Discovery
Start with the employer work you want, the change happening in the business and the systems you use. Bring the existing research and accurate material so the team does not have to explain everything twice.
Our process
A website project your team can plan around
Agree what the site must do, what your team needs to supply and who signs each part off. A new homepage should not arrive with an unexpected ATS migration folded inside it. We make the work, costs and release decisions visible from the start.
Scope
Agree the essential pages and journeys, who supplies and approves the content, and which ideas follow later. You can see the price, responsibilities and dependencies before committing to the build.
Design
Use your agency's identity and actual specialist content. Shape the pages around what employers and candidates need to understand, with readable type and layouts checked on a phone.
Build
Build readable public pages and the agreed interactive journeys. Confirm the ATS connection and application destination before including an integration in delivery. Agree how your team edits the content.
Checks
Check that an employer can find the relevant service and enquire, and a candidate can use the agreed vacancy route. Test phone and keyboard operation, page facts, structured data and the scoped workflow behaviour.
Review
Walk through the agreed pages and journeys together. Your team approves the content and checks the job it was commissioned to do. Record any changes and remaining decisions before launch.
Migration
Where a rebuild replaces the site, record useful pages and the search baseline, plan redirects and check the switch. Search rankings can change, so we observe them separately after release.
Support
Thirty days of post-launch support, then the hosting, maintenance and integration arrangement agreed for your site. Set out ongoing costs, access and ownership against the purchase or licence you choose.
One Job Rebuilt, with permission
A light, permissioned way to make the difference concrete: we take one of your current public roles and show a side-by-side of how it would read and behave. It uses only public job facts, keeps their meaning, and stays private and time-limited.
A deeper private review of your recruitment website and jobs journey follows only when you want it, and only after a short qualification. We do not submit test applicants or collect candidate data to produce it.
Acceptance criteria describe delivered behaviour, for example: the new service has an accurate page, the important old URLs have an agreed treatment, an employer can select the right route, and the correct desk receives the enquiry.
Search rankings and AI mentions are then observed separately, with their limits attached.
Start with one page and one question
Send the setup you have now. We will pick one employer journey, look at it end to end, and tell you the smallest useful next step.