Built for recruitment agency websites specifically

Does your site convince both candidates and clients?

A recruitment site has to serve two very different audiences at once. Paste your URL and find out if it's actually working for both — or just one.

Free · 60 seconds · No signup · Scored across 10 commercial dimensions

Why this matters

Two audiences, two different trust questions, one website

A recruitment agency's website has an unusual dual job: convincing employers to trust the agency with a hiring need, and convincing candidates to trust the agency with their career move. These are genuinely different trust questions, and many agency sites default to serving only the client-facing side well.

Employers want evidence of sector expertise, placement track record, and specific specialisation. Candidates want evidence the agency actually understands their field, will represent them well, and won't waste their time with irrelevant roles — a very different set of concerns.

A site that speaks only to employers implicitly discourages the candidate flow the agency needs to actually fill roles — the two sides of the business depend on the same website doing two different jobs well.

The pattern

Where recruitment sites underserve one side

👔 Employer-only messaging

A site built entirely around "hire through us" messaging, with no candidate-facing content, discourages exactly the candidate applications the agency needs.

📋 Generic sector claims

"We recruit across all industries" reads as less credible to both employers and candidates than a specific, demonstrated sector specialism.

🔍 No visible current roles

Candidates expect to see actual open roles, not just a generic "get in touch" — its absence signals an agency without much active flow.

Common questions

Recruitment Agency Website Audit — FAQ

Does the audit evaluate both employer and candidate experience?

Yes — it specifically checks whether the site serves both audiences, since many recruitment sites default to employer-only messaging at the cost of candidate engagement.

Will it check my actual job listings?

It evaluates whether current roles are visibly presented as part of the site structure, not the specific accuracy or freshness of individual listings.

Does it account for agencies specialising in one sector?

Yes — specialisation is evaluated positively, since it typically builds more credibility with both employers and candidates than a broad generalist claim.

How is this different from a general professional services audit?

It specifically weights dual-audience clarity (employer and candidate) which doesn't apply to most other professional services covered elsewhere on this site.

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