Your careers page and applicant tracking system must work together; otherwise, your HR team will have to maintain everything twice. We integrate systems like SAP SuccessFactors or Onlyfy with your website via an API. Open positions automatically appear on the careers page as soon as they’re created in the system. Applications go directly into your applicant tracking system, bypassing a mail inbox. We also pull filters, location assignments, and categories directly from your system data. We build the integration to ensure it remains maintainable: clear documentation, error handling, and an architecture that can accommodate updates to the third-party system. Which system you use is secondary. If an API exists, we’ll find a way. And if you switch systems later, your website will remain unaffected. That’s why a career page agency must also understand your applicant tracking system.

Career pages have their own search channel: Google for Jobs. To ensure your job postings appear there, we mark up each job listing with structured data using the JobPosting schema. On top of that, we cover the basics of SEO: fast loading times, clean URL structures, and job titles that match what people actually search for. No one will find a job listing for a “visual communication specialist,” but they will find one for a “graphic designer.” That’s why we also advise you on how to name your job openings. AI search systems are also increasingly extracting job information from clearly structured pages. We therefore structure the content of your careers page so that search engines and AI systems can read it unambiguously. For anything that goes beyond this foundation, we collaborate with our SEO team.

A career page is only as compelling as what it shows. That’s why our projects also include content: texts about teams and work processes, photos that don’t look like stock images, and benefits that are specifically listed. Everyone promises flat hierarchies. It gets interesting when you show how decisions are actually made at your company. We develop this content together with your team, based on your employer branding. If you don’t have one yet, we’ll help lay the groundwork. Formats like employee interviews or short team videos can also be incorporated. The key is that everything together paints an honest picture. We only promise what everyday work actually entails.

Most career sites lose applicants in the final stretch: forms that are too long, pointless required fields, and no mobile upload option for resumes. We design the application process to be as short as possible. The first step rarely requires more than a name, contact information, and a resume. This is especially crucial for mobile users when it comes to completion rates, since many applications are submitted in the evening from the couch, not at a desk. That’s why we test every application process on all device types. Where appropriate, we add convenience features such as uploads from cloud services or the option to apply without a cover letter. Conversion optimization allows us to further improve the process after launch: measure, test, and adjust. Every required field we remove means one more application.

Applicant data is particularly sensitive. That’s why every career site needs a robust data protection strategy: encrypted transmission, clear retention periods, and consent forms that are written in plain language. When integrating with ATS systems, we verify where the data is stored and who has access to it. Accessibility is also a key consideration. The Accessibility Enhancement Act has been in effect since June 2025, and application processes in particular must be accessible to everyone. That’s why we develop career sites as accessible websites in accordance with WCAG guidelines: keyboard navigation, sufficient contrast, forms with clear error messages, and a structure that screen readers can read aloud. This isn’t an extra burden—it’s part of a professional online presence. An application can fail for many reasons, but not because of technical issues.