Services · Website development · HR management websites
Our HR management website development New York service is for employment agencies, PEOs, HR advisory firms and HR technology vendors selling into the five boroughs and the commuter belt around them. Codeeo builds a site that explains your services to finance, nonprofit, hospitality and healthcare employers in the detail they expect, publishes jobs with the pay ranges state and city law require, and carries the disclosures a New York HR business is expected to show.
New York buyers compare three providers before lunch. The site has to answer their first five questions on the page they land on, show the credentials a procurement team will check, and then make it simple to request a call with the right person in your firm.
200+ companies across the US and the UAEFrom a first store to a listed developer
Inside the build
Three things set New York apart for an HR business website. First, the city regulates the tools and agencies you may be selling or running: employment agencies in the city are licensed by the Department of Consumer and Worker Protection, PEOs serving New York clients register with the state Department of Labor, and employers using automated tools to screen city candidates face bias audit and notice rules. Second, both the state and the city require pay ranges in job advertisements, so every careers page and job board needs fields for them. Third, buyers here are sophisticated and impatient; they skim for proof and leave if they cannot find it. We build pages, templates and forms around those three realities, and keep the CMS simple enough that your team can keep it current after launch.
If you or your clients use an automated employment decision tool to screen candidates for New York City jobs, Local Law 144 calls for an independent bias audit and a public summary of its results. We build a clear, dated page to host that summary and the candidate notice, ready to update each audit cycle.
Required disclosures are easy to find and easy to refresh.
Job templates that require a minimum and maximum pay figure before a role can publish, covering New York State's pay transparency law and the city's own rule for roles performed in the five boroughs, with a job description field for each posting.
No posting goes live without the range attached.
A credentials page for agencies holding a DCWP employment agency license and for PEOs registered under Article 31 of the state Labor Law, written so a procurement team can verify your standing quickly.
Due diligence questions answered before they are asked.
Separate pages for financial services firms in Midtown and Lower Manhattan, nonprofits and foundations, restaurant and hotel groups, and hospital and home care employers, each with its own problems, services and proof points rather than shared generic copy.
Each sector sees a provider that understands it.
Profiles showing each adviser's focus, sectors, published articles and speaking topics, with a request button that routes the enquiry to that person and copies the business development lead.
Prospects reach the expert they came for.
The SHIELD Act expects businesses holding New York residents' private information to keep reasonable safeguards. Forms collect only what is needed, never ask for Social Security numbers on the public site, encrypt data in transit and pass it straight to your systems rather than storing copies in the CMS.
Less sensitive data sitting where it does not belong.
Registration pages for breakfast briefings, webinars and roundtables, with calendar invites, reminder emails and attendee lists exported to your CRM, so events turn into tracked pipeline rather than a spreadsheet of names.
Every attendee becomes a known contact.
Pages for clients with staff in New Jersey, Westchester, Long Island and Connecticut, explaining how you handle employees who live in one state and work in another, written by your team and reviewed for accuracy.
Commuter state questions handled on the page.
Organization, service and JobPosting structured data, clean URLs, fast templates and an XML sitemap that updates when jobs open and close, so your services and roles are indexed accurately and quickly.
Better visibility in competitive New York searches.
Analytics and ad tags fire only after consent where required, with conversion tracking on proposal requests, adviser bookings and applications, reported by page and campaign so partners see which content wins work.
Decisions about content based on real enquiries.
Who this is for
The New York HR market runs from boutique advisers in Flatiron walk ups to national outsourcing firms with floors in Hudson Yards. What links the firms we help is a website that has fallen behind their reputation: thin service pages, missing disclosures, a job board that ignores pay range rules, or a CMS nobody dares to touch. Here are four common starting points, each with the changes that usually make the biggest difference to enquiries.
Agencies placing candidates in permanent roles need a site that shows their license, publishes compliant postings and keeps candidate and employer paths apart. We build a job board fed by your ATS, candidate pages that explain how your process works and what you never charge for, and employer pages that make it easy to brief a search across finance, legal or administrative roles. A short candidate FAQ covers interview preparation, references and what happens after an offer.
Your license details deserve a visible place.
Small and mid sized New York employers worry about layered state and city rules on leave, notices and pay. A PEO site needs to explain co-employment plainly, show how you keep clients current, and make proposal requests easy. We add pages on registration, service tiers and onboarding steps, plus a quote form that captures headcount by state.
A quote form that asks for headcount by state saves a call.
If your product screens, ranks or scores candidates, New York City buyers will ask about Local Law 144 early. Your site should answer with a published audit summary, a plain explanation of how the tool works and a security page. We build those pages alongside product, integration and demo request pages that your marketing team owns.
Transparency pages shorten enterprise sales cycles.
Advisers working with foundations, cultural institutions and partnerships sell trust and judgment. The site needs strong profiles, written perspectives on New York employment changes, case descriptions your clients approve, and a confidential enquiry form. Accessibility matters too, as many nonprofit buyers check it as part of their own procurement policies.
Accessibility is often part of nonprofit procurement checks.
Engagement model
Codeeo's 80+ people are based in Dubai, Riyadh and Karachi. We have delivered 200+ projects across the UAE and the US and hold a 4.7 rating from 23 Google reviews. New York clients work with us remotely through scheduled video calls and a shared board where every decision, file and approval is kept. Most firms commission a fixed scope build first. After launch, a monthly retainer covers new pages, disclosure updates when audits renew, and conversion testing on forms and landing pages. Firms with several brands or a heavy recruiting calendar sometimes keep a dedicated developer, so job board changes and campaign pages move at the pace of their hiring.
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 between WordPress and a headless setup with Next.js after discovery, based on how many people publish content, how the job feed works and what your IT team needs for security reviews and single sign on. Either way, hosting, the domain and every login stay in your firm's own accounts, documented at handover.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
It depends on scope, so we price after discovery rather than quoting blind.
The main drivers are the number of distinct page types, whether jobs come from a live ATS feed, how many disclosures and policy pages need drafting, CRM and event integrations, and whether you need more than one language. Content production often outweighs design effort for advisory firms. After discovery you receive an itemized plan, so you can see what each part adds and decide what belongs in the first phase. Hosting and paid plugins are billed to your accounts directly, so recurring costs stay visible and under your control.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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