Business enquiry
BackOffice is a remote HR department for digital agencies and IT companies. The main task of the business is to take over recruitment and HR process configuration so that managers can focus on developing the company.
In HR outsourcing, the product is intangible. You are not selling a “service” but risk management: turnover, unsuccessful hiring, loss of manager time, and reduced team productivity.
Therefore, the website must immediately convey the systematic nature and maturity of processes, otherwise trust will not be established.
Key request for website development:
- explain the remote HR department model;
- demonstrate a comprehensive approach;
- build trust in outsourcing;
- prepare the resource for scaling.
In B2B, decisions take a long time. The deal cycle includes a rational assessment of risks, budget, and integration into existing processes. Before we start, we always analyse the market and competitors and lay out the business model. This is to understand:
- average deal cycle;
- decision trigger;
- client budget structure;
- risks he wants to minimise.
I. Website structure
When building the structure, the marketer and designer take into account page scanning patterns, relevance assessment speed, and typical points of doubt.
The audience consists of owners and managers of IT/digital businesses. These are people with logical, rational thinking who quickly assess structure and argumentation.
We have incorporated B2B decision-making logic into the site’s architecture:
Problem → Solution → Process → Evidence → Cost → Contact
Potential customers scan the page to quickly verify its competence. If they don’t see structure and specifics within the first 30–60 seconds, the site loses credibility.
The marketer took into account:
- analysis of the target audience’s thinking style;
- building a structure based on the principle of rapid verification of competence;
- placing key arguments in areas of maximum attention;
- designing scroll logic for the B2B funnel.
The website is not overloaded with emotions. It functions as a business document in digital format.
First screen
The first screen immediately establishes the positioning: “Remote HR department for digital agencies and IT companies.”
Accurate segmentation in the headline increases traffic relevance and reduces the percentage of irrelevant hits. This is especially important for HR, where depth of immersion in the specifics of the business matters.
For complex B2B products, aggressive triggers (“Order,” “Buy”) often reduce trust. Soft CTA:
- reduces psychological barriers;
- increases scroll depth;
- improves lead quality.
Block of problems
The section on management pains acts as a trigger for self-identification.
The section with questions (“Not enough time,” “Staff turnover,” “Not enough resources for culture”) works as a diagnostic tool.
The marketer laid the groundwork for recognising management pain points:
- manager overload;
- chaotic hiring;
- absence of processes;
- team instability.
This block takes the user from abstract interest to a specific query.
The formulation of management pain points was created after analysing typical situations in digital and IT companies. We adapted the communication to the language of the business owner, focusing on the consequences for team productivity and stability.
In HR, clients rarely look for “outsourced HR.” They look for solutions to problems: turnover, chaos, and lack of systems. Therefore, correctly articulating the pain point increases conversion into interest.
The block puts the user into conscious request mode.
Block “How we work”
The main fear in HR outsourcing is loss of control. The structure of the work stages creates predictability and a sense of control over the process:
- Researching needs.
- Proposal.
- Agreement and launch.
- System settings.
It is this block that reduces the fear of outsourcing.
The description of the cooperation process was detailed, taking into account the principles of management transparency. We structured the stages to demonstrate the predictability of integration, the limits of responsibility and the logic of quality control.
Service package
Services are structured in three areas:
- recruitment;
- HR processes;
- consultations.
The included tabs detail the full hiring cycle:
- profile creation;
- search and screening;
- interviews;
- assessment;
- offer;
- adaptation.
This approach allows us to demonstrate not only the operational level, but also the strategic competence of the company. Detailing the stages of recruitment and implementation of processes enhances the sense of quality control and professional responsibility.
The division demonstrates the breadth of expertise. Most HR outsourcers sell recruitment services. Here, the strategic level is shown — the development of a personnel management system.
Block of digits
Quantitative indicators are integrated into the site structure as an element of rational confirmation of expertise.
3,000+ CVs
5,000+ candidates
20+ channels
1000+ interviews
This block serves as social proof and confirmation of expertise.
For a B2B audience, it is not a declaration of experience that matters, but the scale of practice. The volume of candidates, channels and interviews processed demonstrates the systematic nature of the work and the repeatability of results. This creates a sense of stability and strengthens confidence in the professional competence of the team.
Tariff block
The rates are structured according to the number of hours, which is consistent with the logic of outsourcing.
It:
- simplifies understanding of costs;
- allows for scaling cooperation;
- gives a feeling of flexibility.
A separate block for one-time recruitment expands the entry funnel.
The hourly outsourcing model is transparent for businesses. It allows you to forecast your budget and scale your collaboration depending on your company’s growth.
Flexibility reinforces the sense of partnership rather than a rigid contract.
CEO and team
Personalisation through SEO builds trust in the agency’s management.
- Describing superpowers enhances the feeling of expertise.
- The HR and recruitment team demonstrates its scale and internal structure.
In the HR context, communication is a key factor. Demonstrating leadership with specific competencies reinforces a sense of responsibility and involvement in the process.
We focused on professional qualities and team structure, which reinforces the perception of stability and consistency.
II. Design
The visual concept was developed taking into account the principles of cognitive ease and structure. We used:
- clear typographical hierarchy;
- sufficient space between blocks and restrained accents that allow you to quickly scan information and focus on the content;
- minimalist accents.
In a B2B environment, design must support expertise and rationality, so visual solutions were subordinated to business logic.
III. Technical implementation
The website was designed with future integration of CRM, analytics, and performance channels in mind.
We immediately established an event structure for tracking conversions and behavioural indicators.
This approach allows you to analyse the sources of enquiries, optimise customer acquisition costs and plan for scaling. The technical base has become part of the marketing system, rather than a separate stage after launch.
IV. Lead generation tools
BackOffice can operate via:
- Google Ads (generated demand).
- LinkedIn Ads (precision B2B targeting).
- Partner recommendations.
- Content marketing.
- SEO strategy.
LinkedIn advertising is particularly relevant for digital and IT audiences, as it allows you to target executives and HR directors. Google covers established demand, while partner channels reduce the cost per lead.
A blog can serve as a tool for building expertise and trust in a long-term transaction cycle.
Solve Marketing
Website development under our supervision is a strategic process, not just a stage of design and layout.
We begin by analysing the business model, target audience, and decision-making logic. Only then do we develop a resource architecture that meets the objectives of engagement and scaling.
The website is considered part of the company’s marketing system — with a clear role in the funnel, integration of analytics, and preparation for working with traffic.
How we work
A team of specialists from various fields is working on the project: a marketer, a UX/UI designer, a copywriter, a technical specialist, and a performance specialist. This allows us to immediately take into account the structure, content, analytics, and future promotion.
We have implemented projects for B2B companies, service businesses, educational platforms, medical sectors, and eCommerce. Experience in various niches gives us an understanding of the differences in the deal cycle, level of trust, and positioning requirements.
Format of cooperation
Our experience allows us to:
• create a website or landing page from scratch;
• design a new structure for the updated business model;
• modernise existing resources in terms of UX, content and conversion logic;
• implement CRM and analytics systems;
• prepare the website for working with advertising channels.
Each stage is accompanied by marketing logic — from the first headline to the integration of events in analytics.
Free diagnostics
If you are considering launching a new website or want to improve the effectiveness of your current one, we will conduct a free analysis.
During the meeting, you will receive:
- analysis of the structure and scenario of decision-making;
- assessment of your positioning in your niche;
- recommendations for boosting trust and conversion;
- vision of architecture under scaling.
Consultation allows you to see the website as a business tool, not just a visual product.
Submit a request for a free consultation, and we will analyse your project in terms of logic, analytics, and scalability.
