Hire UI/UX Designer for Recruitment Agencies
Senior, direct, no layers
UI/UX Designer for recruitment agencies: shorter shortlists, cleaner candidate data, and consultants spending time on conversations instead of admin.
A senior ui/ux designer for recruitment agencies
A recruitment agency serves two audiences who judge it by different things, and its website or system has to serve both without confusing either. Candidates judge it by whether they can find relevant roles, apply without retyping their CV, and know what happens next. Clients judge it by whether they can see shortlists, give feedback, and trust that the agency understands the role. A UI/UX designer for recruitment agencies works on both paths, because a design that serves only one side will quietly lose the other.
The failure modes are specific. Candidates abandon applications that demand an account before showing the role, or that ask them to paste a CV into a form that already parsed it badly. Consultants lose time to shortlists that clients cannot review easily, and to candidate data that is duplicated across systems. A design that treats the agency site as a brochure, when candidates and clients actually need working tools, will not survive contact with a live desk.
The work starts by watching both sides: candidates applying, consultants shortlisting, and clients reviewing, and finding where each one stalls. look at a real candidate and client journey first and we will test the fit against your real candidate and client journeys before agreeing any scope.
What this engagement covers for recruitment agencies
- Candidate search that respects the search — Roles are findable by discipline, location, and contract type, with salary, location, and working pattern shown before the candidate has to apply to learn them.
- Applications without CV retyping — CV upload and parsing are designed so the candidate checks and corrects, rather than retyping a career into a form, and the application confirms what was received.
- Status candidates can actually see — Applied, shortlisted, interview, and outcome states are shown plainly, which cuts the chasing messages that consume consultant time.
- Shortlists clients can act on — Client review screens let a hiring manager compare, comment, and approve or reject with reasons, instead of receiving a pile of CVs by email.
- Consultant desks that show the next action — Desks are organised around what needs doing today, placements in progress, and candidates waiting, rather than around database fields.
- A system the agency keeps — Screens and components for candidate, client, and consultant states, handed over with notes, so new desks or sectors do not require a redesign.
Built around the tools recruitment agencies already use
Recruitment agencies commonly run an applicant tracking system or recruitment CRM such as Bullhorn, Greenhouse, Lever, Workable, Vincere, or JobAdder, plus LinkedIn Recruiter and Indeed for sourcing, a CV parsing tool such as DaXtra, and a job distribution tool such as Broadbean. The design has to respect what those systems can and cannot show. A candidate flow that ignores the parsing step, or a client shortlist that ignores the CRM’s data, will break at build time or be bypassed by consultants within a week.
So the redesign is scoped around the agency’s real stack: what the ATS holds, where candidate data is duplicated, and how shortlists actually reach clients today. The handover records those constraints, so the build matches the desks it serves instead of inventing a system the agency does not run.
From kickoff to delivery for recruitment agencies
- Watch candidates, consultants, and clients
Real users on all three sides attempt real tasks, and the stalls in each path become the brief.
- Map the placement end to end
From role brief to application to shortlist to placement, the full path is drawn, including the points where the agency currently phones or emails around its own system.
- Prototype the application and shortlist
Applying for a role and reviewing a shortlist are prototyped first, since those are the tasks that lose candidates and frustrate clients.
- Hand over with ATS constraints
Final screens arrive with candidate, shortlist, and placement states documented against the agency’s actual systems.
Why hire Omer
- Both sides, not just candidates: The design is judged on whether candidates apply and clients can act on shortlists, because an agency needs both.
- Applications that respect CVs: Candidates check and correct parsed CVs instead of retyping them, which finishes more applications.
- ATS-aware from the start: Screens are checked against the tracking and CRM systems the agency runs, so the build does not break on real data.
- Tested by real hirers and candidates: Prototypes are tried by hiring managers and jobseekers, not by the agency’s own consultants.
- Kept by the agency: Research, prototypes, and components stay with the business for the next desk or sector.
Questions, answered
Will better design bring us more candidates?
How do you handle CV parsing?
Can clients really review shortlists online?
Do you build the website or the ATS?
What do you need from us to start?
Ready to get started?
The best way to explore working together is a quick conversation. Reach out through your preferred channel and let us discuss your project.
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