Feature list overload
HR platforms do a lot, so websites try to show everything. Buyers can't find the one thing they came for.
HR + work tech
HR tech websites that win over HR, finance and employees.
Judged on: will my team use it, and will finance sign it?
HR software gets bought by HR, approved by finance and judged by every employee who has to use it. We help you speak to all three without turning your site into a feature list.
Who's reading your website
HR or People lead
Less admin and a better employee experience
Finance
Cost, payroll accuracy and ROI
IT
Integrations, SSO and data security
Employees
Something simple they won't hate using
The problem
Why HR tech websites are hard
Crowded, lookalike category
Friendly illustrations and pastel palettes are everywhere. It's hard to look different while still looking approachable.
Employee data is sensitive
Payroll, performance and personal records raise real privacy questions, including under laws like India's DPDP Act and GDPR.
Long consensus decisions
Several teams need to agree, so buyers need material they can share internally.
How the deal really moves
The internal sale you never see
HR software is rarely bought by the person who finds you. Your site has to work at four separate moments, mostly while you are not in the room.
- Week 1
An HR lead searches a problem, not a category
Problem-first pages that match the words they type
- Week 2
They shortlist and forward a link to the team
A page that makes sense with no context and no call
- Week 4
Finance and IT get involved
Pricing shape, security page, integration list
- Week 8
The champion presents internally
A one-pager, a comparison and a case study they can reuse
The fix
What your website has to do
HR + work tech example pageHomepage or key page mockup, 1000×1200
Organise by problem, not module
Hiring, onboarding, payroll, performance. Let buyers find their problem, then show the modules that solve it.
Show the employee experience
Real screens of what employees see, on mobile, because that's what HR will be judged on.
Make privacy easy to find
Clear data handling, security and compliance pages for IT and legal.
Arm your internal champion
Shareable one-pagers, ROI calculators and comparison pages HR can send to finance.
Proof
Trust signals buyers look for
Put these where buyers make decisions: near CTAs, on pricing and in the footer. Not buried on an About page.
- Customer logos by company size
- Privacy and data handling page
- SSO and integration list
- Payroll or compliance accuracy claims, qualified
- G2 or Capterra reviews if you have them
- Implementation timeline
94%
of buying groups rank their preferred vendors before first contact with sales.
If your website doesn't make the shortlist, sales never gets a shot.
Where to start
Pages we'd build first
A typical starting sitemap for HR tech companies. We adjust it after the audit.
Homepage
Problem-first navigation
Solution pages
Hiring, onboarding, payroll, performance
Employee experience
What their team will see
Security + privacy
For IT and legal
ROI calculator
For the finance approver
Comparison pages
You vs the incumbent
How we help
The services that fit
HR + work tech FAQ
Questions we hear a lot
Something else? Email admin@baddesign.io. The founder replies.
Should we have separate pages for each module?
Yes, but lead with problems. Buyers search for 'automate onboarding', not your module name. Link from problem pages into module detail.
Do comparison pages actually work?
They're often among the most visited pages late in a buying cycle, because buyers are already comparing. Better they read your fair version than a competitor's.
How do we show a big platform without overwhelming people?
Pick three to five core jobs for the homepage and let everything else live one level down.
Let's fix your HR tech site.
Send your URL. We'll review it against what buyers in your industry look for, and send the top fixes free.