Two audiences, one site
Employers want proof you can deliver; candidates want to know whether the role is worth their afternoon. Pages that try to address both at once convince neither.
Industries
Talent and staffing sites that candidates actually finish
Recruitment runs on two audiences who want opposite things: employers deciding whether to trust you, and candidates deciding whether the form is worth their afternoon. Recruitment website development in the Philippines has to serve both, and carry the data protection duties that arrive with every application.
The work
Why staffing sites are harder than they look
The application form is the whole funnel
Every field is a chance to lose someone with one hand free on a jeepney. Long forms, uploads that fail silently and no confirmation are the ordinary reasons a shortlist comes back thin.
Listings go stale in public
Filled roles left up waste applications and cost you credibility with both sides. Every vacancy needs an owner, an expiry and structured data so search engines read it correctly.
Candidate data is a liability the moment you collect it
Resumes, government identifiers and clearances are personal data. Where they sit, who can open them, who they get shared with and when they are deleted are decisions to make while designing, not admin to sort out later.
Volume hiring breaks ordinary tooling
When one role needs hundreds of applications, screening, scheduling and status updates stop being an inbox job. That is a software problem wearing a website's clothes.
Consent, clearances and the Messenger applicant
Recruitment collects more sensitive material than most sectors realise: resumes, government identifiers, police and medical clearances, sometimes before anyone has been shortlisted. The Data Privacy Act of 2012 makes all of that your responsibility, and the practical questions it raises are the ones that shape the application flow: what you are entitled to ask for at this stage, how long you keep an unsuccessful application, and what may be passed to a client employer. Candidates meanwhile arrive from a Facebook page or a Messenger thread rather than a job board, and apply between shifts, so a form written for a desktop and a neatly formatted CV loses people who were ready to say yes. Agencies placing workers overseas carry licensing and documentation duties on top of all that, and a generic careers template has nowhere to put any of it.
How we work
How we approach this sector
Separate the two journeys early
The employer path and the candidate path are mapped as different journeys, so each one gets only the pages it needs and neither is watered down for the other.
The shortest honest application
The form is cut to what you genuinely need in order to decide, uploads are made to work from a phone camera, and receipt is confirmed so nobody applies twice just in case.
Privacy designed into the flow
Consent, retention, who can open a file and what happens when a candidate asks to be removed are settled while the form is being designed, not written up as a notice afterwards.
Listings that maintain themselves
Every role carries structured data, a location, an employment type and an expiry, with a publishing flow that takes filled jobs down without anyone having to remember.
Questions
What teams in this sector ask us
How do you handle Data Privacy Act requirements for candidate data?
We design the application flow around them rather than adding a notice at the end. That means asking only for what a decision needs at that stage, saying plainly what happens to an application and how long it is kept, storing files where access can be controlled, and building a way to export or delete a candidate's data on request. Your legal adviser and data protection officer decide what the duties require: we implement those decisions, we do not give the legal advice.
Can you connect the site to our applicant tracking system?
Usually. Most applicant tracking systems accept applications over an interface or an inbound integration, so the form can create the candidate record directly instead of dropping a document into somebody's inbox. Where a system cannot be reached that way, the site holds applications properly and hands them over in a format it can import.
Can candidates apply from a phone without a saved resume?
That is the case worth designing for. Uploads have to accept a photo of a document as readily as a file, the form has to survive a dropped connection without losing what was typed, and a confirmation has to arrive so nobody submits twice. For volume roles, a short structured form usually collects better information than asking everyone for a formatted CV they may not have.
Will our vacancies appear in Google's job results?
They can, if each role is a real page with job posting structured data, an accurate location and employment type, and an expiry date. The part most sites miss is maintenance: filled roles left up are why listings stop being trusted and why applications dry up. We build publishing so a job goes up and comes down as part of the process.
Can you build a portal for our client employers?
Yes. A portal showing shortlists, interview stages, timesheets or placement status turns a stream of email updates into something a client checks for themselves. We would scope the smallest version that removes the most email, put it in front of real users, then extend it once you can see which parts actually get opened.
Do we need a job board, or just a list of roles?
It depends on whether the roles are yours or other people's. A handful of live vacancies wants fast, well-structured pages and a short application. A board with many employers, accounts, alerts and saved searches is a web application with a marketing site in front of it, and pricing that as a website is how those projects go wrong.
Ready when you are
Tell us what you are building and we will tell you honestly how we would approach it.