Beko Careers — designed, systematised, built

A careers site is the one page where employer branding and enterprise software have to occupy the same screen. The brand team needs a magazine; the recruiting system needs a database. Most careers sites resolve this by letting one side win — either a beautiful page with a bolted-on job list that looks like it came from 2009, or a functional portal with no reason to believe the employer is any good.

Beko needed both at once, at the scale of 45,000 employees in more than 55 countries, in a market where candidates compare employers in about ninety seconds.

We refused to design two things. Editorial content and the job search were built from the same component set, so the transition from an employee story to a filtered job list has no visual seam in it.

That meant working out the constraints of the recruiting back-end before drawing anything — what fields exist, what can be filtered on, what a job record actually contains. Design decisions that cannot be implemented are not designs, they are pictures.

UX and information architecture. Four routes through the site — About Beko, Life at Beko, Join Us, Locations — mapped to four genuinely different candidate intents, from someone browsing to someone ready to apply.

Interface design. Employer-brand content (employee stories, culture, sustainability) and functional content (job search across 16+ functions, filtering across 8 regions) in one visual language.

Component system. A documented library covering every state in the candidate journey, built to WCAG 2.2 — the live site ships text sizing, high-contrast mode and keyboard navigation, not as a retrofit but because the components were built that way.

Front-end development. We wrote the front-end ourselves, against SAP. The components the design system defines are the components that run in production — there is no translation layer where the design quietly degrades.

The platform is live and in active development; we are still shipping to it. The figures below are what is publicly verifiable today. Recruitment performance data belongs to the client and sits under NDA — we will walk through it in a call rather than publish a number we cannot source.