Ceus Solutions

Recruitment agency website design in Singapore

Publish job listings, accept CVs with recorded consent and collect hiring requirements from employers.

A typical workflow

  1. Candidate applies to a listed role
  2. Consent choices saved with the CV
  3. Candidate record created in your ATS
  4. Consultant reviews and contacts the candidate

What this sector needs

  • Candidates and employers take separate paths. Candidates search and apply for roles; employers submit a hiring brief with the role, headcount, salary range and start date, which goes to the consultant for that sector.

  • The application form says what the CV will be used for. Applying for one role and keeping the CV for future roles are separate choices, and each choice is saved with its date next to the CV.

    Source: PDPC: Data protection obligations

  • Each CV gets a review date that follows your retention policy, including the records MOM's licence conditions require you to keep. When a candidate withdraws consent, the record is flagged so your team checks what must still be kept before deleting the rest.

    Source: PDPC: Data protection obligations

  • Candidate sign-in and identity checks use email or a one-time code sent to a mobile number, and the website's forms don't ask for NRIC numbers. PDPC has asked organisations to stop using NRIC numbers for authentication by 31 December 2026.

    Source: PDPC: Enforcement against misuse of NRIC numbers

  • Job listings come from your ATS, so a role closes on the website when it closes there, and each application creates a candidate record against the right job. This depends on your ATS plan including API access.

  • MOM's licence conditions require the agency's name and licence number on its website and job adverts, and the registration number of any personnel an advert names, so the footer and every job ad template show them. You supply those details and keep them current.

Which existing tools can it connect to?
  • Your ATS, for example Bullhorn, JobAdder or Manatal
  • Private file storage for CVs
  • Email or WhatsApp alerts to consultants
  • Employer contacts in your CRM or Google Sheets
What needs a separate scope?

Two-way ATS sync, candidate accounts, a shortlist view for employers and job boards for more than one country need more requirements and review.

Can we keep a candidate's CV for other roles?

Only for the purposes the candidate agreed to. The form can offer a separate option to keep the CV for future roles, and the record shows which option they chose and when.

Do we still need our ATS?

In most cases, yes. The website is where candidates and employers start, and your ATS stays where consultants work. We connect the two where your ATS allows it, or send applications to an inbox if it doesn't.

Do candidates need an account to apply?

No. A first release usually accepts applications without an account. Accounts are worth adding later if candidates need to follow several applications or update their own CV.

Start with the problem.

No brief or technical diagnosis required.

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