Services · Website development · Staffing agency websites
Codeeo offers staffing website development in the UK for employment businesses, temp agencies and labour providers that place shift workers across several regions. We build the public site that clients and candidates actually use: sector pages, branch pages, a job board that feeds Google, a staff request form and a candidate registration path. Every vacancy template carries the advertising duties in the Conduct of Employment Agencies and Employment Businesses Regulations 2003, so a branch manager in Leeds and one in Cardiff publish adverts that say the same required things.
The website is where a hiring manager decides whether to trust you and where a worker decides whether to register. Custom staffing website development UK groups need should make it rank in each town you serve, explain your compliance clearly and pass each enquiry straight into the system your consultants use.
200+ companies servedFrom a first store to an ADX listed developer
What the website includes
A national staffing brand has two audiences who rarely overlap. Clients want proof that you can supply vetted people for a warehouse in Northampton or a care home in Swansea at short notice. Workers want to see real shifts near them and register without a long form. The site has to serve both without one getting lost in the other.
It also has to stay accurate as branches open and close, as pay rates move and as the regulations change. So we build the content model first: sectors, branches, roles and vacancies as structured records your team edits, rather than pages copied and pasted for each town. That is what lets a group with dozens of branches keep its site correct without a web developer on call, and what stops Google seeing near identical location pages as thin content.
Each job advert is built from required fields: the name of your business, whether the role is temporary or permanent, and, where a pay rate is shown, the type of work, the location and the experience or qualifications needed to earn it. Consultants cannot publish a vacancy with those gaps.
Adverts meet the Conduct Regulations by design rather than by memory.
Vacancies pulled from your applicant tracking system are published with JobPosting structured data, expiry dates and salary fields, so they appear in Google's job results and drop out when filled. Listings closed in the ATS close on the site.
More candidates find live shifts, and none apply for jobs that are gone.
Every branch gets its own address, phone number, opening contacts, sectors served and live vacancies drawn from the feed, with LocalBusiness markup that matches its Google Business Profile. Pages are generated from data, but the content on each one is genuinely different.
Each branch can rank in its own town without duplicating the others.
Separate sections for industrial, hospitality, driving, care, office and education cover, each explaining the roles you supply, the checks you run for that sector and how quickly you can respond. Hiring managers find their sector in one click.
Buyers see expertise in their field, not a generic list of roles.
A short form asks for role, headcount, site postcode, dates, shift pattern and any licence or vetting requirement, then routes the request to the nearest branch by postcode. The client gets a reference and a named contact.
Requests reach the right branch with the details needed to quote.
A mobile registration flow takes CV, availability and preferred locations, and explains in plain English which documents you will ask for, including digital identity checks for British and Irish passport holders and share codes for eVisa holders.
Fewer abandoned registrations and fewer wasted first appointments.
Pages that set out your licences, such as a Gangmasters and Labour Abuse Authority licence where you supply food processing or agriculture, your vetting approach in each nation, your Key Information Document process and your privacy notice for candidates.
Procurement teams find the answers before they ask for them.
Forms, job search and filters are built and tested to WCAG 2.2 AA, with keyboard use, screen reader labels and clear error messages. Under the Equality Act a recruitment site that disabled applicants cannot use is a real exposure.
Every applicant can register, and your recruitment process is easier to defend.
A cookie banner that meets PECR, so analytics and advertising tags wait for consent, and job alert sign-ups that record what the candidate agreed to. CV data has a set retention period that the CMS enforces.
Marketing that holds up if the ICO looks at it.
Pages are served from a UK or EU hosting region behind a CDN, with Core Web Vitals checked on mid-range phones over mobile data. Forms carry spam protection and rate limits, admin accounts use two-factor sign-in, and uploaded CVs are stored outside the public web root with access logged.
A fast site that keeps candidate files private.
Who this is for
A website project for a staffing group is mostly a content and data project with a design on top. The right first release depends on how many branches you run, how many brands sit under the group and where your vacancies live today. These are the starting points we see most, and what the site usually needs in each case. Choosing a staffing web development company UK agencies can rely on usually comes down to how well it understands this mix of data, compliance and local search.
Your branches built their own pages over the years, some on the main site, some on separate domains. We bring them into one structure with a shared design, a branch record for each office and central control of compliance wording. Regional managers keep the right to edit their own local news, team photos and sector focus, while head office owns the advert templates, the privacy notice and the terms. Redirects from every old branch address protect the search traffic each one has earned.
One structure, local voices.
A group may run a driving agency, a care agency and an industrial supplier under different names. We build each brand its own site on a shared codebase and CMS, with separate domains, design themes and vacancy feeds, so you maintain one platform rather than three. The Companies Act trading disclosures, such as registered number and registered office, are set once per legal entity and appear on the right sites automatically.
Separate brands, one platform to maintain.
If you supply workers into agriculture, horticulture, shellfish gathering or food processing and packaging, your GLAA licence is part of what clients buy. We put the licence number and status on the site, explain how workers can raise a concern, and publish worker information in the languages your workforce reads. Pages written for clients and pages written for workers are kept clearly separate.
Licence details shown, not buried.
A theme bought years ago, with jobs posted by hand and a contact form that lands in one inbox, cannot carry a national business. We rebuild on a proper CMS, connect the ATS, add the job feed and branch pages, and keep the URLs that already rank. Your team ends up publishing less by hand while the site carries more live vacancies than before.
Working with us across the UK
Codeeo has no UK office, and we do not visit branches. We work with UK clients remotely: discovery, design reviews and training happen by video call, and every decision is written into a shared project document. That suits a multi-branch business well, because regional managers from Inverness to Plymouth can join the same review without travelling. Most groups start with a fixed scope build for the first release, then keep a monthly retainer for new branches, new brands and search improvements. Larger groups with a heavy programme of work sometimes take a dedicated team instead.
Rollout across a national network is planned in waves. We usually launch the head office site, the sector hubs and a handful of pilot branches first, check that requests and registrations arrive cleanly, then bring the remaining branches across region by region so local teams are trained as their pages go live.
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 usually build on Next.js with a headless CMS, or on WordPress when your team already knows it, with the vacancy feed pulled from your ATS by API. Staffing website design UK hiring managers trust is calm and fast, so pages load quickly on a phone in a warehouse car park.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
Sector pages, branch pages, the live job feed, the staff request form and candidate registration.
The first release covers what wins business and workers: a homepage that speaks to both audiences, sector hubs, a page for each branch, live vacancies from your ATS with structured data, a postcode routed staff request form and a mobile registration flow. Compliance pages, the privacy notice and the cookie setup go live with it. Blog, case content and extra brands usually follow in a second release once the core is working.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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