Website builder

Put every live vacancy on your recruitment website
and each brief on the right desk.

Describe your desks and Netiva’s AI builds the site: a job search candidates can narrow down, applications with a resume attached and a vacancy brief form that reaches the consultant covering the role.

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Starter prompt

Build a website for a recruitment agency with four specialty desks: finance, technology, healthcare and industrial. Each job carries a title, desk, location, contract type, pay range, status and the consultant who owns it. The public job search filters by desk, location, contract type and remote roles. Candidates apply with a resume and their earliest start date, or register without choosing a role and pick the desks they want to hear about. Employers submit a job order that reaches the consultant covering that desk. Give every desk its own page with its live roles, its consultants and the market notes you write for it.

Build it in Netiva Paste the prompt into a new workspace and adjust it to your business.
Overview

Who this recruitment website is for

A recruitment agency site goes stale faster than almost any other. Roles fill on Tuesday and stay listed until someone remembers to take them down, the pay range sits in a consultant’s inbox rather than on the page and an employer who wants to brief you has nothing but a generic contact form. A recruitment website built with Netiva keeps jobs, consultants, applications and employer briefs together, so every live role has its own page, every brief lands with the desk that covers it and filled roles come off the board the day they close.

Key features

What your recruitment website can do

  • Job search candidates can narrow

    Every vacancy is a record with its desk, location, contract type and pay range, so the board can be cut down to the roles someone could actually take rather than one long list.

    • Filters for desk, location, contract type and remote roles
    • A page per vacancy generated from the Jobs collection
    • Draft, Live, On hold, Filled and Closed statuses, with only Live roles on the board
    • Hourly or day rates on contract work and salary bands on permanent roles

  • Applications and resume registrations

    Candidates apply to a role with a resume and a notice period, or register without choosing one, so a good profile still reaches a consultant on a week when nothing suitable is live.

    • Resume attached to the application as a file
    • Speculative registrations with no role attached
    • Earliest start date captured on the form, and desks of interest only if they opt in
    • Saved views per desk so each consultant works their own list

  • Employer briefs and client shortlists

    A hiring manager fills in a short brief — the job order, as US agencies call it — instead of writing an email. It lands as a record on the right desk, and the candidates you put forward sit on a page you share with the client.

    • Requisition details: role, seniority, headcount, budget and start date
    • Each brief routed to the consultant who covers that desk
    • New-brief email to the consultant, weekly summary to the owner
    • Clients sign in to the shortlist for the role they briefed

  • Desk pages, consultants and market notes

    Each specialty gets a landing page that pulls in its live roles and the consultants who cover it, so the site reads like a firm with expertise rather than a job feed with a logo on top.

    • A page per desk listing its live roles and its consultants
    • Consultant profiles linked from every job they own
    • A salary guide and market notes you write into each desk page, alongside its live roles
    • Bulk edits across many listings with the collection assistant
Data model

The collections behind it

Netiva keeps your records in built-in collections. Here’s a starting structure — the agent adapts it to your prompt, and you can change it any time.

Jobs

Every vacancy you advertise, with the pay, pattern and desk that define it.

  • Title (required) Text
  • Desk (required) Finance, Technology, Healthcare, Industrial — one list, spelled the same everywhere Text
  • Location (required) City or region, or Remote; add a branch field if you run several offices Text
  • Contract type (required) Permanent, Contract-to-hire, Contract or Temporary Text
  • Pay range Salary band or hourly rate, with the currency and period — checked before a role goes Live Text
  • Status (required) Draft, Live, On hold, Filled or Closed — Closed is a role the client pulled Text
  • Role description (required) Duties, must-have skills and what the client is offering Paragraph
  • Consultant (required) Owns the role and answers its applications Relation to Consultants

Consultants

The people behind each desk, linked to the roles and briefs they own.

  • Name (required) Text
  • Desk (required) The specialty this consultant covers, spelled as it is on the jobs Text
  • Job title Consultant, Principal Consultant or Branch Manager Text
  • Photo Image
  • Bio How they came into the sector and the roles they place Paragraph
  • Email (required) Where new briefs and applications for this desk are sent Text

Applications

One record per application or speculative registration, with the resume attached.

