Sector claims with no evidence
"We recruit across all sectors" tells an employer nothing. Which roles you have actually filled, at what level, in what industries, is the entire argument.
Websites for staffing & recruiting agencies
Two markets.Neither is a job board.
Custom websites for staffing and recruiting agencies, built for employers with a vacancy they cannot fill and candidates who have been ignored by four agencies already.
Hale & Roth is a KustomSite design concept for the boutique law firm category. It is not a client project and the business is fictional.
The moment they land
An employer has had a role open for two months and their own advert is producing nothing usable. A candidate has applied to six agencies and heard back from none. Both are on the same site and both are sceptical. Winning the employer requires evidence of placement in their specific sector; winning candidates requires a promise about communication that you actually keep.
What costs you jobs
4 things a template gets wrong here.
Fee structure hidden
Percentage, flat fee, retained, temp margin, rebate period. Employers compare on these and the agency that publishes them looks like the one with nothing to hide.
Candidates treated as inventory
The candidate experience in this industry is poor enough to be a differentiator. A stated commitment on response time — and keeping it — attracts the people employers want.
A jobs list with no filtering or alerts
If the site carries live roles, they need to be filterable, shareable and subscribable, or the list is just a page nobody returns to.
What gets built instead
Mechanics, not features.
Placement evidence by sector and level
Roles filled, seniority, industries, and typical time to shortlist. Anonymised where necessary, specific regardless.
Published fee structure and rebate terms
Including the guarantee period. It is what employers compare and most agencies will not put in writing before a call.
A candidate commitment you keep
A stated response time and what happens after an application. In an industry known for silence, this is a genuine advantage.
Roles that are filterable and subscribable
By discipline, level and location, with alerts, and each role on its own shareable page.
Fair questions
The reasons not to.
“Our business is relationships and phone calls”
It is, and the employer decides whether to take the call based on whether you have visibly placed their kind of role. That is the site.
“Publishing fees invites negotiation”
Fees get negotiated anyway. Publishing them changes who you are negotiating with — an employer who has already accepted the range rather than one who is surprised by it.
Asked often
Before you ask.
What convinces an employer fastest?
Evidence of placements in their sector at their level — roles filled, seniority, typical time to shortlist. "All sectors, all levels" competes with every other agency and persuades nobody.
Should we publish our fees?
Structure and rebate terms, including the guarantee period. Fees get negotiated regardless; publishing them means you negotiate with an employer who already accepts the range.
How do we attract better candidates?
A stated response time and a clear account of what happens after an application — then keeping it. The candidate experience in this industry is poor enough that doing it properly is a differentiator.
Start it.
4 parts, and the trade is already answered when you arrive from here. Nothing is charged and nothing starts until you say so.
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