Technical and operational candidates need a clear picture of the work, the site and the opportunity.
We build industrial careers websites for manufacturers and technical B2B companies, connecting employer story, roles, plants, shifts, skills and a straightforward application route without disconnecting recruitment from the wider corporate platform.
Six things an industrial careers website has to answer before a candidate decides to apply.
Standard careers templates lean on generic culture imagery and benefits language. Maintenance technicians, design engineers, production supervisors, quality staff and technical sales assess an industrial employer differently: they look at the work itself, the state of the equipment, the shift pattern, the site and the development path. The website should answer those questions with evidence.
Content that demonstrates the operation credibly, role listings structured for how technical candidates search, an application flow with minimal unnecessary friction, and integration with your applicant tracking system.
We build the site and the application experience end to end, integrated with your applicant tracking system, so completed applications flow into the hiring process your team already runs rather than into an inbox.
For most industrial roles the decision is about a specific site: where it is, what is made there, the shift pattern, the size of the team and how somebody gets to work. Location pages carrying that detail answer more candidate questions than a company-wide culture page, and they are what local search reaches.
A maintenance technician searches for the equipment and the discipline rather than for a job-family label. We structure listings around discipline, specialism, site and shift, and write role content that names the machinery, systems and standards involved, which is also what makes a posting findable.
A large share of applications for technical and plant roles start on a phone, often outside office hours. We keep the path from role to submission short, allow a CV upload from cloud storage, avoid asking for information the CV already contains, and pass the completed application straight into the ATS.
Code Industrial is the industrial B2B practice of Code Barcelona, an agency building corporate websites and digital platforms since 2015. The same strategy, design and engineering team works on every industrial project, from the first scoping session through to life after launch.
What convinces a candidate differs by the expertise you need. An industrial careers website starts with that audience.
What comes up when scoping an industrial careers website.
This covers the website build rather than the positioning behind it. See brand identity for the positioning and messaging the site draws on; the careers website is where that becomes pages, role listings and an application flow candidates use.
Yes, integrating with your applicant tracking system is typically part of the build. See industrial website integrations for how we connect the site so job postings sync automatically and applications route directly into the system your HR team already uses, rather than arriving by email.
As their own pages. Each site carries what is made there, the team structure, the shift patterns, the facilities and how people get to work. For most plant and maintenance roles that detail decides the application, and location pages are also what local job searches reach.
No, we build the site and the application experience candidates go through. Recruitment strategy and hiring decisions, including screening and interviews, sit with your talent acquisition team or recruitment partners; our role ends once a completed application reaches your tracking system.
They can. Listings are marked up with job posting structured data covering title, location, employment type and posting dates, and the postings stay in sync with the ATS so expired roles are removed. See schema markup for industrial websites.
Usually yes, as a clearly structured section of the industrial corporate website rather than a disconnected standalone site. Shared navigation and brand context help candidates understand the company, while a focused careers area gives them a direct route to roles, team information and an application journey.
Where you hire across markets, yes, and the requirement is usually narrower than the corporate site: the role listings, the application flow and the location pages for the sites in that country. Translating everything else rarely changes an application decision.
Less than most briefs assume, provided it is specific. A credible employer story, a page per site, a clear structure of disciplines and well-written role content usually outperform a large volume of general culture material. What matters is that a candidate can picture the job.
A careers site usually sits alongside these other builds.
Roles that stay open too long, or a careers page that reads like every other employer. Tell us who you need to hire and where, and we will explain how we would approach the industrial careers website work.