Recruiting sites that work
both directions.
A staffing site has a problem most sites don't: two audiences who want opposite things. An employer wants to know you can deliver a shortlist. A candidate wants to know you'll take them seriously. Serve them the same homepage and you talk past both.
Two audiences, two paths
The fix isn't clever copy — it's structure. We split the site from the first click, so each side gets a route built for what they came for.
- The employer path — how you source, how you vet, what you specialize in, and how fast you move
- The candidate path — open roles, what to expect, and a way in that isn't a black hole
- Proof for both — placements made, industries served, credentials that matter in your niche
- Intake that fits — a hiring brief on one side, an application on the other, each asking only what it needs
Tools beat brochures
The pages that earn attention in this space are the ones that do something. A skills translator, a salary reference, a resume tool — anything that helps a candidate before they're a lead is worth more than another "why choose us" page, and it keeps them on the site long enough to apply.
Job listings without the plugin tax
Roles change constantly, so listings need to be easy to update without touching a page builder or paying for a job-board plugin that breaks on the next update. We wire yours into the build and keep it moving through your care plan.
We work with firms anywhere in the US. See what we've built or what it costs.
A build we can point at
LockLeed International ↗ is a veteran-owned military staffing and executive search firm. Employers and transitioning service members get entirely separate paths, and the candidate side carries an MOS skills translator that turns a military job code into civilian-readable experience, a resume builder, and an assistant for the questions people aren't ready to ask a recruiter yet.
Built for both sides of the desk
Split from the first click
Employers and candidates get their own route, their own proof, and their own next step.
Listings you control
Roles that are quick to post and quick to pull, with no job-board plugin to license or patch.
Tools that pull candidates in
Translators, calculators and guides that reach people while they're still deciding to look.
Good to
know.
Can you build a job board?
Yes — listings that are fast to post, edit and retire, built into the site rather than bolted on with a plugin. If you already run an ATS, we can link out to it instead of duplicating your pipeline.
How do employers and candidates stay separate?
Separate navigation, separate landing pages, and separate intake forms from the first click. Shared pages like About still exist — they just aren't where either audience starts.
Do you work with agencies outside Minnesota?
Yes. Staffing work is sold and delivered remotely, and we build for firms anywhere in the US.
Can candidates apply directly on the site?
Yes, including resume upload. Submissions can land in an inbox or route into whatever system your recruiters already work in.
Let’s build something that lasts.
Tell us what you need and we'll map out the right approach on a free discovery call.