Career sites that do not lose the candidate at the apply button.
Jobs in sync with your ATS, applications that reach it, and an admin panel HR can run without engineering.
Where recruiting loses time
The site and the ATS are two separate problems pretending to be one.
If two or more of these describe your setup, an audit is worth an hour of your time.
- The ATS does not talk to the site
- Roles are opened in the ATS and republished by hand. Closed roles stay online, salaries and locations diverge, and nobody knows which version the candidate read.
- Applications arrive in three different places
- Some land in the ATS, some in a shared inbox, some in an export nobody owns. Screening starts with reconciliation instead of evaluation, and response times slip.
- Every text change needs a developer
- A benefits paragraph, a new office location, an employer branding page: each one becomes a development ticket with a queue in front of it.
- Manual steps slow the whole funnel
- Copying CVs into the ATS, forwarding applications, chasing missing fields, re-posting the same role per locale. Recruiter hours go into moving data.
Not sure whether the problem is the site, the ATS, or the flow between them?
We look at the site, the ATS integration surface and the application funnel, then come back with the technical options and their trade-offs.
What we build
A career site engineered around the ATS you already run.
- 01 Custom job listing
- Listings and detail pages generated from your job data, with the fields recruiters use: contract, seniority, location, department, remote policy.
- 02 Application flow without login
- No account, no password, no verification step before applying. Short form, CV upload with validation, progress saved on the device, readable errors on submit.
- 03 Search and filtering
- Faceted filters and full-text search over the live job set, with indexable filtered URLs. Responsive from twenty roles to several hundred.
- 04 Mobile-first candidate experience
- Most candidates arrive from a phone: fast on mobile networks, single-column forms, native file pickers, accessible keyboard and screen-reader behaviour.
- 05 SEO for job postings
- Server-rendered job pages with JobPosting structured data, canonical URLs, pagination and expiry handling, so filled roles stop competing with open ones.
- 06 ATS integration
- Jobs in, applications out, through whatever the ATS exposes: API, webhooks, feed or export. One adapter, one normalised model, with retries and alerting.
- 07 Admin panel for the HR team
- Editorial content, employer branding, locale coverage and job overrides, managed by your team with roles and permissions.
FAQ
The four questions HR teams ask first.
How long does a career site take to build?
Three things drive it: how many job templates and languages, whether the ATS exposes a documented API or only a feed or export, and how fast approvals come back on your side. A single-brand site on a documented API moves quickly; multi-brand and multi-country on a legacy ATS takes materially longer, almost all of it in integration and data mapping. You get a phased, scoped plan before any code is written.
Does it integrate with our existing ATS?
We work with whatever the ATS offers: REST or GraphQL APIs, webhooks, XML or JSON job feeds, or scheduled exports when nothing better exists. Jobs land in a normalised internal model, so a future ATS change means rewriting one adapter instead of the site. Applications are pushed back into the ATS, with retries, monitoring and alerting instead of silent failures.
Can we migrate from our current career site?
Yes, as an SEO and data problem rather than a copy-paste job: we inventory existing job and content URLs, map them with permanent redirects, keep the indexable pages that already rank, and move editorial content into the new admin panel. Where the old site holds candidate data, we agree what is migrated, archived or deleted, and the legal basis for each, before anything moves.
Do you support multi-language career sites?
Yes, designed in from the start, because retrofitting it is expensive. Each locale gets indexable URLs and hreflang annotations. Job content is translated per locale, or falls back to a default when the ATS holds one version only. The admin panel shows editors which locales are missing, and locale-specific forms and consent text are supported where requirements differ.
Career site audit
Request a career site audit.
Tell us which ATS you run, how many roles are open, and where the flow breaks today.
- Locations
- Italy · Czechia · Japan