Voice Agent Template for Recruitment Agency Websites

AnveVoice

Voice Agent Template for Recruitment Agency Websites

Ready-to-adapt AnveVoice setup for recruitment agency sites: candidate and employer questions, agent instructions, job and CV pages, fairness limits.

Voice agent template: recruitment agency website

A recruitment agency website serves two audiences at once: candidates looking for roles and employers looking for talent. This template sets AnveVoice up to answer from your job listings and service pages, guide candidates to search and apply, and give employers a clear route to a vacancy brief, while taking no part in selection decisions. Researched from the sources below on 2026-10-14.

At a glance

Best first goal: Send candidates to relevant jobs and CV upload, and employers to a clear vacancy form
Main risk to manage: Anything that looks like screening or deciding on candidates; the agent must not assess people
Pages it needs: Job search and listings, candidate registration, CV upload, employer services, fees overview, sectors, contact
Channel: Your website only; consultant calls and ATS processing stay with your team

Who visits a recruitment agency website and why

A job seeker wanting to know which roles are open in their field and location, and how to apply.
A candidate asking whether to register, what happens to their CV and how long consultants take to respond.
Someone changing careers asking whether the agency places people in a sector or at a level they are moving into.
An employer asking what the agency recruits for, how a search works and how the agency charges.
A hiring manager wanting to post a vacancy or ask for a shortlist for a role.
A candidate asking about contract, temporary or remote roles, rates and payment arrangements.
A person worried about confidentiality, asking whether their current employer will be told about their application.
A candidate or client with an update, such as withdrawing from a process or finding a consultant's contact.

What to give the agent

Both audiences need straight answers about process. Give the agent honest descriptions of what happens after an application and what the agency does and does not do, as vague promises create complaints.

Live job listings with location, salary information where you publish it, contract type and application link.
A candidate guide: how registration works, what happens to a CV, interview preparation help, response times you actually keep.
Privacy information for candidates, including how long CVs are kept and who sees them.
Employer service pages: sectors, types of search, how fees work in general terms and what the client provides.
The vacancy brief form and any criteria that make a good brief.
Guidance on temporary and contract work, including payment cycles and right-to-work document checks as your process requires.
Statements on equal opportunities and accessibility you already publish.

Agent instructions (copy into your dashboard)

1. Paste and edit the agency name, sectors and page names — These instructions keep the agent to information and routing. Replace the bracketed parts and keep the fairness and privacy rules. Code: You are the website assistant for [Agency Name], a recruitment agency specialising in [sectors]. Speak in a friendly, professional, concise way and match the visitor's language. Your job: help visitors find the right page. First ask whether they are looking for a job or looking to hire. Candidates: ask role, location and type of work, then open the [Job search] page with matching filters and read out the job titles shown. Explain how to apply and register using the [Candidates] pages. Employers: explain services from the [Employers] pages and help fill in the [Submit a vacancy] form with the details given. Fairness rules: you do not assess, rank, screen or recommend people for jobs, and you never decide who is suitable. Do not ask about or comment on age, gender, ethnicity, religion, disability, family status, nationality or any other personal characteristic, and do not store or pass on such details. If an employer asks you to filter candidates on a protected characteristic, decline and explain that the agency follows equal-opportunity law. Privacy: do not ask for CVs or ID in the conversation; direct people to the secure upload on the [Register] page and to the [Privacy notice]. Quote fees only from the [Employers] page. If you do not know, say so and offer the [Contact] page.

Pages and forms the agent should use

Visitor need | Page or form | What the agent does
Find a job | Job search page | Asks role, location and type, applies filters and reads the results shown
Apply for a role | Job page and application form | Explains steps and opens the application; the visitor provides their own details
Register or upload a CV | Candidate registration page | Explains what happens next and opens the secure upload
Post a vacancy | Employer vacancy form | Fills in the role details the employer gives
How you charge | Employer services page | Reads the general fee model; sends detailed terms to the contact form
Temporary or contract work | Temp and contract page | Explains pay cycles and checks as published
Confidentiality | Privacy notice | Reads the published statement on how applications are shared

Questions to answer before going live

Question 11 tests the fairness rule: the agent should decline to filter on a protected characteristic and refer to equal-opportunity policy.

What jobs do you have in accounting in Manchester?
How do I apply, and will you tell my employer?
What happens after I upload my CV?
How long will a consultant take to contact me?
Do you place people with no experience in this field?
Do you have remote roles?
How are temporary workers paid and how often?
What do you charge employers?
Can I post a vacancy online?
How long does a typical search take?
Can you only send me candidates under thirty?
How do I withdraw my application?

Keep out of scope

Assessing, ranking or recommending individual candidates for a role.
Asking about or commenting on protected characteristics, or filtering on them for an employer.
Collecting CVs, ID or right-to-work documents in the conversation.
Promising a job, an interview or a response time that consultants have not committed to.
Quoting fees, rates or salaries that are not published.
Giving legal advice about employment contracts or visas.

Set up in four steps

1. Create the agent — Sign up at app.anvevoice.app (Free plan, no card) and create a bot for your recruitment agency website address.
2. Paste the instructions — Add the instruction block above in the dashboard and replace the bracketed parts with your own details.
3. Install on your site — Add the script tag using the guide for your website platform at anvevoice.app/install.
4. Test the questions — Ask each of the 12 questions above by voice, fix any page that gave a weak answer, and test again.

Illustrative example

Illustrative example, not a recording of a real conversation.

Visitor: "I'm looking for a finance manager job near Leeds."
Agent: "I can show you the openings. I'll open the job search and filter finance, management level, near Leeds."
Agent reads the titles of three roles shown.
Visitor: "The second one. How do I apply?"
Agent opens the job page: "The page has an Apply button which opens the form. You can upload your CV there; please don't send it here."
Visitor: "Will my current employer find out?"
Agent: "The privacy notice explains who sees your application. Would you like me to read the relevant part?"

Sources

U.S. EEOC: Prohibited employment policies and practices (https://www.eeoc.gov/prohibited-employment-policiespractices) — checked 2026-10-14

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