Recruitment sector
A website that makes people want to apply, without friction.
Recruitment agency or job platform: candidates judge how credible you are before they even open a listing, and companies want to know how you work. We organise the site around roles, the context behind each search and the steps in the process, with an application journey that runs to submission without grey areas.
In-house products and delivered sites
What's your profile?
Expertise adapted to your business
Goal
Generate qualified applications and reassure the companies that entrust you with their searches.
Audiences
Candidates, executives, HR teams, hiring managers.
Key pages
Roles, sectors, process, vacancies, team, speculative applications, contact.
Conversion
Application, CV submission, recruiter contact.
Web challenges
The challenges specific to your sector
A recruitment website speaks to two audiences with different needs: candidates to convince and companies to reassure. Three challenges shape that dual job.
Make every vacancy genuinely readable
Problem
Vacancies copied from one channel to another, with no context on the company, the location, the contract or what happens next, force candidates to guess whether they are in the right place.
Solution
We rework each listing: the context of the role, concrete tasks, the profile sought, steps and timelines. Practical information comes before generic qualities.
Indicator
Listing views, form completion rate, applications per vacancy.
Explain how the process runs
Problem
Silence after applying is the main complaint made about recruiters; a site that announces neither the steps nor the timelines feeds that worry.
Solution
We document the actual process: who gets back in touch, within what timeframe, how each step works, with answers to common questions.
Indicator
Progress through the journey, incoming contacts, drop-offs by step.
Separate candidates and companies
Problem
One single journey for applying and for briefing a search blurs the message; both audiences leave without knowing what to do.
Solution
Two distinct entry points: one for candidates, with vacancies and applications, the other for companies, with method, expertise and contact.
Indicator
Traffic split by audience, qualified conversions, search briefs.
Details that make the difference
What Synara does that others don't
Vacancies copied from other sites, with no context and a vague title.
Every vacancy describes the role, the location, the contract and the team involved.
No indication of response times or steps.
Process steps and timelines are announced before people apply.
Company culture summed up in a slogan and three photos.
Culture is described through what people live: teams, organisation, practices.
A single contact form for both candidates and companies.
One application page and one brief-a-search page, each with its own actions.
Expertise
Our expertise at the service of your sector
Method
How we work
Discovery
A call to understand your business, your customers and your goals. We define scope, timeline and budget.
Design
High-fidelity mockups: you see and approve every screen before a single line of code is written.
Build
Short iterations. You follow progress online, on a staging environment.
Launch & support
Go live, measure, keep improving. You own everything: code, domain, content.
Questions
Before you write
Can you reuse the vacancies we already publish elsewhere?
Yes. We rework the listings so they stand on their own, with context and practical details, while staying consistent with your other channels.
Our vacancies change every week. Who updates them?
Your team, with templates and fields designed for it. We can also set up archiving for closed vacancies to keep the site clean.
Do we need a logged-in candidate space?
Not necessarily. It becomes useful when you post many vacancies or track applications closely. Otherwise, an online application with clear confirmation is enough.
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Let's get started!
Let's get down to business.
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Get ready:you're going to love it.
you're going to love it.