Branch sites, specialty divisions and hiring campaigns, under one brand
Staffing firms grow by branch and by specialty. A firm that started in light industrial adds healthcare, then IT, then a new metro, and each wants a site that speaks to its candidates and clients. Branch managers know their market better than head office does, but they also write job copy at speed. This page is about giving branches and divisions their own sites without losing the brand or the wording rules.
TL;DR
- Candidates search by job type and town; clients search by specialty. One corporate site rarely serves both well, which is why branch and specialty sites keep appearing.
- In We.Inc each branch, division or campaign can be its own client account under your brand, with switches for what its editors may change.
- Approval before publishing lets a recruiter draft and a compliance reviewer approve, once, before the page goes live.
- Applications, CVs and candidate records stay in your applicant tracking system; the site links to it. Book a demo to map your branches.
The three kinds of staffing site
Most staffing firms end up with some mix of these, whether they planned to or not:
- Branch sites. One per office or metro: local address, branch team, the employers they serve, the shifts that are hiring this week. They win "staffing agency near me" searches the corporate site cannot.
- Specialty or division sites. Healthcare staffing, skilled trades, IT contracting, executive search. Each speaks to a different candidate and a different buyer, and often carries a sub-brand.
- Campaign pages. A warehouse needs 200 seasonal pickers by November; a hospital needs travel nurses for a winter surge. These pages live for weeks, need to go up in a day, and should come down when the campaign ends.
The trouble is usually not building them. It is that nobody can say which ones are still live, who owns each, and whether last year's seasonal page is still collecting applications for jobs that closed.
Mapping branches and divisions to accounts
*Each branch or division as an account. The sites cap stops a branch spinning up a new site for every campaign without asking.*
In We.Inc, every branch or division can be a client account under your brand. Its editors (branch manager, recruiting coordinator, division marketer) sign in on your branded page and edit only their own sites. Head office sees the whole list, with tags such as "branch", "healthcare" or "seasonal-2026" and notes on who owns each.
A sensible starting point:
| Account | Editors | Site limit | Approval |
|---|---|---|---|
| Each branch | Branch manager, one coordinator | 1 to 2 | On for new branches, off once trusted |
| Each specialty division | Division marketing lead | 2 to 3 | On (sub-brand and claims) |
| Campaigns | Central marketing | As needed, tagged with end date | On |
Job-ad wording: draft fast, check once
Recruiters write quickly and under pressure, and job copy is where wording problems happen: phrasing that implies an age or gender preference, pay information that does not match what a state or city requires, or a requirement that has no basis in the role. The rules vary by country, state and city, so the reviewer needs your firm's own checklist.
*Edits from accounts with approval on wait here until a reviewer approves or asks for changes.*
Approval in We.Inc is a single step: the branch presses publish, and the site goes live once head office approves. That suits staffing well. One person with the compliance checklist reviews every new page and campaign before candidates see it, and branches stay free to update everyday details once a site is approved and trusted (switch approval off for that account).
A reviewer card that covers the common problems:
- Does any line describe the person wanted (age, "young", "recent graduate", gender) rather than the work?
- Is pay information present and in the format your jurisdictions require?
- Do requirements (licences, lifting, shifts) match the actual role?
- Is the equal-opportunity statement your firm uses present?
- Does the apply button go to your applicant tracking system, not a form on the page?
This is general guidance, not legal advice; your counsel owns the checklist.
Keep candidate data where it belongs
*Per-account switches. For most staffing branches, forms stay off and the apply button links to the applicant tracking system.*
CVs, identity documents, right-to-work checks and assessments belong in your applicant tracking system, which has the retention, consent and access controls those records need. A marketing site should not collect them. The cleanest control is to switch forms and submissions off as a brand default and on only for accounts that need a simple client enquiry form ("we need temporary staff"), which carries a name, company and phone number rather than candidate records.
Campaign sites that come down on time
Seasonal pages are useful for six weeks and a liability after that: they keep ranking, candidates keep applying, and nobody answers. Treat every campaign site as having an end date:
- Tag the account with the campaign and its end date, and write the owner in the notes.
- Use your applicant tracking system's job links, so closing the job closes the door even if the page lingers.
- On the end date, take the site down or replace it with a short page pointing to current openings.
- Keep the domain if the campaign will repeat next year; it will have earned links.
Who sees what
Staffing firms have clear lines between recruiters, account managers and finance. Your own team in We.Inc maps onto fixed roles: owners and admins manage everything; a designer opens and edits any branch's site without seeing billing; support sees accounts and sites and writes notes but does not edit; billing handles plans and payments only. Changes to accounts, switches and approvals are recorded in an audit log that owners and admins can filter, which answers "who turned approval off for the Riverside branch?" without a hunt through email.
Brand webhooks can post to your CRM or a Slack channel (via Zapier or Make) when a site is published, which gives marketing a running log of what went live and when.
*Webhooks send events such as "client published a site" to the tools your team already watches.*
Local pages that are genuinely local
Staffing firms are a classic source of thin location pages: one template, fifty city names. Google's spam policies describe doorway abuse as pages created to rank for specific, similar queries, and a set of city pages that differ only by name fits that description. The fix is the reason branch sites exist in the first place: let the branch write about its actual employers, shifts, pay ranges, transit links and team. A branch site with this week's real openings will outperform a templated city page anyway.
Where We.Inc fits, and where it does not
Good fit: staffing and recruitment firms with several branches or specialties that want local sites edited locally, checked centrally and kept under one brand.
Better elsewhere: if what you need is a job board with live search, candidate accounts and application tracking, that is your applicant tracking system's career site or a job-board product. We.Inc does not include a jobs feed or candidate portal; use the ATS for those and link to it.
We do not publish security certifications or uptime figures. Every site's code can be downloaded or synced to GitHub if a division is sold or spun out. See client permissions for the switches in detail, then book a demo with your branch list.
Sources
Last checked 2026-10-25. Not legal advice.
- Google Search Central, Spam policies for Google web search: doorway abuse, scaled content abuse, site reputation abuse, thin affiliation.
Book a demo. Pricing is tailored to your volume and setup, and you get your exact price on the call. 0% transaction fee.
Frequently asked questions
Can each branch edit its own site without seeing the others?
Yes. Each branch is a client account with its own sign-in and its own sites. Head office sees every account.
Can head office check job pages before they go live?
Switch on approval before publishing for that branch. Its changes wait until a reviewer approves or asks for changes. It is a single approval step.
Can candidates apply through the site?
We recommend linking the apply button to your applicant tracking system rather than collecting CVs on a marketing site. You can switch forms off for any account.
Does We.Inc include a job board?
No. There is no built-in jobs feed or candidate portal. Use your applicant tracking system for those and link to it.
Keep reading
- White label website builder: the We.Inc platform
- Manage many client websites from one account
- Client permissions: what each site owner can do
- Brand governance across many websites
- White-label websites for franchisors
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We.Inc is an AI-powered website builder you can resell under your own brand. Launch a branded client dashboard, bill on Stripe Connect, and deliver AI-generated websites in minutes. White-label pricing is tailored to your volume and setup: book a 30-minute demo for a quote.
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