Services · Website development · Recruitment websites
Codeeo handles recruitment website development London agencies use to stand out in the most crowded hiring market in the country. We build sites where specialist desks each have a page worth ranking, live roles flow from your CRM, contractors find the detail they need on day rates and status, and hiring managers in the City, Canary Wharf or King's Cross can brief a consultant in a few lines. The site is your shop window and your lead engine, so we treat it as both.
Codeeo has no London office. Our team of 80+ in Dubai, Riyadh and Karachi works with UK clients remotely by video call, and has delivered 200+ projects across the UAE and the US.
200+ companies servedFrom a first store to an ADX listed developer
What we build
London is where generic recruitment sites go to disappear. Search results for broad terms are dominated by national boards and aggregators, and clients compare several agencies before they reply to any of them. What wins is specificity: a desk page for fintech compliance or for construction quantity surveyors that reads like it was written by someone who places those people every week.
So we start with the desks, not the homepage. Each specialism gets its own section with live roles, consultant names, market notes and a briefing form. Contract desks get content contractors actually search for. Search and filters reflect how Londoners judge a job, which is usually by commute and hybrid pattern as much as by title. Underneath, the vacancy feed, the apply routing and the consent setup are built properly once, so adding a new desk later is a content task rather than a development project. Groups with unusual structures, such as a contract division with its own brand, get a custom recruitment website development London plan rather than a theme bent out of shape.
Each specialism has a landing page, filtered jobs, consultant cards, articles and its own enquiry form, managed by the desk lead in the CMS. Internal links tie desks to related roles so search engines understand the structure. A new desk can launch from the same template with content work alone, once the copy is ready and approved.
Desk heads own their corner of the site and their own search visibility.
Location search by area and by line, so a candidate in Stratford can see roles near the Elizabeth line or the Jubilee line, plus filters for office days per week. Postcode radius search covers outer London and the commuter belt, including towns such as Reading, Chelmsford and Guildford that feed the capital every morning.
Candidates apply for jobs they can actually get to.
Pages for interim and contract candidates covering day rate bands where clients allow it, inside and outside IR35 status on each role, umbrella and limited company options, and how timesheets and payment work with your back office.
Contractors find the answers that decide whether they apply.
Jobs publish from Bullhorn, Vincere, JobAdder, Mercury or your own system, with salary, rate, status and closing date mapped field by field. Filled roles come down automatically, and confidential searches never reach the public site.
One source of truth for every live role.
A short briefing form, a call back request and a direct line on every desk page. Submissions create a lead with the desk already assigned, and the hiring manager receives a confirmation naming the consultant who will call. Out of hours briefs are queued for the right desk rather than lost in a shared inbox.
Faster first contact with prospective clients.
JobPosting markup on every vacancy, Organization and LocalBusiness markup for the firm, and breadcrumb data across desk pages. Salary and remote work fields are filled from the feed rather than typed by hand.
Richer search listings and fewer markup errors.
A salary or rate field that displays consistently, with an option to flag employers accredited to pay the London Living Wage set by the Living Wage Foundation. Where a client will not publish pay, the page says so plainly rather than hiding the field, and the CRM flags roles missing a figure so consultants can push clients for one.
Candidates trust adverts that are clear about money.
Some London agencies sell job advert packages to small employers or CV services to candidates. If you do, prices show VAT and every compulsory charge up front, as the drip pricing rules in the Digital Markets, Competition and Consumers Act 2024 require, and card payments use Strong Customer Authentication.
A small revenue line without a compliance headache.
Built to WCAG 2.2 AA and measured against Core Web Vitals on mobile networks, with images sized properly and scripts kept lean. Forms work with screen readers and keyboard only, and offer a way to request adjustments.
More applications from every candidate, on every device.
Candidates subscribe to alerts by desk, area or rate, and the sign up records exactly what they agreed to receive. Alerts are service messages; anything promotional sits behind a separate opt in, in line with PECR. Every email carries a one click unsubscribe that updates the CRM, not just the mailing tool.
A growing candidate audience you are allowed to contact.
Who this is for
London agencies differ more by model than by size. A boutique with three consultants and a group with forty desks both need clarity, but they need different site structures, different admin permissions and different search priorities.
These are the starting points we see most, and what changes for each. If you sit between two of them, discovery will settle which structure fits.
You place compliance, risk, legal and finance people into firms in the Square Mile and Canary Wharf. Clients are cautious, so the site is calm and precise: strong consultant profiles, carefully written market commentary and a briefing form for retained work. Many roles are confidential, so the public jobs page shows a curated selection rather than everything. Articles on regulatory hiring trends, written by your consultants, do more for credibility here than any banner.
Discretion matters more than volume here.
Several desks, several brands perhaps, and a back office that handles timesheets and payroll for contractors. The site needs a shared design system with desk level control, contractor pages that link to your timesheet portal, and role based permissions so a desk lead edits their section without touching anyone else's. Shared components keep every desk on brand, even when ten different people are publishing.
Permissions are planned before templates are built.
If you also recruit from Dubai, Singapore or New York, the site needs country sections with correct hreflang tags, local contact details and jobs filtered by country. Privacy notices explain where candidate data goes, and international transfers rest on the UK's own transfer mechanisms, such as the International Data Transfer Agreement, where a transfer needs one. Each office keeps its own phone number and briefing route.
You want employers to post roles and candidates to search them, perhaps in creative, hospitality or start-up hiring. We build the public site, employer posting forms and moderation tools, and if you charge for adverts we keep pricing and cancellation terms clear under the Consumer Contracts Regulations where they apply.
Business buyers and consumers are treated differently in the terms.
Working with us
A fixed scope build suits most agencies: a written list of pages, integrations and acceptance tests, delivered in agreed stages. After launch, a retainer covers new desks, content support, feed changes and Core Web Vitals work. Larger groups sometimes take a dedicated developer or a small team for a longer programme across several brands. If you are comparing a recruitment web development company London based with a remote one, the practical difference is meetings: ours happen on video, with recordings, notes and a shared tracker your team can check any time.
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
Stack choices follow your CRM, the number of desks and brands, and who edits content day to day. WordPress suits many single brand agencies; Next.js with a headless CMS suits groups that want speed and shared components across brands. Hosting sits in a UK or EU region, with backups, uptime monitoring and security updates handled under a written maintenance plan, and every account registered to your business.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
We do not publish figures; cost follows desks, integrations and content.
The main drivers are the number of desks and brands, the CRM integration, custom search such as commute filters, international sections, any paid services checkout, how much copy we write and how large the redirect map is. A focused single brand site is simpler than a group platform. We price after discovery against a written scope, so every line can be traced back to a decision you made, and phased options are shown where a smaller first release makes sense.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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