Websites for US construction recruiters — live openings indexed by Google for Jobs, one-minute mobile applications with resume upload, and a separate route for clients who need crews on the jobsite this week.
We don't have a public staffing demo yet — these are the closest builds in structure and tone. The job board, application flow and client-side hiring pages get built on top of a layout like these.
A staffing site has two jobs that pull in opposite directions: convince a laborer on a phone to apply in under a minute, and convince a project manager you can supply twelve of them by Monday. One page structure cannot do both, so we build both.
Job postings marked up correctly are eligible for Google for Jobs, which sits above the standard results. That is free distribution for every live role you publish, and it is the piece most agency sites never set up.
Candidates apply between jobs, one-handed, on a cracked phone. Resume upload straight from Files or Drive, no account creation, no twelve-field form. Every extra step loses applications you have already paid to attract.
Clients don't want the job board. They want sector desks, compliance, how fast you can supply and what the terms are. A dedicated employer route with its own pages and inquiry form stops the two audiences canceling each other out.
ASA membership, E-Verify and I-9 checks, OSHA 10 and 30 verification, trade certifications, W-2 vs 1099 classification, prevailing-wage and union experience, and workers' comp coverage. Contractors get audited on their labor supply, so the agency that publishes this is the easier hire.
Every feature either brings applications in, gets the opening indexed, or shortens the path from a client's staffing problem to a call with the right desk.
Roles publish with title, location, pay rate, employment type, start date and duration, marked up with JobPosting structured data so each one is eligible for Google for Jobs — and expires automatically when the role closes.
Name, number, role, resume — the file picker opens straight into the phone. No account, no cover letter, no dead-end confirmation page. Applications land in your ATS or inbox with the job reference attached.
For trades not chasing a specific posting: trade, certifications held (OSHA 10 and 30, NCCER, journeyman license, forklift, CDL), ZIP codes they will travel to and availability date. It builds the database that lets you answer a client the same day.
Sector desks — heavy civil, concrete, mechanical and electrical, tenant improvement, superintendents, skilled labor — plus supply speed, compliance, terms and a staffing inquiry form. Written for the person who needs eight laborers, not for the laborer.
Pages for the trades and metros you actually recruit for, so searches like concrete laborer jobs in your metro reach your board instead of the national aggregators sitting above you.
Feeds into and out of the boards and CRMs you already use, so a role is entered once and the site stays the canonical version of the listing rather than the stale one.
The questions construction recruitments ask before they hit the “get a price” button.
A construction staffing website from ConstructionWebExperts is $2,000, fixed price, including the job board and application flow, or $3,000 with branding. Freelancers charge $75–$150/hour and agencies want $10,000–$40,000 per project over 8–12 weeks. Hosting and SSL are included for the first year.
Yes. Every opening publishes with JobPosting structured data — title, location, hourly or salary rate, employment type, posting and expiration dates — which makes it eligible for the Google for Jobs panel above the standard results. Expired roles drop out automatically so the listing stays valid.
Seven days from kickoff to live. ConstructionWebExperts starts from a proven layout, wires the job board and application flow to your ATS or inbox, adds your sector desks and compliance pages, and ships it.
Yes. The main staffing CRMs and boards all accept feeds, so we wire the site to whatever you already run. A role is entered once, syndicated out, and the site remains the canonical listing candidates land on.
Four fields and a file picker. The resume comes straight from Files, Drive or iCloud, there is no account to create, and the application posts with the job reference so the recruiter knows what it relates to. Anything longer loses applications you have already paid for.
Yes. Candidates and hiring managers want opposite things, and a single homepage trying to serve both converts neither. The client route gets its own navigation, its own sector pages, its own proof and its own inquiry form.
ASA membership, E-Verify and I-9 checking, OSHA 10 and 30 and NCCER certification verification, W-2 vs 1099 classification, prevailing-wage and union capability, workers' comp and general liability coverage, and your position on candidate data privacy. Contractors audit their labor supply, so publishing it removes a step from the hire.
Yes. Job schema, sector and location pages, Google Business Profile setup, and the technical housekeeping that keeps expired openings from rotting into 404s — which is usually what decides whether a staffing site can compete with the national aggregators.
Same approach, tuned to each trade — pick yours and see a landing page built just for it.
Fixed price. Live in seven days. Built for both sides of the desk — candidates who apply in a minute and clients who need crews on Monday.
