Tech candidates are hard to impress. They read job specs closely, they know the market rate for their skills, and they leave a site the moment it wastes their time. Hiring managers in tech are just as sharp. They have been sent generic CVs by a dozen agencies and can spot a recruiter who doesn't understand the stack within a sentence. A generic IT recruitment agency website fails both groups.
This guide sets out what both audiences expect and how to build it. You will get a clear view of the pages you need, the job search features that matter, the salary content that earns trust, and a checklist you can use to audit your current site. It is written for UK IT and tech recruitment businesses.
What an IT recruitment agency website needs to do
An IT recruitment agency website is a site that proves technical credibility, makes it fast to find and apply for relevant roles, and gives hiring managers evidence that you can deliver. Those are three jobs. Most sites only do the second, and not well.
Tech audiences judge you on specifics. "IT jobs" tells them nothing. "Senior Python developer, fintech, hybrid in Manchester" tells them you understand their world. Every design decision should push your site towards that level of detail.
Build specialism pages by tech stack
Broad categories such as "Software development" or "Infrastructure" are a start, but candidates and clients search by stack. They look for React, .NET, AWS, Kubernetes, Salesforce or cyber security. A page for each major specialism gives you something to rank for and something to send people to.
- A short, plain description of the roles you place in that area
- Live jobs filtered to that stack
- Current salary ranges by level and location, with the source and date
- Typical skills and adjacent technologies you cover
- A named consultant with a direct contact route
- Two or three recent placements described without naming individuals
Don't build thin pages for every framework. Start with the five to ten areas where you place most often and can show real depth. Add more as you build genuine content for each.
Publish salary data people can use
Tech candidates check pay before they check anything else. If your site hides it, they will find a source that doesn't. Show salary or day rate on every job where you can. Where you can't, explain why and give a realistic range.
Go further with market data on each specialism page. Show ranges by seniority, the permanent versus contract rate gap, and how remote or hybrid working changes the picture. Be honest about the method. Say whether the figures come from your own placements, a survey or advertised roles, and give the date. Vague or inflated numbers damage trust fast.
Make mobile apply fast
Many tech candidates browse jobs on their phone, often at lunch or on the commute. If applying means creating an account or retyping a CV, you lose them.
- Apply in under a minute with no account required
- CV upload from phone storage, Google Drive or Dropbox
- LinkedIn or GitHub profile as an optional alternative to a CV
- Only essential fields on the first screen
- A clear confirmation message and an email receipt
- Pages that load quickly on a mid-range phone on a poor connection
Test it yourself. Apply for one of your own jobs on your phone, on mobile data, and time it. If it takes more than a couple of minutes, fix that first.
Job search filters by skill and contract type
A keyword box alone is not enough. Tech candidates want to narrow results by what they actually do. Contractors in particular want to see only contract roles and compare day rates quickly.
- Skill or technology, using a controlled list so "JavaScript" and "Javascript" are not separate
- Contract, permanent or both
- Salary or day rate range
- Location, plus remote, hybrid or on-site
- Seniority level
- Inside or outside IR35 for contract roles, where known
Your ATS data has to support this. If job titles and skills are entered inconsistently, the filters will be unreliable. Agree a standard skills taxonomy with your consultants and make the fields mandatory when jobs are posted. Also give each filtered result page a clean, crawlable URL so it can rank in search.
Give hiring managers proof, not slogans
Hiring managers in tech want to know three things. Do you understand the role, can you find people I can't, and how quickly will you deliver? "Trusted partner" answers none of them.
- Typical time to shortlist for your main specialisms, stated as a range
- Short case studies covering the brief, approach and outcome
- Details of how you screen technically, such as who assesses candidates
- Candidate sourcing methods beyond job boards, described plainly
- Client logos or quotes, only with written permission
- A simple route to submit a vacancy, with a promised response time
Put a vacancy submission form on every client-facing page, not just the contact page. Keep it short: role, stack, location, contract type, and a phone number or email.
Next steps
Start with an audit. Apply for a job on your phone, try to find a contract role by skill, and check whether your top five specialisms each have their own page with salary data. Fix gaps in that order. If you want help building this, our websites service covers design and ATS integration for recruitment businesses, and our website cost guide explains what to budget.
Frequently asked questions
What should an IT recruitment agency website include?
It should include specialism pages by tech stack, salary data with a stated source, job search filters by skill and contract type, fast mobile apply, and proof for hiring managers such as case studies and time-to-shortlist ranges. A simple vacancy submission form should appear on client-facing pages.
Should an IT recruitment website show salaries and day rates?
Yes, wherever you can. Tech candidates compare pay before applying, and jobs without it get fewer applications. Where a client won't share a figure, give a realistic range. Add market salary data to specialism pages and state where the figures come from and when they were last updated.
How many specialism pages does a tech recruitment site need?
Start with the five to ten areas where you place most often, such as software development, cloud, data, cyber security or ERP. Each page needs real content: live jobs, salary ranges, a named consultant and examples of work. Thin pages for every framework add little value.