RecruiterWEB vs Sourceflow

Sourceflow
Enterprise

Best ROI

Easy-to-use recruitment website

Unlimited jobs, candidates & pages

Integrated with Google for Jobs

Standard

Standard

Standard

Even

Not listed

200+ accross
Go/Pro/Enterprise

£149 to £599+ VAT
pr month

No published prices*

 2 YEARS

2021

Not listed

Not listed

Not listed

Feature

Bespoke design: your own website pages in site admin

Design Studio: build bespoke pages yourself, the same day

Your marketing team shouldn't have to raise a ticket to launch a landing page.

On most recruitment platforms, a new page means a queue. Your marketer wants a landing page for a new sector, a campaign, a salary guide — so they raise a request, wait for a developer, and the page arrives a fortnight later. By then the campaign has moved on. Worse, bespoke pages are usually rationed: five on one tier, ten on another, more only as a paid add-on. So agencies count pages before they build them, and most pages never get built at all.

Design Studio removes both problems. Anyone on your team can build a fully bespoke page in the site admin — no code, no developer, no ticket, no charge. A client pitch on Tuesday can have its own landing page live on Wednesday.

And because pages cost you nothing, you stop rationing them. Sector pages, location pages, salary guides, campaign microsites — the long-tail estate that wins rankings and gets you surfaced in AI search is only realistic when your team can build pages freely, in-house, at speed. That is the difference between a website that sits still and one that grows every week.

Unlimited bespoke pages. Built by your team. Live the same day. Included in every plan.

Candidate Adverts: market your best people without exposing them

Every recruiter has candidates worth selling. Very few have anywhere to sell them.

Your consultants know exactly who their strongest available people are. The usual options are a LinkedIn post that disappears in a day, or an email that dies in one inbox. Neither is searchable, neither is shareable, and neither gives a hiring manager anything to circulate internally when they say "let me run this past the team."

Candidate Adverts give every one of those people a proper page on your site — skills, experience, availability, sector — with their identity protected. No name, no current employer, nothing that lets a client go around you. Just enough for a hiring manager to recognise someone they want to meet.

Clients can be sent a single advert directly, or browse your full talent pool and search it themselves. Each advert is its own shareable page: email it to a decision maker, post it on LinkedIn, drop it into a client's Slack. It stays live and findable long after a social post would have vanished.

The commercial shift is that your site stops being purely a place candidates come to find jobs. It becomes a place clients come to find people — which is where your margin is.

Unlimited candidate adverts. Anonymity protected. Searchable, shareable, and included in every plan.

Salary Survey: the question everyone searches for, answered on your site

"What should I be paid?" and "what should I be paying?" are among the most-searched questions in recruitment — in Google, and increasingly in AI assistants.

Most agencies answer them with a PDF. Gated behind a form, out of date within a quarter, and useless to the person who wanted a number thirty seconds ago.

Your Salary Survey gives them the answer on screen, instantly. A candidate picks their role, sector and location and sees what the market pays. A hiring manager does the same and finds out what they need to offer. No download, no waiting, no sales call before they get value.

Then it keeps working. Anyone who wants it can opt in to quarterly updates by email — so you're back in front of them every three months with something they actually want, while your competitors are hoping their newsletter gets opened.

That matters most for the people you can't otherwise reach. Passive candidates don't browse job boards, but they do check their worth. Employers benchmarking a hire aren't ready to brief an agency yet, but they will be. The Salary Survey brings both onto your site while they're still forming an opinion about who to work with — and gives them a reason to come back.

It's also one of the highest-intent pieces of content you can own. Salary questions are exactly what search engines and AI assistants are trying to find good answers to, and a live, structured, regularly updated tool is worth considerably more to them than a static page.

Live on-screen results. Quarterly email updates. Candidates and employers both. Included in every plan.

Jobs Map: built for how people actually search now

Nobody types "recruitment agency Manchester" any more. They ask "who's hiring mechanical engineers in Manchester right now?" — and they ask it in ChatGPT as often as Google.

Traditional job listings can't answer that. A single vacancy page is a data record, not an answer, and it exists only as long as the role is open. So agencies rank for their own brand name and almost nothing else, while the questions their candidates are actually asking get answered by job boards.

Jobs Map turns your live vacancy data into pages that do answer them. Every role, sector and location combination becomes a page written the way people ask — conversational, specific, and structured so search engines and AI assistants can read it, trust it, and cite it.

That's the part most platforms miss. AI assistants don't return links, they return answers, and they build those answers from sources that demonstrate real expertise and first-hand knowledge. An agency with live roles, current salaries and genuine market coverage in a location has exactly the authority those systems are looking for. Jobs Map makes that authority legible to them.

The result is long-tail reach you couldn't buy. Hundreds of specific, high-intent queries — role plus location, skill plus sector, seniority plus region — each landing on a page that answers the question and shows the jobs. These are people searching for precisely what you recruit, arriving on your site instead of a job board.

Every role and location, automatically. Built for AI citation and long-tail search. Included in every plan.

40 Page Types: we found out which pages AI actually cites

Most agencies guess at content. We ran the study.

Between January and June 2026, we analysed 12,000 recruitment websites and tested 1,000 AI prompts, the real questions candidates and hiring managers put to ChatGPT, Perplexity and Google before they ever contact an agency. Then we tracked which pages got cited in the answers.

The result is a definitive list of 40 page types that AI reliably draws on. Not 40 pages of filler, but 40 formats that earn citations, chosen because the questions behind them lead somewhere commercial. A hiring manager asking what a role should pay, whether to use a retained search, how long a hire takes in their sector: those are people about to spend money, and the source that answers them is the one they contact.

That last part is what makes this different from generic content advice. Plenty of pages attract traffic. We looked specifically for the ones that attract fees.

And because AI citation behaviour changes fast, this isn't a one-off. We've built an in-house tool that re-runs the tests every 90 days, and the sample grows with each run. The original study covered 12,000 sites. Our July 2026 run covered 26,000. When what AI cites changes, your platform changes with it.

Every one of the 40 types is built into your platform, ready to populate. You're not commissioning a content strategy or briefing an agency on GEO; you're working through a list that's already been tested against the questions your market is asking.

40 page types. 1,000 AI prompts tested. Re-tested every 90 days across 26,000 recruitment websites. Included in every plan.

Last run: 31st July 2026.

The 31-Point Plan: every page built the way AI expects

Knowing which pages to build is half the job. The other half is building each one properly.

The same tool that identifies the 40 page types also assesses individual pages against 31 factors that determine whether AI systems will read, trust and cite them — structure, evidence, specificity, freshness, the signals that separate a page worth quoting from one that gets skipped.

You get a plan per page. Not generic best practice, but what that page is missing and what to do about it. Work through the points, and the page moves from invisible to citable.

It closes the gap that catches most agencies out. They publish the right content and it still doesn't surface, because nobody told them the format was wrong. This tells them.

And like the page-type study, it's re-tested every 90 days. As models change what they reward, the 31 points change with them.

A per-page plan for every page you publish. Re-tested every 90 days. Included in every plan.