Services · Website development · HR management websites
Codeeo provides HR management website development USA providers commission when one brand has to sell PEO, staffing, payroll or HR advisory services across many states. We build a single site with national service pages, state and metro pages that say something real, a careers area that follows each state's posting rules, and the privacy, accessibility and consent setup a business handling worker data is expected to have.
A national HR website fails in two predictable ways: it says nothing specific to anyone, or it copies one page fifty times with a state name swapped in. We plan the structure so neither happens, and so new markets can be added later without a rebuild or a second site.
200+ companies across the US and the UAEFrom a first store to a listed developer
Platform features
Selling HR services nationally means answering two buyers at once. A head of people at a company with staff in twelve states wants proof you handle every one of them; a regional franchise owner wants to know you understand their state. The website has to serve both without becoming a maze. We build a national core, covering services, industries, credentials and resources, then a market layer of state and metro pages driven by structured content, so each one carries its own licensing details, local rules and contacts. Behind the pages sits the operational side: a careers system that respects state pay transparency laws, consent and privacy tooling that works across state privacy regimes, accessible templates, and integrations that route each lead to the right regional team. Your marketers publish through one CMS, with permissions that let regional managers update their own pages without touching national content.
A content model for market pages with fields for licensing, local rules, team contacts, industries served and client proof. Pages publish only when the unique fields are filled, which keeps thin duplicates off the site and out of search indexes. Editors see which fields are missing for each market at a glance.
New markets launch with real content, not placeholders.
A single register of state licenses and registrations, such as the PEO license the Texas Department of Licensing and Regulation issues or registration with the New York State Department of Labor, plus IRS certification as a CPEO if you hold it, shown on the relevant state pages.
Buyers in each state see the credentials that apply to them.
Job pages fed from your applicant tracking system with location aware templates: pay ranges where states such as California, Colorado, Washington, New York and Illinois require them, EEO statements, and JobPosting structured data for Google's job results.
One careers platform that follows each state's posting rules.
A privacy notice and request process designed for the growing set of state consumer privacy laws, including the CCPA in California and the TDPSA in Texas, with consent management that honors universal opt out signals and keeps advertising tags off until permission is given.
One privacy setup that scales as more states legislate.
Proposal requests sorted by headcount, states and industry, then assigned to the right regional sales lead in your CRM, with alerts and a fallback owner so no enquiry waits for someone on leave.
Faster response to enquiries from every market.
Templates, forms and documents built and tested against WCAG 2.1 AA. Federal courts have heard many ADA claims over inaccessible websites, and job applications are where an inaccessible site does the most harm to real people.
Applicants and buyers with disabilities can use the whole site.
Opt in language and checkboxes for job alerts and marketing texts that reflect the Telephone Consumer Protection Act, unsubscribe handling for email under CAN-SPAM, and consent records stored with each contact.
Outreach to candidates and clients built on documented consent.
Testimonial and review sections managed with care under the FTC's rule on consumer reviews and testimonials: real clients only, material connections disclosed, and no selective suppression of honest negative feedback.
Social proof that stands up to scrutiny.
Guides, state law summaries, webinars and checklists organized by topic and state. If you sell toolkits, templates or training online, we connect a payment provider's hosted checkout so card data stays outside your site for PCI DSS, and set sales tax by state, since economic nexus rules after Wayfair can apply to digital products.
Content that earns links, contacts and, where you choose, revenue.
Clear routes from the website into your payroll, benefits or HRIS platform, with support articles, status notices and help for first time users, kept apart from the sales pages so prospects and clients each see what they came for.
Clients reach their tools without calling support.
Who this is for
The firms that need a national HR website tend to share one trait: they have outgrown a site designed for one city. Sales now runs across regions, recruiters post in many states, and marketing wants pages that rank outside the home market. These are the four groups we see most, and what each typically needs first. Larger providers often fit two groups, such as a PEO that also sells its own payroll software, and the plan covers both.
Licensing and registration rules for PEOs differ from state to state, and buyers want to know you are cleared where their people work. We build a credentials register, state pages that explain your coverage, and industry pages showing how co-employment works for restaurants, clinics, contractors and tech firms. A quote form captures employees by state so pricing can start immediately.
Credentials by state are the first thing procurement checks.
Franchise and branch networks need a national brand site and local branch pages that owners can update within guardrails. We set up branch templates with local jobs, contacts and services, central control over brand and legal content, and a job board that searches across every branch by location, role type and shift.
Branch pages work best when owners see their own leads.
Vendors selling nationally need product pages, integrations, security and compliance information, plus content covering state level features such as local tax handling or paid leave tracking. We build a marketing site the product team can update each release, with demo requests connected to the sales stack and security questionnaires answered by a dedicated trust page.
State specific feature pages often win high intent searches.
Consultancies moving from a regional base to national work need to show depth without pretending to have offices everywhere. We build practice pages, consultant profiles with the states they advise on, video consultation booking and a resource library organized by state, so the firm reads as national while staying honest about where its people sit.
Honest about location, specific about expertise.
Working across the US
Codeeo is a team of 80+ across Dubai, Riyadh and Karachi, with 200+ projects delivered across the UAE and the US and a 4.7 rating from 23 Google reviews. We work with US clients remotely, which suits national firms whose own teams are spread across states: discovery, reviews and training run by video call, and decisions are recorded on a shared board everyone can see. Most national builds start as a fixed scope core site, followed by market rollouts and a retainer, or a dedicated team when many regions publish at once. Whatever the model, the scope, owners and acceptance checks for each phase are written down before work starts, and you can pause between phases.
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
For national HR sites we often pair a headless CMS with a Next.js front end, or use WordPress multisite for branch networks, depending on how many editors you have, how jobs are fed and what your security review requires. Search, forms and analytics are configured so data from every market lands in one reporting view.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
The core site comes first; market pages follow in planned waves.
Timing depends on the number of page types, integrations such as the ATS and CRM, and above all on how quickly state level content is written and approved. We separate the national core from market rollouts so the main site can launch while state pages are still being researched. After discovery you receive a phased plan with review points, rather than one distant launch date that depends on every state being ready. Each wave has its own review and sign off, so regional leaders approve the content about their own markets.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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