Websites for UK construction recruiters — live vacancies indexed by Google for Jobs, one-minute mobile applications with CV upload, and a separate route for clients who need staff on site this week.
Fill roles faster,
from both sides.
We don't have a public recruitment demo yet — these are the closest builds in structure and tone. The vacancy board, application flow and client-side hiring pages get built on top of a layout like these.
A recruitment site has two jobs that pull in opposite directions: convince a groundworker on a phone to apply in under a minute, and convince a contracts manager you can supply twelve of them by Monday. One page structure cannot do both, so we build both.
Job postings marked up correctly are eligible for Google for Jobs, which sits above the standard results. That is free distribution for every live role you publish, and it is the piece most agency sites never set up.
Candidates apply between jobs, one-handed, on a cracked phone. CV upload straight from Files or Drive, no account creation, no twelve-field form. Every extra step loses applications you have already paid to attract.
Clients don't want the job board. They want sector desks, compliance, how fast you can supply and what the terms are. A dedicated employer route with its own pages and enquiry form stops the two audiences cancelling each other out.
REC membership, right-to-work checks, CSCS card verification, PAYE or umbrella arrangements, your IR35 position and employers' liability cover. Contractors are audited on their supply chain, so the agency that publishes this is the easier appointment.
Every feature either brings applications in, gets the vacancy indexed, or shortens the path from a client's staffing problem to a call with the right desk.
Roles publish with title, location, pay rate, contract type, start date and duration, marked up with JobPosting structured data so each one is eligible for Google for Jobs — and expires automatically when the role closes.
Name, number, role, CV — the file picker opens straight into the phone. No account, no cover letter, no dead-end confirmation page. Applications land in your ATS or inbox with the vacancy reference attached.
For trades not chasing a specific advert: trade, tickets held (CSCS, CPCS, NPORS, SSSTS, ECS), postcodes they will travel to and availability date. It builds the database that lets you answer a client the same day.
Sector desks — civils, groundworks, M&E, fit-out, site management, labour supply — plus supply speed, compliance, terms and a staffing enquiry form. Written for the person who needs eight labourers, not for the labourer.
Pages for the trades and regions you actually recruit for, so searches like groundworker jobs in your patch reach your board instead of the national aggregators sitting above you.
Feeds into and out of the boards and CRMs you already use, so a role is entered once and the site stays the canonical version of the listing rather than the stale one.
The questions construction recruitments ask before they hit the “get a price” button.
A construction recruitment website from ConstructionWebDesign starts at £1,000, fixed price, including the vacancy board and application flow. That compares with £80–£250/month for a hosted recruitment platform you never own. Hosting and SSL are included for the first year.
Yes. Every vacancy publishes with JobPosting structured data — title, location, salary or day rate, employment type, posting and expiry dates — which makes it eligible for the Google for Jobs panel above the standard results. Expired roles drop out automatically so the listing stays valid.
Seven working days from kickoff to live. ConstructionWebDesign starts from a proven layout, wires the vacancy board and application flow to your ATS or inbox, adds your sector desks and compliance pages, and ships it.
Yes. The main recruitment CRMs and boards all accept feeds, so we wire the site to whatever you already run. A role is entered once, syndicated out, and the site remains the canonical listing candidates land on.
Four fields and a file picker. The CV comes straight from Files, Drive or iCloud, there is no account to create, and the application posts with the vacancy reference so the consultant knows what it relates to. Anything longer loses applications you have already paid for.
Yes. Candidates and hiring managers want opposite things, and a single homepage trying to serve both converts neither. The client route gets its own navigation, its own sector pages, its own proof and its own enquiry form.
REC or APSCo membership, right-to-work checking, CSCS, CPCS and NPORS card verification, PAYE and umbrella arrangements, your IR35 position, employers' and public liability cover, and your GDPR position on candidate data. Contractors audit their supply chain, so publishing it removes a step from the appointment.
Yes. Job schema, sector and location pages, Google Business Profile setup, and the technical housekeeping that keeps expired vacancies from rotting into 404s — which is usually what decides whether a recruitment site can compete with the national aggregators.
Same approach, tuned to each trade — pick yours and see a landing page built just for it.
Fixed price. Live in seven days. Built for both sides of the desk — candidates who apply in a minute and clients who need staff on Monday.
