Recruitment agency website with a cost-of-hire calculator

What pages a recruitment agency website needs

• A cost-of-hire calculator: job, number of people, urgency. Someone searching for “cost of recruitment through an agency” wants a total and a date, not “price on request”.
• A page for each service: volume hiring, frontline staff, specialists and managers, outstaffing, candidate assessment. It shows the price, the stages by day, what the work includes and the guarantee terms.
• A page for each job you fill most often: shop assistants, couriers, warehouse workers, cooks. It shows the salary range in the city and where that range comes from.
• The replacement guarantee on a page of its own: how many months it lasts, when a replacement is free and when the guarantee does not apply. Employers ask this before they ever call.
• Articles for employers: interviews, probation, hiring paperwork, dismissal.
• A request form for employers and a separate form for candidates. The candidate form has its own consent to data processing.

How much a recruitment agency website costs

The price depends on what the website does with candidates. If it only takes employer requests and you get CVs on job boards, a simple website with a calculator is enough. If candidates reply on the website itself and upload CVs, and a recruiter moves them through statuses, you need a server with a database and an admin panel. Posting vacancies to job boards, a CRM link and articles are estimated separately.

The calculator works like the one in our recruitment agency demo «Beydzh». An employer picks the job, the number of people and the urgency. The calculator shows the price, the volume discount and the candidate’s path by day: job profile, search, screening, shortlist, first day at work. You change the rates and timings in the admin panel yourself. The project price is fixed before we start.

If requests are easier to keep in a sheet, Google Sheets automation sorts them by recruiter and sends a morning summary. Interviews with candidates can be scheduled through a booking bot.

Why a recruitment agency needs articles

The owner of a café or a shop rarely searches for “recruitment agency”. They search for “how to run an interview”, “probation period under the Labour Code”, “fine for an unregistered employee”. If your website answers these questions, the employer meets your agency before deciding to hand hiring over, and finds the calculator next to the article.

We take topics from Yandex and Google suggestions: we collect what people add after words like “employee”, “interview” and “dismissal”, and group the suggestions by question. Rules from the Labour Code, the Code of Administrative Offences and the personal data law are checked against the primary sources. The links go at the end of the article, and an “up to date as of” date goes at the top. When a law changes, that date shows which article needs checking. The «Beydzh» demo has 16 articles written this way, in three sections.

Articles are estimated separately, by number and length. 12-16 articles add 1-2 weeks to the project. You can send your own texts, and then we lay them out and check the links.

How people find a recruitment agency in search

People look for a recruitment agency with a city and a task. Typical searches are “recruitment Voronezh”, “staffing agency Voronezh”, “cost of recruitment through an agency”, “cook salary in Voronezh”. This is how we build the website for such searches.

• The city in the title and the h1 of the home page and every service, for example “Volume hiring in Voronezh”.
• A separate page for each job. A search like “shop assistant salary in Voronezh” also comes from employers who need a shop assistant right now.
• Prices and timings as text on the service page. The calculator is for people, search engines need text.
• Salary ranges with a source and a date, for example the first page of hh.ru results for the city on a given day. Figures without a date go stale fast.
• Yandex Business and 2GIS cards with a link to the calculator.
• Schema.org markup: breadcrumbs, questions and answers, articles.
• Fast loading on a phone. A demo page weighs 68-79 KB, and the main content appears in 1.4-1.6 s.

We do not promise rankings or timeframes: they depend on competitors in your city.

Where to start

1. 1 Describe in your own words who you hire for, how you price it and what guarantee you give. No formal spec needed.
2. 2 We estimate the complexity and fix the price before we start. Anything beyond the agreement is estimated separately.
3. 3 We show a demo with about 40% of the functionality, and you pay only after it. The reasons are in why we take payment after the demo.
4. 4 We launch the website and hand over the code and access. For a month after launch we fix texts, colours and pictures for free.

You can describe the task in the request form.

A CV, a form and interview notes are the candidate’s personal data, even if the person never becomes an employee. Since 1 September 2025, consent to personal data processing has to be given separately from other documents (Russian law 152-FZ, article 9, part 1). So the candidate form shows the consent as a separate text with its own checkbox. CVs of rejected candidates are kept only with consent to stay on file. The form has no fields for religion, political views or ethnicity: these are special categories of data under article 10 of the same law.