It works on every role, forever
You pay once to build it. It then does its job on every vacancy you post from that day on — this year's hires and the ones three years from now.
Career sites · Employer branding
Careers sites that show what you are really like.
Candidates decide long before they speak to you.
We are living in the information age. A candidate can learn more about you in ninety seconds on a phone than you will tell them in a first interview — and most employers have almost nothing there for them to find. A branded careers site of your own, on your own .ie domain, built by us from €1,200 and live in a week.
Book a career site consultation — soonest slot See the five examples
- Your culture, your people, your process and your backstory — in your voice, not a job board's
- Built to be found by Google AND cited by AI assistants — most careers sites are neither
- Your vacancies update themselves from the adverts we already run for you
A career site in one line: a branded site of your own where candidates land when they look you up — your vacancies, your people, your process — built by us from €1,200 and kept current automatically from the adverts we already run for you.
Why this matters
Candidates can find out anything about you. Most employers give them nothing to find.
Before a good candidate applies to you they will read your website, your reviews, your LinkedIn and whatever anyone else has written about working for you. They will do it on a phone, in about ninety seconds, usually straight from the advert. That research happens whether you have prepared for it or not.
What they are looking for is not your product. They want to know what it is actually like to work there — the culture, who they would sit with, how decisions get made, what the recruitment process involves and how long it takes, where the business came from and where it is going. That is your employer brand, and it is what they are piecing together out of whatever you happen to have left lying around.
Most employers have left very little. The careers page is a link to a job board, the About page was written for customers, and everything else is guesswork. So the candidate runs the same search on your competitor, finds a company that has actually answered those questions, and applies there instead. Nobody ever tells you that happened. The loss is invisible, which is exactly why it goes unfixed for years.
We will put this plainly, because it is the honest reason we started building these: the majority of the employers we work with do not project their brand properly. They are genuinely good companies to work for and there is nowhere on the internet that says so.
It answers what an advert never can
An advert has room for the job. It has no room for the culture, the people, the process or the backstory — the four things a candidate is actually weighing up before they apply.
It is yours, not rented
Job boards take your listing down when the advert expires. A careers site keeps the audience you built — including the people who were not ready to move yet.
What they are actually trying to find out
Six questions a candidate answers about you before they apply
They will answer every one of these with or without you. A careers site is simply where you get to answer them yourself, in your own words, on a page you control.
What is it actually like here?
Not the values page — the day. How the work arrives, what a good week looks like, what a bad one looks like. Candidates trust specifics and quietly discount adjectives.
What is the culture, honestly?
How decisions get made, how mistakes are handled, whether people go home on time, and what you are not good at yet. The employers who publish the unflattering part get believed about the rest.
What happens if I apply?
How many stages, who they meet, what gets asked and when they will hear back. Not knowing is the cheapest reason in hiring for a good candidate to stop halfway.
Where did this company come from?
The backstory. Who started it and why, what it was like when it was six people, what it is trying to become. People join a direction, not a vacancy.
Are there people like me here?
Real employees, named, in their own words — not stock photography. A candidate is trying to picture themselves in the room, and they cannot do it from a photograph of a handshake.
What is it worth, and what comes next?
Pay, progression, who they would report to and what the first six months look like. The questions that decide whether somebody applies or closes the tab.
The size of the problem
Attracting people is the hard part in Ireland now, and it keeps getting harder
These are not our figures. They come from ManpowerGroup's annual Talent Shortage survey of Irish employers.
of Irish employers, across every sector and size, find the current talent market challenging.
said the same the year before — reported at the time as a record high. It went up, not down.
Source: ManpowerGroup Talent Shortage Report, Ireland 2025, checked 2026-09-08 · prior year: ManpowerGroup Talent Shortage Report, Ireland 2024.
Neither of those is solved by spending more on advertising. They are solved further up, by being a company a good candidate has already decided they want to work for by the time they see the advert — and by being honest enough about the job that the person who accepts it is still there in three months.
See them working
Five careers sites you can open right now
These are demonstration builds. They are here so you can click into a finished site instead of looking at a screenshot. Each one is built around a different idea about what candidates need, because a care group and a groundworks contractor do not have the same problem.