  • Name (required) Text
  • Email (required) Identifies the candidate across applications; the digest goes per address, not per record Text
  • Desks of interest Desks they tick on the form, offered but not preselected; empty stops the digest Text
  • Role Left empty when someone registers without a role in mind Relation to Jobs
  • Resume (required) One file uploaded on the form, not a full document history File
  • Notice period Immediate, 2 weeks, 1 month or 3 months — the earliest start date they can give Text
  • Status (required) New, Screened, Submitted to client, Client yes, Client no, Interviewing or Placed Text
  • Received on (required) Starts the clock on how long you keep the record Date & time

Briefs

Vacancy briefs sent in by hiring clients, routed to the desk that covers them.

  • Company (required) Text
  • Contact name (required) The hiring manager who sent the brief in Text
  • Contact email (required) Where the consultant replies and where the acknowledgement goes Text
  • Role title (required) Text
  • Desk (required) The same list as the jobs — decides which consultant picks the brief up Text
  • The brief (required) Headcount, seniority, must-haves, budget, start date and how you would be engaged Paragraph
  • Status (required) New, Qualifying, Live, Shortlist sent, Placed or Closed Text
  • Consultant Set when the brief is picked up Relation to Consultants

Required field. Types are Netiva collection field types.

Screens

Pages and screens to start with

A typical first version. Ask the agent for more, or annotate the preview to change any of them.

  • Job search

    Live roles with filters for desk, location, contract type and remote work, plus a link for anyone with nothing to apply for to register instead.

    Public

  • Role and apply

    One vacancy in full: pay range, contract type, what the client wants and who is working it, with a short form to attach a resume and apply.

    Public

  • Desk

    A page you write per specialty, pulling in the live roles and consultants whose desk matches, with your salary guide and market notes as page copy.

    Public

  • Brief us

    The client form: company, role, seniority, headcount, budget and target start date, filed as a brief against the matching desk.

    Public

  • Shortlist

    A client-facing page for one role, listing only the candidates marked Submitted to client, where the hiring manager’s yes or no sets the status.

    Signed-in users

  • My desk

    A consultant’s own view: the roles they own, new applications by status and any brief still waiting to be picked up.

    Your team
How it works

From prompt to a live recruitment website

  1. Map your desks and statuses

    Tell Netiva which specialties you recruit for, whether you place permanent, contract or temporary staff and who owns each desk. The agent drafts collections for jobs, consultants, applications and briefs.

  2. Load the roles you’re working now

    Add your open vacancies in the collection grid, or hand your notes to the collection assistant and let it draft the listings for you to check. Keep each one in Draft until the pay range and the client’s wording are right.

  3. Walk it as a candidate, then as a client

    In the live preview, search for a role and apply with a test resume, then send yourself a vacancy brief. Annotate anything that reads wrong and the agent changes it while you watch.

  4. Publish and keep it current

    Publish in one click, connect your domain from the Starter plan and ask the agent to start sending the new-brief email and the weekly digest. Marking a role Filled takes it off the board, and every edit is checkpointed.

Why Netiva

Netiva vs a traditional build

Building a recruitment website with Netiva compared with a traditional build
Criterion With Netiva Traditional build
Posting a new vacancy A row in the Jobs collection, live as its own page and on its desk page as soon as the status changes A consultant emails the details to whoever edits the site, then waits for the page to appear
Roles that have been filled Marking a role Filled drops it off the board, and its job markup can be expired with it Old listings sit on the site collecting applications nobody is going to read
Getting started Describe what you need in chat and watch it take shape in a live preview Hire developers, or stitch together templates, plugins and a hosting plan
Content and data Built-in collections with nine field types, bound straight to your pages Set up and connect a separate database or CMS
Making changes Ask the agent; every change is checkpointed and reversible File a ticket, wait for a sprint, redeploy
Hosting and domain Global hosting and automatic SSL; connect a custom domain from the Starter plan Buy hosting, then install and renew SSL certificates yourself
Code ownership Clean production code you own and can export Locked into a template, plugin or agency setup
Examples

Ways teams use it

  • A two-desk agency placing finance and tech

    Permanent finance roles show a salary band while contract tech roles show a day rate, and each desk page lists only its own live vacancies. Both consultants work from a saved view of the applications that name their desk.

