Services · Website development · HR management websites
We deliver HR management website development Los Angeles firms need when their site does two jobs at once: selling HR, payroll or staffing services to employers, and collecting applications from candidates under some of the strictest hiring and privacy rules in the country. Codeeo builds the service pages, careers area, forms and content system together, so a job post carries the right pay range and fair chance wording and a visitor's data is handled the way California law expects.
For an HR provider, a careless careers page is not only a missed hire. It is a public example of the compliance gap you promise to close for clients, sitting on your own domain for every prospect to read.
200+ companies across the US and the UAEFrom a first store to a listed developer
Built into the site
Los Angeles employers buy HR help because the rules pile up: city ordinances on top of state law on top of federal requirements. They look for a provider who clearly lives with those rules daily. Your website is the first test. We start from the obligations that touch the site itself, such as the notice California requires when you collect applicant data, pay scale disclosure in postings, and the city's fair chance statement, then build the sales side around them. The result is a site where service pages speak to entertainment payroll, port logistics staffing or healthcare HR in their own terms, and where job posts and forms are structured so your recruiters cannot publish a role that leaves out required wording. Content is written in American English, with Spanish and other languages your candidate pool reads, such as Korean or Armenian, added where your recruiters actually place people.
A CMS job template where pay scale, location and the Los Angeles fair chance statement are required fields for roles located in the city, so a recruiter cannot publish an incomplete posting. California requires covered employers to include a pay scale in job postings, and the city ordinance asks covered employers to state they consider applicants with criminal histories.
Postings that meet the rules by default, not by memory.
Since the CCPA employee and applicant exemption ended, covered businesses must tell California applicants what personal information they collect and why. We place that notice at the point of collection on every application form, linked to a full privacy policy your counsel approves.
Applicants see the notice before they share anything.
A form for access, deletion and correction requests from candidates, clients and visitors, with identity checks and routing to the person who answers them, plus honoring the Global Privacy Control signal for advertising and analytics cookies.
Requests arrive structured, logged and on time.
California's Fair Chance Act bars covered employers from asking about conviction history before a conditional offer. Application forms are built without those questions, and staffing clients' screening steps sit later in your ATS rather than on the public site.
No forbidden question reaches a candidate by accident.
Separate pages for production companies and post houses, ports and warehousing around San Pedro and Wilmington, hospitals and clinics, and Westside tech firms, each with the HR problems that sector actually raises and the services you match to them.
Buyers recognize their own business in your pages.
Spanish versions of high volume roles and application steps, with Korean, Armenian, Chinese or Tagalog pages added where your placements justify them. Each language gets its own URLs and language tags so search engines show the right version.
Candidates apply in the language they read best.
A booking request where employers choose the topic, such as wage and hour review, handbook update, leave administration or a staffing need, and pick a video call slot with the right consultant.
First calls start with the topic already agreed.
A newsroom style section for posts on California and city changes, organized by topic and effective date, with email alerts to subscribers. Your consultants publish directly through the CMS with an approval step for anything legal in tone.
A reason for employers to return and to subscribe.
WCAG 2.1 AA checks on templates and forms, keyboard friendly applications, and pages that load quickly on older phones. California businesses face website accessibility claims under both the ADA and the state Unruh Civil Rights Act, so this belongs in the first build.
A site candidates with disabilities can use without help.
Applications sent straight to your applicant tracking system and employer enquiries into your CRM, with campaign source and page recorded, so you can see whether a post on warehouse staffing in the Inland Empire produced clients or only traffic.
Clear reporting on which pages bring revenue.
Who this is for
Los Angeles HR providers rarely serve one kind of employer. A staffing firm in Commerce may supply warehouses and studio lots in the same week, and a consultancy in Century City may advise a law firm in the morning and a restaurant group after lunch. The site has to sort visitors quickly. These four groups describe where most of our Los Angeles conversations start. Many providers fit more than one, and the site plan reflects that blend rather than forcing a single label.
High candidate volume, many Spanish speakers and short notice orders from clients near the ports and along the 710 corridor. The site needs mobile applications that take minutes, job alerts by area, and an employer order form asking for shift, headcount and safety requirements. Fair chance wording and pay ranges are built into every posting template so busy recruiters stay compliant.
Speed on a phone matters more than anything else here.
Production companies hire crews project by project and need payroll, onboarding and union aware HR support. Your site should speak that language: pages for productions, post houses and live events, clear explanations of what you handle for each, and enquiry forms that ask for shoot dates and crew size rather than generic company details.
Project based hiring calls for project based enquiry forms.
Consultancies near Downtown, Century City and Pasadena sell judgment, so the site must show who advises, on what, and how they think. Profiles, practice pages, written analysis of California changes and a booking request for a first conversation carry most of the weight. Gated guides collect contacts without hiding everything behind a form.
Your consultants' published thinking does the selling.
Vendors based around Playa Vista, Santa Monica or Pasadena need product, integration, pricing request and security pages, plus content showing their tools cover California specifics like meal and rest period tracking or local sick leave rules. We build a marketing site the product team can update each release, with demo requests flowing into the sales stack.
Release notes and integration pages stay current without developer tickets.
How the work runs
Codeeo has a team of 80+ in Dubai, Riyadh and Karachi and has delivered 200+ projects across the UAE and the US, with a 4.7 rating from 23 Google reviews. We do not have people in Los Angeles; clients there work with us by video call for discovery, reviews and training. Decisions, approvals and change requests are written into a shared board, which suits HR firms used to documenting everything. You can start with a fixed scope build, then move to a monthly retainer for new pages, template changes and conversion improvements. Firms running several brands or a busy job board sometimes keep a dedicated developer on the account so template and integration changes ship within the same week they are requested.
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
Most Los Angeles HR firm sites we build run on WordPress or a Next.js front end with a headless CMS, picked by how many languages you need, how often recruiters post jobs and which ATS the site must feed. Hosting sits in your own account, with backups and monitoring configured before launch.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
Compliance wording, privacy handling, integrations and content, as well as design.
Design is the visible part. Underneath, the site needs job templates with pay scale and fair chance fields, an applicant notice at collection, cookie consent that honors opt out signals, accessible forms, and connections into your ATS and CRM. It also needs content: sector pages, consultant profiles and a compliance update section that gives employers a reason to come back. We plan all of it together so nothing is added as an afterthought, and each piece has an owner on your side and ours.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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