Job portal and recruitment platform development.
We build the platforms recruitment businesses run on: job boards, verified candidate marketplaces and the hiring side of consultancies. Candidates get profiles and CV tools, employers get search and a clear way to pay, and your team gets the approval queues and reports that keep the listings trustworthy.
- CCandidate profile submittedAdded to the verification queue
- PProfile approvedNow visible to employers
- EEmployer bought creditsPayment confirmed, balance updated
- CContact details unlockedOne credit spent, candidate notified
A job portal: what it is
A job portal is a website or app where employers and candidates find each other, through job listings that candidates apply to, searchable candidate profiles, or both.
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What a recruitment platform from Moweb does.
A common starting point: you already place people, or you have spotted a hiring market the large job boards serve badly, and you want a platform of your own. It has to give candidates a reason to register, give employers a reason to pay, and stop fake listings and stale profiles from wearing down the trust both sides place in it.
We build the three parts together: what candidates use, what employers use, and the back office your own team works in every day. Before any screens are designed we settle the commercial model with you, because charging per job post, by subscription or by credits changes the data model, the search and the admin tools. Then we build it in releases you can open and try.
Two published projects sit behind this page. Restart Talent is a UK recruitment marketplace that turns the job board around: employers browse candidate profiles that an administrator has already verified, spend credits to unlock contact details and hire directly, with no vacancies posted and no applications to sift. Empower is an African human capital specialist with offices in Dar es Salaam, Nairobi and Addis Ababa; for Empower we built a jobs platform connecting candidates with employers, CV building tools, and the online side of its training, consulting and community programmes.
The hard parts of a hiring platform, and how we handle them.
Listing jobs and collecting CVs is the easy half. A recruitment platform lives or dies on whether both sides trust what they find, and on whether the money side adds up.
Trust has to be built into the product
Fake employers, copied job adverts and abandoned profiles drive real users away. We build verification in as a working step, not an afterthought: approval queues for candidates and employers, clear statuses, reasons recorded for every rejection, and nothing shown publicly until your team has passed it.
Search that finds the right people
An employer who searches and gets noise will not come back. Profiles and jobs are stored as structured data, such as skills, experience, location, availability and right to work, rather than as free text alone, so filters are exact and results can be ranked by fit and by how recently a candidate was active.
A payment model that matches how you earn
Job post fees, subscriptions and pay-to-contact credits each need different rules. We keep every credit and payment in a ledger, so a balance can always be explained, a credit cannot be spent twice, and refunds, free trial credits and invoices follow the same record.
CVs are personal data
A CV holds a person's address, history and sometimes identity documents. We limit who can see what at each stage, record consent, log access to contact details, and build the export and deletion steps that data protection law in your market expects, so a candidate's request can be met without a developer.
How we build your recruitment platform.
Four steps, each with something you can check before we move on. The scope and price are fixed before the build starts.
Settle the model and the roles
We agree who pays, for what and when, what a candidate and an employer can each see before and after payment, and what your own team must approve. This becomes the written scope.
Design the three journeys
Candidate, employer and admin journeys are designed as clickable screens and walked through with you, so gaps in the process show up before any code depends on them.
Build in usable releases
Registration and verification come first, then search, then payments. Each release runs on a test site with sample candidates and employers that your team can use and comment on.
Launch, measure and adjust
We launch with monitoring and reports on registrations, approvals, searches and purchases, and stay on for the changes real use always brings in the first months, on an agreed scope.
What we build into a job portal.
The parts most recruitment platforms need, grouped by who uses them: candidates, employers and your own team.
Candidate profiles and CV builder
Guided registration that produces a complete, structured profile, with CV building tools so candidates present themselves properly and employers see consistent, comparable information.
Job search and alerts
Search and filters by role, location, salary and contract type, saved searches, and email or app alerts when a matching job is posted, for platforms where candidates apply to vacancies.
Employer accounts and candidate search
Company accounts with several users, job posting or direct candidate search depending on your model, shortlists, notes, and a history of every profile viewed or contacted.
Credits, plans and payments
Online payment for job posts, subscriptions or credit packs, credits spent to unlock contact details, free trial credits on approval, invoices, and a ledger your finance team can reconcile.
Verification and moderation
Queues where your team approves candidates, employers and jobs before they appear, with document checks where you require them, flags for suspicious activity and a record of each decision.
Admin reporting
Registrations, approvals, searches, unlocks and revenue by period, and the funnel from sign-up to hire where you track it, so you can see which side of the marketplace needs attention.
Room for the rest of your services
Pages and tools for training, consulting, events or community programmes alongside recruitment, on the same platform and accounts, when hiring is only one part of what you offer.
Why recruitment businesses work with Moweb.
What you get from us, and what we will tell you before you spend anything.
Two recruitment platforms already delivered
We built Restart Talent, a UK marketplace of admin-verified candidates where employers spend credits to unlock contact details, and the jobs platform and CV tools for Empower, a human capital specialist working across Tanzania, Kenya and Ethiopia.
Certified security and process
Moweb is ISO 27001:2022 certified and CMMI Level 3 appraised. Candidate records and employer accounts are handled under that process, with access limited to the people working on your project.
Fixed scope, owned outcome
We agree the scope, the commercial model and the price before the build. A single team owns delivery through launch, rather than selling you hours.
Honest advice on build versus buy
If ready-made job board software covers what you need, we will say so on the first call. We build when your model, such as verification, credits or several audiences on one platform, does not fit it.
Where a custom recruitment platform fits.
When ready-made job board software is enough.
Hosted job board products and job board plugins for common website platforms cover the standard model well: employers post vacancies, candidates search and apply, and you charge per post or by subscription. If that is your model and you are happy with their templates, use one. It will cost far less than a build, and you can test whether your niche brings in employers before investing more.
A custom platform earns its cost when your model is the thing that sets you apart. Examples are candidates who must be verified before anyone sees them, employers who pay to unlock contact details instead of posting jobs, matching done by your own consultants, several audiences such as candidates, organisations and a community sharing one platform, or operations across countries that do not behave the same way. Ready-made software tends to bend those models back into a standard job board; a build keeps them intact.
Built with the right tools.
Production-grade technology, chosen to fit your stack and constraints.
Questions about Job Portal Development.
What teams ask before they start.
It depends on the commercial model, the number of user roles, how much verification your team does, whether you need mobile apps as well as a website, and any existing data to bring across. A standard post-and-apply board is a smaller project than a verified marketplace with credits. We fix the scope and price after a short discovery call, before any build work starts.
Proof
Work we have shipped.
Build the hiring platform your model actually needs.
Tell us who your candidates and employers are and how you plan to charge. We will tell you whether ready-made software fits, or scope a fixed-price build around your model.