Ashcombe Care Group
Care — 9 homes, North West
Employee storytelling, filtered by home
A nine-site care group where the whole site is built on people talking about their own jobs — including the hard parts. Roles filter by home, department and hours, because in care the question is always "is there one near me, on the shifts I can do".
Closest fit: Multi-site employers, care, hospitality, retail groups
Open the site Built as Professional
Brayfield Group
Civils and groundworks — North and Midlands
Mobile-first, rates published, apply in thirty seconds
Built for someone standing on a site with muddy hands and one bar of signal. Day rates on every role, tickets shown as chips, and an application that takes half a minute and does not ask for a CV.
Closest fit: Construction, trades, logistics, manufacturing, engineering
Open the site Built as Professional
Halloway & Finch
Accountancy and advisory — three offices
The hiring process published in full, with real durations
A firm that tells you exactly how long its process takes, publishes the interview questions in advance, and states what "going well" looks like at three, six and twelve months in every role.
Closest fit: Professional services, finance, legal, technical and graduate hiring
Open the site Built as Signature
Nyra
Software scale-up — UK and Ireland
Salary bands on every role, and a culture document that says who it is not for
Pay bands published on every single role with the banding logic explained, and a culture document with a genuinely unflattering section in it. The argument is that honesty is the strongest filter you have.
Closest fit: Technology, high-growth, remote-first, competitive talent markets
Open the site Built as Signature
Larkfield
Property technology — Manchester
Clean, conventional, quick to build
The straightforward version: strong employer brand, a clear vacancy list, department navigation and job alerts. This is what a well-executed standard careers site looks like, and for most employers it is enough.
Closest fit: Office-based employers hiring steadily across a few teams
Open the site Built as Essential
Every company shown above is invented, and each site says so on the page. They are demonstrations of what we build, not client work.
Pricing
Three tiers. One build fee, one monthly.
The build fee and the monthly are shown and invoiced separately, never rolled into one number. Quoted and set up over the phone.
Prices in euro. Talent Finder is a UK-registered supplier, so no VAT is added to your payment — VAT-registered Irish businesses account for Irish VAT under the reverse-charge mechanism. Your accountant will recognise this as standard for cross-border B2B services.
Essential
One strong page that does the job
€1,200
then €59 a month for hosting and updates
Live in about 5 working days
You hire a handful of people a year and want somewhere proper to send them.
- A single-page careers site on your own .ie domain or a subdomain of it
- Your live vacancies listed, each with its own detail view
- Applications routed into whatever you use today
- Written with you — your voice, not filler copy
- Mobile-first build, fast on a phone on mobile data
- Accessible to WCAG AA — contrast, keyboard, screen readers
Most popular
Professional
A real site, several pages, filtered vacancies
€2,350
then €119 a month for hosting and updates
Live in about 10 working days
You hire regularly, across more than one team, site or location.
- Everything in Essential
- Multi-page site: home, vacancies, a page per role, how we hire, about us
- Filtering by location, department, hours or whatever your candidates actually sort on
- Employee stories and culture sections, interviewed and written by us
- Structured data on every vacancy so Google can index the role itself
- Job alert sign-up, so the people who are not ready yet are not lost
Signature
Designed for you from scratch
€4,750
then €179 a month for hosting and updates
Live in about 15 to 20 working days
Hiring is a competitive problem for you and the site has to win on its own.
- Everything in Professional
- Bespoke design to your brand — not a template with your colours dropped in
- Video and photography direction, and the shot list to give your photographer
- Multi-brand or multi-site navigation where you need it
- Application analytics: which roles get read, and where people stop
- A content review with your team every quarter, included
The monthly covers hosting, the SSL certificate, keeping your vacancies in step, security updates and content edits when you ask for them. No minimum term — a month's notice ends it, and you keep the site files.
The part nobody else can do
Your vacancies keep themselves up to date
The reason most careers sites go stale is that keeping them current is somebody's unpaid job. A role gets filled, nobody takes it down, and three months later the site is advertising a vacancy that closed in the spring.
If we advertise your roles, that problem does not exist here. Your careers site reads the same adverts we post on your behalf, so posting a role puts it on your site, and filling it takes it off. Nobody has to remember.
