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UniLink for Recruiters
by UniLink

You operate in two directions — companies need talent and candidates need opportunities. Build a page that serves both audiences from one link. Share current openings, describe your specialties, publish industry insights, and make it effortless for either side to start a conversation with you.

Create Your Recruiting Page
UniLink for Recruiters

Built forRecruiters

Open Positions & Job Board Links

Open Positions & Job Board Links

Aggregate links to all your current openings across job boards, LinkedIn, and your ATS. Candidates see every available role in one place instead of searching across platforms. Update the list as positions fill and new ones open — your page stays current as a living job board.

Popular with: Influencers · Bloggers · Podcasters

Candidate & Employer Inquiry Forms

Candidate & Employer Inquiry Forms

Provide separate inquiry paths for candidates and hiring companies. Candidates submit their resume, target role, and salary expectations. Companies describe the position, team size, and urgency. Structured intake means you qualify both sides before investing time in a conversation.

Popular with: Consultants · Real Estate Agents · Freelancers

Recruitment Specialties & Engagement Models

Recruitment Specialties & Engagement Models

Describe your focus areas — tech hiring, executive search, healthcare staffing, creative roles, or contract placements. Detail your engagement model for companies: retained search, contingency, or RPO. Companies need to know you specialize in their industry before they trust you with a critical hire.

Popular with: Photographers · Consultants · Freelancers

Hiring Trends & Career Insights

Publish articles on salary benchmarking, interview tips, hiring market trends, and industry-specific talent landscapes. Candidates follow you for career advice. Companies follow you for market intelligence. Both audiences stay engaged between active searches — and think of you first when the next need arises.

Process FAQ for Candidates & Companies

Address common questions from both sides. Candidates ask: How does the process work? Is it confidential? Do I pay a fee? Companies ask: What's your success rate? How fast do you fill roles? What's the guarantee period? Clear answers accelerate trust and shorten decision cycles.

Your Complete Recruiting Hub

Your Complete Recruiting Hub

A passive candidate clicks your link from a LinkedIn message. A VP of Engineering clicks it from a referral email. They both need different things, but your page serves both — open roles, specialties, industry content, and clear next steps. One link that works for your entire two-sided marketplace.
Create Your Recruiting Page

Grow Your Talent Network

Collect emails from candidates who aren't actively job hunting and companies that don't have an immediate opening. Share market reports, salary guides, and hiring best practices. When a perfect role opens or a hiring freeze lifts, your network is warm and ready to move.
Create Your Recruiting Page
Grow Your Talent Network

Frequently Asked Questions

Can I link to current job openings from multiple platforms?
Yes. The links block lets you aggregate job postings from LinkedIn, Indeed, your ATS, or company career pages. Candidates see all available roles in one centralized list. Update links as positions fill and new ones open to keep your page current.
How do candidates and companies submit inquiries?
The contacts block supports separate forms — one for candidates to share their resume and career goals, and one for companies to describe their hiring needs. Structured submissions mean you can qualify fit before the first phone call.
Can I describe my recruitment specializations?
The services block lets you detail your industry focus, role types, seniority levels, and engagement models. A startup CTO needs to know you understand technical hiring. A hospital HR director needs to see healthcare staffing experience. Specificity attracts the right clients.
Is publishing content useful for recruiters?
Very much so. Hiring trend articles attract passive candidates who follow your insights. Interview preparation guides generate goodwill and candidate loyalty. Salary benchmarking posts attract both sides. Content marketing is how modern recruiters build authority between placements.
Can I use this for both permanent and contract recruitment?
Absolutely. Use the services block to describe different engagement types — permanent placement, contract staffing, temp-to-hire, and executive search. Companies understand your full capabilities, and candidates can see whether you handle the type of employment they're seeking.

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