Can we have a real job board on our own site?

Yes — a filterable, shareable, search-visible board is a recruiting firm's best candidate-acquisition asset, with roles posted once and distributed. See Nabee for recruiters.

Can we automate screening and interview scheduling?

Yes — pre-screening at application plus self-serve, multi-party interview scheduling removes the email chains. See automation for recruiters.

WHO WE WORK WITH

Websites, apps & automation for recruiting firms

Updated August 2026 · Nabee Studio

Nabee Studio builds custom websites, platforms, and automation for recruiting firms — from $4,500 one-time or $499/mo for 24 months with maintenance and hosting included. One partner replaces the stack of vendors, template subscriptions, and manual work, so working with us saves money, time, or both.

Recruiting is a two-sided business: you're selling to employers and matching candidates, and both judge you online before they engage. Most recruiting-firm sites are generic — a stock photo of a handshake, a list of "sectors," and one contact form that serves candidates and clients alike — which fails both audiences and buries the live jobs that actually attract applicants.

The daily grind shows it: job posts copied across boards by hand, applications landing in an inbox with no structure, and the same screening questions asked over and over before a recruiter ever gets to a real conversation.

Where recruiting firms lose time and money online

Candidates and employers share one confused funnel

A jobseeker and a hiring manager want completely different things, but most sites give them one contact form. Separate, purpose-built paths — a job board and application flow for candidates, an engagement inquiry for employers — serve each properly.

Live roles aren't searchable or shareable

Open roles are what pull candidates in, yet many firm sites hide them or list them as flat text. A real, filterable job board that's easy to share and shows in search is the firm's best candidate-acquisition asset.

Applications arrive as unstructured email attachments

Résumés in an inbox with no consistent data can't be filtered or tracked. A structured application flow captures the fields you screen on and feeds an applicant pipeline instead of a pile of PDFs.

Screening repeats the same questions endlessly

Availability, salary expectation, work authorization, location — asked on every first call. Capturing these at application, plus automated screening questions, means recruiters spend calls on judgment, not data entry.

What manual work does a custom build remove?

The typical recruiting firm runs on manual touchpoints like these:

Copying job posts across the firm's site and external boards by hand
Sorting candidate and employer inquiries out of one shared inbox
Collecting applications as unstructured résumé attachments in email
Asking the same screening questions on every first call
Tracking candidates and pipeline stages in spreadsheets
Scheduling interviews through email back-and-forth with both sides

Each of those is hours a week that a custom build turns into software:

Filterable job board — A searchable, shareable board that shows in search and pulls candidates in, with each role easy to post once and distribute.
Structured application flow — An application that captures the exact fields you screen on and feeds an applicant pipeline instead of a pile of email attachments.
Automated pre-screening — Availability, salary, authorization, and location captured at application, so recruiters spend calls on judgment rather than data collection.
Interview scheduling — Self-serve scheduling that coordinates candidate and interviewer availability without the email back-and-forth, with reminders built in.

Integrations that matter for recruiting firms

Applicant tracking system (ATS) · Job-board distribution / feeds · Calendar & interview scheduling · CRM for client relationships · Résumé parsing / document handling · Email + SMS candidate comms — built in, not bolted on with extra subscriptions.

What does it cost?

One scoping pass, one fixed number — no hourly billing. Firms running a real job board, applicant pipeline, and candidate/employer logins benefit from a platform; a smaller desk can start with a website plus a lightweight job board.

Website — from $4,500 one-time (standard from $7,500), or $499/mo for 24 months with the Maintenance Plan and hosting included.
Platform — from $16,000 one-time, or $1,399/mo for 24 months with Website Update + Maintenance included.

The monthly plan totals somewhat more than paying up front — that's the honest trade for spreading the cost and having us operate everything for two years. Details in the payment plan guide and on the pricing page.

Start a project — describe your recruiting firm and get a fixed quote after one scoping pass.

Common questions

Can we have a real job board on our own site?: Yes — a filterable, shareable, search-visible board is a recruiting firm's best candidate-acquisition asset, with roles posted once and distributed. See Nabee for recruiters.
How do we stop candidates and employers sharing one inbox?: Purpose-built paths — a job board and application flow for candidates, an engagement inquiry for employers — serve each audience properly instead of a generic form.
Can applications feed a pipeline instead of piling up as PDFs?: Yes — a structured application captures the fields you screen on and feeds an applicant pipeline, integrated with your ATS. That's the platform tier.
Can we automate screening and interview scheduling?: Yes — pre-screening at application plus self-serve, multi-party interview scheduling removes the email chains. See automation for recruiters.