If you advertise elsewhere or in-house, we set the site up so your team can add and close a role in a couple of minutes without needing us — and we will still do it for you if you would rather ask.
Automatic syncing needs us to be running your advertising, on any of our packages. If we are not, the site works exactly the same — the updates are just made by hand instead.
Found, and cited
Built for search engines and for AI. Most careers sites are built for neither.
There are two ways a candidate finds your vacancy now. The old way is a search engine: they type the job title and a place, and Google decides what to show. The new way is an assistant — they ask ChatGPT, Gemini, Copilot or Perplexity who is hiring, and the assistant answers in a paragraph, naming a handful of employers.
Careers sites are almost never built for either. The common pattern is a page that loads its vacancies from a recruitment system on somebody else's domain: a person sees the jobs, a search engine sees an empty page, and an assistant has nothing it can quote. Optimising for answer engines barely existed before 2024, so very few employers have done any of it — which is exactly why doing it now is worth something.
This is where employer branding and answer engines meet. Candidates now ask an assistant what a company is like to work for, not just who is hiring — and an assistant can only answer that from facts it can actually read somewhere. If the only public statement of what you are like to work for is a values paragraph on a page a crawler cannot parse, the assistant describes your competitor instead, and does it confidently.
We build both sides in from the start, and we do it on our own sites first: we track how often the four major assistants name us, every week, against a fixed set of employer questions. It is the same work, on your careers site.
Every vacancy is a real page
Server-rendered at its own URL with JobPosting structured data, so Google and Bing can index the role itself rather than a wrapper around it. No JavaScript widget standing between a search engine and your jobs.
Written so an assistant can quote it
Direct answers near the top, real figures, real quotes from your own people. The published research on generative-engine optimisation finds cited sources, statistics and quotations measurably raise how often a page gets used in an AI answer — so the pages carry those, not adjectives.
One consistent company identity
Organisation schema, your registered company details, and the same name, address and phone as everywhere else you appear. An assistant can only name you confidently if the facts about you reconcile.
Submitted, then measured
Sitemaps, robots and IndexNow set up on day one so new vacancies are found in hours rather than weeks — and we can tell you where you actually stand rather than assuring you it is working.
On the call we will check what a search engine and an AI assistant can each see of you today — your careers page and your main website, not just the part you are asking about. The check is free and the findings are yours whether or not you buy anything.
Beyond the careers site
The careers site is usually where this starts, not where it ends
Where it makes sense we will build the main company website as well, to the same standard and on the same footing — the site your customers see and the site your candidates see, built by one team so they agree with each other.
There is a practical reason it tends to happen in that order. A careers site is a contained piece of work: you can see the whole of it, judge it, and find out how we actually work, without putting your main site through a rebuild to find out. If we get it right, you already know exactly what you would be buying next.
The point of building both is capture. An apply button only catches the people ready to move today. A site built properly also collects the ones who are not: a talent pool they can register for, alerts for the role they actually want, and a route for a speculative application from someone who likes the look of you but cannot see their job listed yet.
Everything captured lands in the process you already use, with consent recorded against each person, so the list you build is one you can lawfully use next year.
Bespoke main-website work is scoped and priced on the call — the range is too wide to put a number on here honestly. And if you already know the main site is the real job, say so when you book and we will look at both from the start.
How it works
From a phone call to a live site
A call, then a short brief
Half an hour on the phone about who you hire, what they ask you, and what you keep having to explain in interviews. That conversation is most of the content.
We write it and design it
You see a full working site at a private address — not a slide, not a mockup. Two rounds of changes are included on every tier.
It goes live on your domain
Usually careers.yourcompany.ie. We handle the DNS record with whoever hosts your site, the certificate and the search-engine setup.
It stays current
Vacancies keep themselves in step. You get the monthly for hosting and edits, and we check the site over with you every quarter on Signature.
Questions
What employers ask us
What is employer branding?
Employer branding is what a candidate believes about working for you before they have spoken to anybody. It is assembled from your website, your reviews, your people's LinkedIn profiles, your job adverts and anything else published about you. Every employer already has one — the only question is whether you wrote it. A careers site is the practical version: one place you control that answers what it is like to work there, what the culture is, how the hiring process runs and where the company came from.
