Recruitment websites and software, powered by ScopeSite
Help employers find your agency and candidates find jobs
An employer needs to understand your specialism, a candidate needs a relevant live job and a clear way to apply. We build recruitment websites that give both a useful route, with readable agency pages, vacancies that stay current and tools around the ATS your consultants already know.
A clear route to an employer enquiry or a candidate application
The employer looking for a specialist and the candidate looking for a role need different answers. We give each a clear route, then keep their results separate, because another application is useful but it is a rather odd thing to report as a new client.
Check what searches and AI answers show about your agency, then improve the public information they can read. Record appearances separately from enquiries.
A candidate looking for a contract engineering role in Bristol has a fairly specific question. We give each real vacancy a readable public page, with the role details and a clear way to apply, then generate matching JobPosting JSON-LD from the approved job record.
01
Publish the facts candidates need
Role and skills, location or remote eligibility, employment type, employer-supplied pay and application instructions. One shareable address for each vacancy, with details someone can assess on a phone.
One real role, one public page
02
Describe the same job to search
Automatic JobPosting schema describes the visible vacancy, including the actual hiring employer and relevant dates. The job page and its structured data use the same facts, with supported fields checked before publication.
JobPosting / JSON-LD
03
Keep the vacancy current
Edits update the page and its job data together. Closed roles leave active results, stop taking applications and have their markup expired or removed. Finding the job was filled last Tuesday is a fairly poor reward for finding it.
Find it, assess it, apply
What this does for Google and AI search
Correct JobPosting markup can make real vacancies eligible for Google's job results. For AI search, we make the vacancy readable and accessible, so services can retrieve useful details when searching the web. Their rankings and recommendations remain their decision; schema does not guarantee an appearance.
Keep a vacancy accurate, check an advert, present a shortlist or arrange temp cover. Each prototype lets you change fictional records and see what happens. Pick the task relevant to your desk; a useful tool needs a job before it needs a sales presentation.
02One vacancy recordIllustration
1Owner record2Shared live state3Public role and feed
Step 1 of 4
The owner enters the vacancy facts once. Required fields and dates are checked before publication.
Owner, candidate and engine-room views read the same published record.
The public role, application route and machine-readable feed follow that shared state.
A filled or expired role leaves active results and stops accepting applications, including a stale application already open.
The owner enters the vacancy facts once. Required fields and dates are checked before publication.
Illustrative vacancy data. The working demo stores synthetic records in your browser and submits no real applications.
Synthetic data
Live jobs and applications
Publish a fictional role, try the candidate application and close the vacancy. See how the public board follows the record your desk maintains.
Check an advert against agency rules and approve the reviewed version. Change it afterwards and the approval clears, so the new wording gets another review.
Put the substance where people and search can read it
Your specialism, the roles you understand and the evidence behind your work belong on readable public pages. We deliver that content in the first page response, rather than making every reader wait for scripts, then add structured data describing the same facts.
Google can run JavaScript; some other readers cannot. The point is to make your agency easier to assess wherever that first look starts. Rankings and AI citations remain outside our control.
Public pages explain your specialism to employers. Live vacancy pages give candidates role details and a clear application route.
Working prototypes show the vacancy and desk workflows using fictional records, with real connections scoped separately.
Delivery checks are recorded separately from later search appearances and commercial results.
See the approach in action in the Hear 4 The Long Term case study, a workplace-hearing and HSE compliance firm. Different sector to recruitment, so it is cross-sector evidence of the web-system method rather than a recruitment result.
Pricing, in public
The flagship recruitment build is £5,249
A ten-page server-rendered site at £3,250, the live jobs board at £1,999, with AI SEO included. Bespoke workflow modules like the ones demonstrated here are quoted after a short discovery call, because the honest price depends on your ATS and rules.
Guide prices are confirmed against final scope on a short call. The flagship total does not silently include every add-on, and the pay-monthly service is a separate licence model with its own buyout. All of that is written down on the pricing page.
Who needs to find you: employers, candidates or both?
Send your website and tell us whether employer enquiries, candidate applications or both are the priority. Start with a 15-minute conversation with Dan to look at the current setup and the smallest useful improvement.
