D
Doğucan Güler®
Advertising Agency · Est. 2010
— Industry solution
HR & Recruitment design.
HR & Recruitment
1+
Completed
16+
Years experience
Active project
HR & Recruitment
10 / 7
— Focus areas
What we focus on for HR & Recruitment brands.
Every industry has its own dynamics. We go deep on the topics that have practical impact for HR & Recruitment.
ATS integration
Employer brand mini-page
Candidate experience
— Common challenges in this industry
Typical problems for HR & Recruitment brands.
Bottlenecks we keep seeing while working with HR & Recruitment brands over the years. If they sound familiar, you're not alone.
01
Job board fatigue
Generic listings on portals get ignored; branded careers pages convert 3x better.
→ DijiPal approach02
Application friction
Long forms and broken file uploads kill candidate conversion on mobile.
→ DijiPal approach03
Employer branding
Without team videos, culture content and growth stories, top talent picks competitors.
→ DijiPal approach04
Diversity & compliance
EU-aligned hiring (GDPR, equal opportunity copy) becomes mandatory for cross-border firms.
→ DijiPal approach05
ATS integration
Hiring managers want applicants in their ATS, not a generic form inbox.
→ DijiPal approach— Why DijiPal
Our edge for HR & Recruitment.
DijiPal HR/recruitment sites pair branded careers experiences with mobile-first applications, ATS sync and culture-first content. Compliance copy is part of the build.
16+
Years experience
1+
HR & Recruitment projects
Industry-specific approach
We evaluate every brief along typical customer behaviour, regulation and competition specific to HR & Recruitment.
— Process
Our industry-specific workflow.
A streamlined flow proven again and again on HR & Recruitment projects. Clear about what we do and what you expect at each step.
01
Discovery
Hiring volume, role mix, employer brand baseline, ATS in use.
02
Strategy
Careers IA, role landing strategy, content roadmap.
03
Design
Candidate-centric photography, modern careers UI, accessibility-first.
04
Build
Role CMS, ATS sync, mobile applications, culture media library.
05
Launch
Employer review platforms (Glassdoor, Kununu), LinkedIn Life pages.
— Tools & tech
We typically use these tools in this industry:
WordPress
Workable / Greenhouse / Custom ATS
CV yu00fckleme + viru00fcs tarama
Google for Jobs schema
LinkedIn API
KVKK form altyapu0131su0131
— Examples from this industry
HR & Recruitment work.
— Case study
Anonymous tech consultancy careers relaunch
180-person consultancy hiring 50/year
HR & Recruitment
— Challenge
Static careers page, no role landings, applications via email only, 4% completion rate.
— Solution
Role CMS, ATS sync, mobile applications, video team intros, culture pages.
— Results
Application completion 4% u2192 41%
Time-to-hire -22 days
Offer acceptance rate +18%
— Price range
₺35.000 – ₺95.000
— Typical timeline
5-8 weeks
Schedule a free call to walk through your detailed brief.
Schedule a call →— Let's get started
Let's grow your HR & Recruitment brand together.
First call is free. Let's hear your HR & Recruitment-specific needs and plan the right solution together.
— FAQ
HR & Recruitment FAQ.
01 Do I need an ATS to publish openings on the careers page, or is a simple form enough?
If you have 5+ openings, an ATS is essential — for application tracking, interview scheduling, email automation, and multi-user access (your HR team). Greenhouse, Lever, or Workable can be connected, or a lightweight WordPress-based solution can be built. For fewer than 5 openings, custom forms can suffice; applications drop into email + a Google Sheet, practical for small teams.
02 How does candidate application with CV upload + KVKK/GDPR + LinkedIn sign-in work?
CV (PDF/DOCX) + Apply with LinkedIn + KVKK/GDPR consent + work experience form. Candidate info flows to HR via email + into the ATS. Automated "your application has been received" email + status update after 7 days. Mobile-first form, since 75% of applications come from phones — a long form loses candidates.
03 How does multi-position / location filtering and search work?
Filters for location, department, full-time/part-time/internship, experience level + free-text search. URL-parameterized (shareable). For 50+ openings I build a "positions matching you" recommendation (interest/skill-based). All filters are mobile-friendly and fast.
04 How do we showcase company culture? Are a logo + office photos enough?
No. Employee testimonial videos, an office virtual tour, a "day in our life" blog/gallery, social event photos, and a benefits list (insurance, training budget, etc.). For Gen Y/Z, office culture accounts for 40% of the decision. At DijiPal this content architecture lifts careers-page conversion from 2-3% to 8-12%.
05 Is there a template to highlight our certification and training opportunities?
Yes — visuals for in-house training/certification/career paths, a "first 6-month onboarding" timeline, mentor system explanation. A career map specific to each department. This kind of content multiplies candidate applications 2-4x; qualified candidates are looking for an answer to "where will I take my career at this company."
06 What's the cost and timeline for an HR / careers site?
Simple careers page + posting form ₺18,000-35,000 / 2-4 weeks. ATS-integrated + multi-position + filters + KVKK/GDPR ₺45,000-85,000 / 5-8 weeks. Large company (employer brand + internal ATS + multilingual + analytics) ₺95,000-180,000 / 10-14 weeks. Options include integration with the existing main site, or a separate domain (careers.company.com).
— Other industries