HR sector
Three journeys for candidates, employees and companies.
An HR website speaks to more than one audience: a candidate wants to understand the role and the company, an employee looks for tools and benefits, a company wants to know who it is dealing with. We structure each journey separately, with the employer brand as the common thread, so everyone reaches the information that concerns them.
In-house products and delivered sites
What's your profile?
Expertise adapted to your business
Goal
Make people want to join the company and keep the application path transparent.
Audiences
Candidates, passive profiles, schools, partners.
Key pages
Roles, culture, team, hiring process, vacancies, speculative applications.
Conversion
Application, job alerts, recruiter contact.
Web challenges
The challenges specific to your sector
Candidates, employees and companies don't share the same questions or the same level of information. A useful HR site separates these journeys, keeps employer brand promises and stays easy to update.
Speak to three different audiences
Problem
Many HR sites mix candidate information, internal life and company services; everyone leaves without an answer.
Solution
We separate the journeys from the navigation onwards, with dedicated pages and links only where they help.
Indicator
Visits split by journey, progress towards the right actions, qualified contacts.
Live up to the employer promise
Problem
An employer brand proclaimed on posters can clash with a site that describes the company only on the surface.
Solution
We provide substance: real roles, hiring steps, verifiable testimonials and information about onboarding.
Indicator
Views of role and culture pages, applications, completed forms.
Make updates simple
Problem
Vacancies, news and documents change often, and the site goes stale for lack of time.
Solution
We deliver page and block templates the HR team can fill in itself, without depending on a developer.
Indicator
Update frequency, freshness of vacancies, team autonomy.
Details that make the difference
What Synara does that others don't
A single space mixing candidates, employees and clients.
Distinct entry points, with content and actions specific to each audience.
Vacancies copied from job boards, with no context.
Every vacancy links to the roles, the team and the hiring process.
The employer brand stops at a few slogans and office photos.
It rests on real roles, career paths and concrete proof.
The HR team depends on an agency to publish a vacancy.
The team publishes vacancies and news itself in prepared blocks.
Expertise
Our expertise at the service of your sector
Method
How we work
Discovery
A call to understand your business, your customers and your goals. We define scope, timeline and budget.
Design
High-fidelity mockups: you see and approve every screen before a single line of code is written.
Build
Short iterations. You follow progress online, on a staging environment.
Launch & support
Go live, measure, keep improving. You own everything: code, domain, content.
Questions
Before you write
Should our intranet be separate from the public site?
Not necessarily. You can keep a public site focused on the employer brand and a protected space for employees, with visual consistency between them.
How do we highlight hard-to-fill roles?
We build detailed role pages, linked to vacancies and the application path, to give concrete reasons to apply.
Who manages HR content day to day?
Your team, with templates designed for it. We train the people involved and stay available for structural changes.
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Let's get started!
Let's get down to business.
Tell us where you stand — we reply within 24 hours with a free first review.
Get ready:you're going to love it.
you're going to love it.