Websites for Staffing Agencies
You run two marketplaces on one site. Candidates searching for the next gig, and clients deciding whether you can fill a 5-person contract starting Monday. The website has to win both audiences: a fast job board that feeds your ATS, and case proof that tells a hiring manager you won't leave them short.
Looking for a tailored solution for your firm? View our industry overview
Industry Needs
Choose Your Path
WordPress / WooCommerce
- Best for solo or small teams
- Fast launch
- Plugin-based flexibility
React / Django Custom
- Best for growing organizations
- Phased rollout
- Complete ownership
Growth Roadmap
Path A can be your starting point. Path B is where you evolve when operations demand more.
Professional Website
Establish credibility online
Structured Intake
Forms, booking, document collection
Client Area
Billing, retainers, basic portal
Custom Portal
Full system ownership
Path A. WordPress / WooCommerce
Boutique agencies under about 50 active placements at a time, where recruiters still operate heavily on LinkedIn and phone, and the ATS is the source of truth. The website's job is to run a clean job board, capture applicants into the ATS, and tell the client story credibly enough to win first meetings.
Phases
- 1.Marketing site with sector-specific landing pages and case proof
- 2.Job board with syndication to Indeed, LinkedIn, and Google for Jobs
- 3.Candidate application flow that drops into the ATS via parser or webhook
Core Pages
- Home / About (with your niche. Clinical, skilled trades, tech, admin)
- Industries Served (the ones you actually place into)
- For Employers. Services, process, fee model
- For Candidates. How to apply, what to expect, benefits
- Job Board (searchable by sector, location, contract type)
- Case Studies / Testimonials
- Contact. Separate forms for hiring managers vs. candidates
Core Features
- Job board with search, filter, and alert subscriptions
- Apply flow with resume parse and duplicate-candidate detection
- Job syndication feed compatible with Indeed, LinkedIn, Google for Jobs
- Separate intake forms for hiring managers vs. candidates
- Case study template with outcome numbers (time-to-fill, retention)
Limitations
- •No candidate login. Applicants can't update profile or check status
- •No client-visible pipeline. Recruiters email shortlists manually
- •Timesheets captured in spreadsheets or a third-party tool
- •Compliance documents (WSIB, work eligibility) collected ad-hoc by email
Path B. React / Django Custom
Agencies running 100+ active placements, multi-vertical desks, or contract staffing where weekly timesheets and compliance docs need to flow into payroll without re-keying. Also right when a key client demands a branded candidate pipeline they can actually see.
Phases
- 1.Candidate portal with profile, application status, and document vault
- 2.Client portal with job orders, shortlist, and interview scheduling
- 3.Timesheet capture with approval flow feeding payroll
- 4.Compliance document workflow with expiry reminders
Core Features
- Candidate portal with resume, availability, certifications, and job history
- Application status tracking (submitted / screened / shortlisted / offered)
- Client portal with job orders, candidate shortlist, and interview scheduling
- Timesheet entry (weekly) with client approval and payroll export
- Compliance document vault with expiry reminders (certs, work eligibility)
- Invoice generation from approved timesheets
- Two-way ATS sync so the ATS remains the source of truth
Our Recommendation
Why This Matters
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