosure body and its own law of contract. The admin side stays simple enough that a consultant can publish a market update without asking a developer. Where you need something unusual, such as a separate brand for an executive search arm, we plan it as a custom recruitment website development Edinburgh build rather than forcing it into a theme.
Jobs publish from Bullhorn, Vincere, JobAdder, Firefish or a similar system through its API or an XML feed. Titles, salary bands, hybrid patterns and closing dates come across automatically, and filled roles drop off the site within the next sync rather than lingering for weeks.
The jobs page always matches what your consultants are actually working on.
Filters for city centre, Leith, Edinburgh Park and South Gyle, West Lothian, Midlothian and Fife, plus hybrid and remote options. Candidates commuting by tram, the Borders Railway or across the Forth can narrow results to places they can realistically reach.
Fewer applications from people who later turn down the location.
Name, email, phone and a CV, with optional cover note. Files are scanned, stored against the job in your CRM and never emailed around as attachments. A clear privacy notice sits at the point of collection, as UK GDPR expects.
More completed applications and a cleaner audit trail.
Every live role carries JobPosting structured data with location, employment type, salary where you publish it and a validThrough date. Expired jobs are removed from the markup so search engines stop showing them.
Your roles appear in Google's job listings beside the big boards.
Plain pages explaining when a role needs a PVG scheme membership through Disclosure Scotland, when a basic or standard disclosure is enough, and what happens when a candidate will actually work in England. Content is written with you, not copied from a template.
Candidates arrive at interview knowing what checks to expect.
A vacancy registration form that asks for role, salary, start date and whether the post is permanent, interim or contract, then routes it to the right desk and creates a lead in your CRM.
Client briefs land with an owner and the basics already captured.
Dedicated pages for the desks you run, such as asset management, insurance, public sector, higher education or software, each with its own live jobs, consultant contacts and copy about the Edinburgh market.
Search visibility for the specialist terms clients actually type.
Profiles with specialisms, direct lines and recent articles, plus a CMS your team uses to publish salary commentary or hiring notes. Authorship is visible, which helps both trust and search quality signals.
Clients see real expertise before the first call.
A consent banner that holds analytics and advertising cookies until the visitor agrees, as PECR requires, and job alert sign ups that record exactly what someone opted into and when.
Marketing lists you can defend if the ICO ever asks.
Executive search arms often need a quieter identity than the contingent desk. We can run a second brand on the same CMS and hosting, with its own domain, design and briefing form, while sharing the feed, consent setup and admin users underneath.
Two distinct brands without paying to maintain two platforms.
Who this is for
Edinburgh recruitment is shaped by a few large employer groups: investment and insurance houses, the Scottish Government and public bodies, the universities, and a growing technology sector. Agencies tend to specialise, and their websites have to prove it within a page or two.
These are the four situations that come up most often. Each one changes what goes on the homepage, which pages carry the most weight in search and how the site connects to your back office. They also change the tone: a retained search firm and a festival staffing agency should not sound alike, even when both sit in the same postcode.
Your clients sit in the New Town and the Exchange District, and they care about discretion. The site leads with credible consultant profiles and market commentary, keeps confidential searches off the public jobs board, and offers a private briefing form for retained work. Candidate pages focus on regulated and senior roles, with salary shown where clients allow it.
Confidential roles stay out of the public feed by default.
You supply interim and permanent staff to councils, NHS Scotland boards, universities and agencies of the Scottish Government. The site needs clear framework and compliance pages, a strong section on Disclosure Scotland checks, and accessible forms that work with screen readers, since many applicants use assistive technology.
Accessibility is tested against WCAG 2.2 AA before launch.
Candidates are graduates and experienced engineers from the city's universities and start-ups, many on visa routes. The site needs fast search, honest hybrid detail, salary bands on every role where possible and a short apply flow that accepts a GitHub or portfolio link alongside the CV. Job pages can also state whether a role offers visa sponsorship, which saves both sides a wasted conversation when a graduate from Heriot-Watt or the University of Edinburgh is weighing up offers.
Demand spikes before the August festivals and the winter season, then drops. The site has to handle a surge of temporary roles, bulk applications and quick shortlisting, then fall back to a lighter year round presence without leaving dead job pages indexed.
Expired seasonal roles are retired cleanly so they do not harm search.
How we work together
Most agencies start with a fixed scope build: agreed pages, agreed integrations and a launch plan. After launch, some keep us on a monthly retainer for new sector pages, feed changes and speed work, while others take the CMS fully in house. Groups running several brands sometimes add a dedicated developer for a longer programme. As a recruitment web development company Edinburgh firms reach remotely, we run every stage by video call and shared review links, and we put decisions in writing so your directors always know what was agreed. Change requests after sign off are estimated before any work starts, so the scope never drifts quietly and invoices never surprise anyone.
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 around your CRM, your team's comfort with the CMS and how much custom search you need. That is often WordPress or a headless setup with Next.js, hosted in a UK or EU region, with the vacancy feed handled by a small integration service you own. Every account sits in your name from day one, so you can change supplier later without rebuilding.
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It depends on CRM integration, page count and how much copy you supply.
A site with a standard vacancy feed, a handful of sector pages and copy you already have moves faster than one with custom search, several brands and a full content rewrite. The biggest variable is usually the CRM: some expose a clean API, others need a feed agreed with the vendor first. We confirm the timeline at the end of discovery once those facts are known, and we hold it in the written plan. If you want sector pages to follow later, we can launch the core site first and add them in planned releases.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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