  • A temporary staffing firm with three branches

    Every role carries its branch as well as its city, so a candidate can search the branch nearest to them. Add the same branch field to consultants and briefs, and a job order routes on desk plus branch — the industrial manager at that branch picks it up, not a head-office inbox.

  • A retained search boutique

    Most assignments never reach the public board. The site runs on market notes and consultant profiles, and each client gets a signed-in shortlist page for the one role being worked, where a yes or a no sets the candidate’s status.

Good to know

Before you build

  • Candidate records need an end date

    A resume and a work history are personal data. Ask for what the first conversation needs, keep Form I-9 records and reference reports in the systems built for them, tell candidates which clients see them before you submit and give every application a review date.

  • Pay ranges may not be optional

    A number of US states and cities require a pay range in the posting. In California, an employer with 15 or more employees that engages a third party to post a role has to give that party the pay scale, and the posting must carry it. Check the rules where the role sits.

  • Your CRM and the job boards stay separate

    Netiva doesn’t move an existing candidate database into the site or push your listings out to job aggregators. Start with the roles you are working now. Where your CRM or a board offers a REST API, the site can call it with your key stored securely.

  • Job markup describes the role, it doesn’t rank it

    Marking up a job page helps search engines read the role, but the listing still has to be real, open and applied for on that page. Google asks you to expire jobs that are no longer open, and leaving stale ones marked up can draw a manual action.

Compliance note

Resumes, contact details and work history are personal data. Candidates can ask what you hold and ask for it to be deleted, subject to the records you have to keep — California’s law has covered job applicants since 2023, for agencies that meet its revenue or data-volume thresholds. Collect only what you need, keep screening reports out of the site and set a retention period so applications are deleted when it ends. The site records your process; it doesn’t make it lawful.

FAQ

Questions about building a recruitment website

Will our vacancies show up in search results for jobs?

They can, if each role has its own page with job markup on it. Google’s job posting structured data asks for a title, a description, the hiring organization, the job location and the date posted, and the page has to be one a candidate can read and apply on. Ask the agent to add that markup to live roles and to expire a role once you mark it Filled.

What happens when a candidate registers with no role to apply for?

The application record keeps its role relation empty, so the registration stands on its own with the resume, the notice period and the desks of interest the candidate picked. Those records sit in each consultant’s view alongside job applications, and a weekly digest can email registrants the new roles on their desks, with a link in every send to change desks or stop the emails.

Can a client review a shortlist without us emailing resumes around?

Yes. Candidates you move to Submitted to client appear on a shortlist page for that role, and the client signs in to see it. Each entry can show the parts of the profile you want a hiring manager to see, and their yes or no sets the candidate’s status. Decide what goes on that page before you share it, and take the page down once the role is closed.

Do we have to publish a salary on every job?

It depends where the role is. A number of US states and cities require a range in the posting, and California requires an employer with 15 or more employees to pass the pay scale to any third party posting on its behalf, which includes an agency. Ask the agent to block a role from going Live without a pay range when its location is in a covered state, and to record what the client gave you.

Can each consultant work only their own desk?

Not as a permission. Jobs and briefs relate to a consultant, so each person can filter, sort and save their own view — but a view organizes the list rather than restricting it, and anyone in your workspace can open the others, see each other’s cursors and comment on the preview. Role-based access for team members comes with the Pro plan, and it governs what people can do in the Netiva workspace rather than which desk’s records they see.

Can the site run on our own domain, and do we own what gets built?

Yes to both. Build and preview on the free plan; publishing on your own domain needs the Starter plan or higher, and you add the DNS records Netiva lists at your registrar while hosting and SSL are handled for you. Netiva writes clean production code you can read, edit and export whenever you want, with no proprietary runtime.

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Drafted with AI assistance from Netiva’s product pages and reviewed by the Netiva team. Example data models, screens and prompts are illustrative starting points, not customer projects.

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