Design · Landing Pages · Recruiting
Recruiting Landing Pages
Your ATS-generated job page is losing candidates before they finish applying. We design recruiting landing pages and recruitment landing pages built to fix application drop-off and connect straight into the ATS you already run — Workday, Greenhouse, Lever, iCIMS and more.
What is a recruitment landing page
A recruitment landing page built to fix application drop-off, not just look better.
A recruiting landing page — sometimes called a hiring landing page, job landing page or career landing page — is a focused, single-role page with one job: get a qualified candidate to finish the application. Unlike a careers page buried inside your ATS, it removes the navigation, the unrelated job listings and the extra clicks that cause candidates to abandon mid-form.
Recruitment landing page design
A focused hiring landing page for one role or campaign — no site navigation pulling candidates away mid-apply.
ATS & CRM integration
Direct integration with Workday, Greenhouse, Lever, iCIMS, Bullhorn and SmartRecruiters, so applicants land in your existing pipeline.
Mobile apply flow
Most candidates apply from a phone. We design the apply flow mobile-first so the form never fights the device.
Cost-per-applicant focus
Every page is built and measured against cost per applicant and cost per hire, not just page views.
High-volume hiring pages
Purpose-built for CDL driver recruiting, nurse recruitment, warehouse hiring, retail, QSR and seasonal hiring surges.
Compliance built in
EEO statement, pay-transparency disclosure and WCAG accessibility included as standard, not an afterthought.
Built for how you hire
Job landing page or full talent community — matched to your hiring goal.
A single-role apply page, a seasonal hiring event page, or an always-on talent community signup — the right recruiting landing page depends on how and how often you're hiring.
Single-role apply pages
One job, one CTA, built to convert job-ad traffic into completed applications.
See more →High-volume hiring pages
CDL, healthcare, warehouse, retail and QSR pages tuned for high-volume, always-on hiring.
See more →Hiring event & virtual job fair pages
Time-boxed pages that drive registrations for a specific hiring event or virtual career fair.
See more →Talent community signup pages
An always-on page that captures interested candidates before a specific role even opens.
See more →Employer brand landing pages
An employer-branding page that sells the company first, for harder-to-fill or senior roles.
See more →Franchise hiring pages
Multi-location franchise hiring pages with location-aware routing to the right store or branch.
See more →Careers page vs. landing page
Your careers page is doing a different job than a recruiting landing page.
A careers page vs landing page comparison comes up constantly, and it's the right question to ask. A careers page is a directory — every open role, full site navigation, built for someone who already wants to browse. A campaign landing page is built for someone who clicked one specific ad for one specific role.
We build career page design as its own discipline: no menu to escape through, no unrelated postings competing for attention, and a form short enough to finish on a phone in under two minutes.
The distinction that matters
Careers page vs. recruiting landing page.
Both have a place. Send always-on browsing traffic to your careers page. Send every paid, sponsored or campaign click to a dedicated recruiting landing page.
| Standard careers page | theonrep recruiting landing page | |
|---|---|---|
| Roles shown | All open roles | One role or campaign |
| Navigation | Full site menu | — |
| Built for | Browsing candidates | Paid & campaign traffic |
| Mobile apply flow | Often clunky | ✓ Yes |
| ATS integration | Native only | Native + custom-tuned |
| Compliance items | Varies | EEO, pay transparency, WCAG |
Enterprise TA requirements, covered
The compliance items your TA team is required to have.
Above a certain hiring volume, procurement and legal expect these on every candidate-facing page. We include them as standard, not as a change order.
EEO statement
Equal Employment Opportunity language included on every recruiting landing page we build.
Pay transparency
Salary-range disclosure formatted to match state and local pay-transparency requirements.
WCAG accessibility
Accessible forms and markup so the apply flow works with screen readers and keyboard navigation.
ATS-native handoff
Applications post directly into Workday, Greenhouse, Lever, iCIMS, Bullhorn or SmartRecruiters — no manual re-entry.
How to increase job application conversion rate
Cut the form to the fields that actually matter, remove every link that isn't the apply button, and make sure the page loads instantly on mobile — most candidate drop-off happens in the first ten seconds on a phone. We diagnose your current application-completion rate and show you exactly where candidates are leaving before we quote a rebuild.
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Recruiting landing page FAQs
A recruitment landing page is a focused, single-role page designed to convert job-ad or campaign traffic into completed applications — distinct from a careers page, it has one call-to-action and no site navigation to distract a candidate mid-apply.
A careers page lists every open role and includes full site navigation, built for someone already browsing your company. A recruiting landing page is built for one role or campaign, strips out the navigation, and is optimized purely to convert the specific traffic you're paying to send to it.
The most common causes are forms that are too long, pages that load slowly on mobile, navigation that pulls the candidate away before they finish, and apply flows that weren't designed mobile-first even though most candidates apply from a phone.
As few as the role genuinely requires. Every additional required field measurably increases drop-off — we typically recommend collecting only what's needed to screen a candidate initially, with deeper details captured after the ATS handoff.
Yes. We build direct integrations with Workday, Greenhouse, Lever, iCIMS, Bullhorn and SmartRecruiters, along with Indeed and ZipRecruiter campaign feeds, so completed applications land in your existing pipeline automatically.
It varies by role and industry, but a dedicated recruiting landing page typically converts two to three times better than sending the same traffic to a generic ATS job page, largely because of the removed distractions and shorter mobile-first form.
Cost per applicant is your total campaign spend divided by the number of completed applications it generates. It's the metric most TA and recruitment-marketing teams are measured on, and it's the number a well-built recruiting landing page is specifically designed to lower.
Yes — they're especially effective for high-volume roles like CDL driving, healthcare, warehouse and logistics, retail and QSR, and seasonal hiring, where even small improvements in application-completion rate translate into a large number of additional hires.
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