Services · Website development · Recruitment websites
Recruitment website development New York firms can trust has to start with the city's hiring rules, because a careless job page or apply form can break them. We build sites for search firms, staffing agencies and employer talent teams across the five boroughs, with job listings that carry a good faith pay range, apply forms that leave out questions the city bars, and a place to publish an automated tool bias audit when you use one. Your consultants manage it all from one CMS.
Our team works with New York clients remotely. Discovery, reviews and launch checks run by video call, and every decision is written up so your partners, compliance lead and marketing team stay on the same page. You see progress on a staging site throughout.
200+ companies across the US and the UAEFrom a first store to a listed developer
Inside the site
New York City asks more of a recruitment website than almost anywhere else in the country. Postings for city roles must show a good faith salary range, and New York State applies a similar rule across the rest of the state. The Fair Chance Act keeps criminal history questions out of the application until after a conditional offer. Employers and agencies using automated tools to screen candidates must have them bias audited, publish a summary and tell candidates. Agencies that charge a fee may need a license from the Department of Consumer and Worker Protection. None of that replaces what a recruitment site has always needed: a strong brand for a crowded market, job search that understands commutes from Brooklyn, Queens, New Jersey and Westchester, and pages that persuade a hiring manager in Midtown or the Financial District to pick up the phone. The pieces below cover both sides.
The job template requires a minimum and maximum salary or hourly rate for any role performed in New York City or elsewhere in New York State, plus a job description field the state rule expects. A role cannot go live with the range missing, and the published version is stored so you can show what candidates saw.
Every New York posting meets city and state pay transparency rules.
Application forms carry no criminal history question, no box to tick and no free text prompt that invites it. Salary history questions are also left out, in line with the city's ban. If your process needs these checks later, they belong in the ATS after a conditional offer, not on the public site.
Forms that cannot trip the Fair Chance Act or the salary history ban.
If you or your clients use an automated employment decision tool, Local Law 144 requires a published summary of the latest bias audit and notice to candidates. We build an audit page with the date and results laid out clearly, and add the notice text to affected apply flows, editable by your compliance lead.
Audit summaries published where candidates and regulators can find them.
Fee charging employment agencies based in the city may need a DCWP license, while employer paid search firms placing professional roles are often exempt. Where you hold one, we add the license details to the footer and the about page so candidates can confirm it without asking.
Visible proof of good standing for a skeptical audience.
Candidates search by borough and neighborhood, including Midtown, Hudson Yards, the Financial District, Long Island City and Downtown Brooklyn, with hybrid and remote filters. Structured locations keep jobs in New Jersey, Westchester and Long Island separate, so a Jersey City role is labeled correctly for the people searching for it.
Candidates apply for jobs they can reach on the subway or a commuter train.
Finance, legal, media, healthcare, real estate and hospitality each get their own pages with the roles you place, the questions clients ask and market notes your consultants write. Hiring managers in New York see dozens of agency sites; specific content is what makes yours worth a call.
Client enquiries from firms who already understand what you specialize in.
For hourly, healthcare support and hospitality roles we add Spanish apply pages and, where your workforce needs it, Chinese or another language your recruiters can actually support. Translation is written and checked by people, and applications route to recruiters who speak the language.
Applicants who understand the job and can finish the form.
The New York SHIELD Act expects reasonable safeguards for private information of New York residents and sets breach notice duties. Résumés and documents go straight to the ATS over encrypted connections, nothing sensitive sits in website inboxes, admin access uses strong authentication and every plugin is reviewed before use.
Less candidate data exposed on the public web server.
Jobs come from Bullhorn, Crelate, Loxo, Greenhouse, Workday or whatever you run, and applications go back with the source attached. Client briefs create CRM records assigned to the right desk, so nothing waits in a shared inbox over a busy week.
Recruiters work in their usual system, not in the website.
JobPosting structured data with the salary range included, automatic expiry for closed roles and pages built light enough to load quickly underground on a weak signal. Core Web Vitals are checked before launch and monitored after it.
More of your roles visible in Google job search across the city.
Who this is for
New York recruitment spans a partner level legal search run from a small Midtown office to agencies placing thousands of temporary workers across the boroughs every month. The rules apply to all of them, but the website each one needs is very different. These are the groups we most often work with, and what changes in the build for each. Several firms straddle two groups, and the site structure can carry both without diluting either.
Firms placing bankers, lawyers and investment professionals sell discretion and judgment. Their site has fewer live listings and more depth: practice area pages, consultant profiles, market commentary and a confidential way for senior candidates to start a conversation. Any role advertised still carries a pay range, and we design range display so it reads naturally on senior listings.
Discretion matters as much as visibility at this level.
Agencies filling office support, hospitality, events and light industrial roles across the city need volume. The site puts open roles first, keeps the apply step short, offers Spanish, and pushes candidates into the ATS in seconds. License details sit in the footer, and branch pages explain which areas each desk covers. A client briefing form captures role, rate, start date and borough so the right desk can respond the same day.
Hospital systems and home care agencies hiring nurses, aides and allied health staff need license and certification fields, specialty and shift filters and clear explanations of credentialing. Many applicants work across the boroughs and nearby counties, so location search and multilingual pages matter here more than anywhere. Uploads for licenses and health records go to the secure ATS, never into a shared inbox.
Companies headquartered in New York and hiring nationwide need a careers site that respects city, state and other states' pay disclosure rules, explains benefits and culture, and links to Workday, Greenhouse or iCIMS. If they use automated screening, the audit summary has a permanent home there too. The employer brand pages stay editable by your talent team without touching the job feed.
How we work together
Most firms begin with a fixed scope build covering the site, job board and compliance templates, then keep a retainer for content, search and rule changes. Larger groups with several brands sometimes take a dedicated team. If you are choosing between a recruitment web development company New York peers know locally and a remote team, ask who owns the code and data at the end and how rule updates are handled. With us, you own everything, and template changes are part of the support plan. Scope, people and review points are agreed in writing before work begins.
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 build on WordPress or a headless Next.js front end, depending on your ATS, editors and job volume. Custom recruitment website development New York groups ask for, such as multi brand job search or a client portal, uses the same foundation with an API layer.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
Rules first, then brand, search and integration.
We start by listing which city and state rules touch your website: pay ranges on postings, fair chance and salary history limits on forms, bias audit publication if you use automated screening, and license display if you hold one. Those become required fields and fixed form designs. Then we focus on what makes you stand out: sector content, consultant profiles and job search that suits how New Yorkers commute.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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