Does employer branding actually affect who applies?
It affects who applies and who accepts. ManpowerGroup's Talent Shortage survey found 83% of Irish employers, across every sector and size, find the current talent market challenging — up from 81% the year before, which was reported at the time as a record high. When several employers are chasing the same person, the one who has answered their questions has an advantage the others do not. It also affects who stays: somebody who accepts a job they never accurately pictured is the person who leaves in the first few months, and you pay for that hire twice.
We are a small company. Is this not just for big brands?
It is the opposite way round. A well-known employer already has an employer brand whether they maintain one or not — a candidate has heard of them, and there are hundreds of reviews. A twenty-person company is a blank to the candidate, so whatever you publish is close to the whole picture they have. That is the cheapest position to improve from, and it is why a small employer usually sees the difference faster than a large one.
What should a careers page actually contain?
Six things, because they are the six a candidate is trying to work out: what the day is actually like, what the culture honestly is, what happens if they apply and how long it takes, where the company came from, whether there are people like them there, and what the job is worth with what comes after it. Most careers pages contain a list of vacancies and a paragraph about values, which answers none of them.
Do I need to change my website?
No. A careers site normally sits on a subdomain — careers.yourcompany.ie — which means it is a separate site that looks like part of yours. Your existing site is not touched, and your developer or agency is not involved beyond adding one DNS record. If you would rather it lived at yourcompany.ie/careers we can usually do that instead, and we will tell you on the call whether your setup allows it.
What happens to applications?
They go wherever they go today. If we run your recruitment, they come to us. If you use an ATS, we point the site at it. If applications currently arrive in a mailbox, they carry on arriving in that mailbox. We do not put a new system between you and your candidates, and we never build a form that quietly collects applications nobody is reading.
Who writes the content?
We do, from the call and from interviews with two or three of your people. You review and change anything you want before it goes live. Employers who try to write it themselves almost always end up with the values page they already have, which is the thing candidates skip.
Do I own it?
Yes. You own the site, the copy, the design and the domain. If you stop the monthly, we hand over the files and you can host them anywhere — they are ordinary web pages, not something locked to us.
Is the monthly compulsory?
It is how the site stays hosted, secured and current, so in practice yes while the site is live. There is no minimum term and no notice period beyond a month. If you would rather host it yourself from day one, say so on the call and we will price it that way.
What if I only hire two or three people a year?
Then Essential is almost certainly the right tier, and it may still be worth it — the site works on every role you post from now on, not just this year's. If we think you would not earn it back, we will say so on the call rather than sell you one.
Can I see one for my industry?
The five sites on this page cover care, construction, professional services, technology and a general office employer. If yours is not among them, ask on the call — we will walk you through the closest one and talk through what would change for you. We will also look at what you have now and tell you what a search engine and an AI assistant can each currently see of it.
How do I start?
Book a career site consultation — it is a dedicated fifteen-minute call for this, not a general enquiry, so whoever picks it up already has the examples open. Career sites are quoted and set up over the phone; there is no checkout on this product, because the price depends on how many roles and locations you are dealing with and we would rather get that right first.
What is the difference between SEO and this AI thing?
SEO is being found by a search engine: someone types a job title, Google ranks pages, one of them is yours. The newer half is being named by an assistant — a candidate asks ChatGPT or Gemini who is hiring in their field, and it answers in a paragraph naming a few employers. The two overlap, because most assistants retrieve from a search index before they answer, but they are not the same job: an assistant needs facts it can quote and an identity it can reconcile, not just a well-ranked page. We build for both, and we can show you where you stand on each today.
We need a whole new website, not just a careers site. Can you do that?
Yes, and for some employers that is the better place to start — if the main site is the thing letting you down, fixing the careers page around it does not help much. Say so when you book and we will scope both on the same call. Most employers still start with the careers site, because it is contained: you get to see the whole of it and judge how we work before committing to a rebuild of the site your customers use.
Book a call and we will show you yours
Fifteen minutes, and we will open the closest of these five to your business and talk through what would change. We will also tell you what a search engine and an AI assistant can each see of your careers page and your main site today. If a careers site is not the right spend for you this year, we will tell you that on the call.
Book a career site consultation — soonest slot Call (01) 575 5347