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What this site is

What they do

Aurex Group is a global recruitment company founded in Hong Kong in 2010, specialising in permanent placement across the Real Estate, Natural Resources and Infrastructure sectors, with offices across Asia, Australia, the Americas and the UK.

Who it is for

Two distinct audiences served from one site: candidates seeking permanent roles in Real Estate, Natural Resources and Infrastructure, and employers/hiring leaders in those sectors looking to engage a recruiter.

Sectors

Real Estate, Natural Resources and Infrastructure — executive and professional recruitment across Asia, Australia, the Americas and the UK.

What they sell

Permanent recruitment and executive search, plus psychometric testing, contingent recruitment, multi-hire/project recruitment, competitive insights, and interim/contract staffing via its AXG division.

Conversion event

Two paths: a candidate applying to a role (Search Jobs → Quick Apply) and an employer enquiry (Contact form / info@aurexgroup.com).

Proof on hand

Founded 2010 (as Capstone, rebranded Aurex Group in 2017); 100% management-owned after a 2022 buyout; a named leadership team (CEO Jared Lowe and ten partners); eight offices with full addresses, phone numbers and maps; candidate and client testimonials; and an Insights content library.

Buyer facts found

What Aurex does and the sectors it covers; the office network and how to reach each office; the service lines for employers; the live job list and how to apply; and company history and leadership.

Buyer facts missing

Quantified proof (placements made, clients served, time-to-fill, retention); named client logos or case studies; and a clear employer-facing 'how to engage / submit a brief' path. Pricing is not expected in this market.

Machine readability

Marketing pages are server-rendered and readable without JavaScript, and robots.txt allows answer-engine crawlers. But the /jobs/ board — the site's most valuable content — is JavaScript-rendered, so a plain fetch returns only navigation and footer, and the site exposes only WebSite structured data, with no JobPosting schema on roles and no llms.txt.

The fastest gains are on the employer path, not the candidate one. Give hiring clients a clear 'find talent / submit a brief' route from the homepage and the Solutions page, fork the homepage so each audience sees itself, and fix the contact form's Location field so a global firm's enquiry actually reaches the right office. The candidate journey is a model to protect, not touch.

The four visitors

Cold visitor

Dana

First-time visitor, unsure if it's for her

Awareness

Mixed

Arrived

Followed a link to Aurex and wants to know quickly what they do and whether it's for candidates, employers or both.

Wants

To place herself — am I here to find a job, or to hire — and see an obvious next step.

Judges on

Clarity of positioning and whether the site points her the right way.

Lands on the 'Building Connections Globally' hero — polished, but who is it for?
Reads the subhead: a global recruiter in Real Estate, Natural Resources and Infrastructure.
Looks for a next step in the hero — there is no call-to-action button.
Scrolls to 'Discover Aurex Group' and the office tabs — clearly a real global firm.
Spots Industries, Solutions and Search Jobs in the nav — infers there are two audiences.
Realises nothing signposts candidate vs employer; she has to choose for herself.
Leaves with a clear sense of the brand but no path tailored to her reason for visiting.

Ready to act

Raj

Senior candidate ready to apply

Task execution

Good

Arrived

Wants to find and apply for a relevant permanent role in his sector.

Wants

To search, filter to the right role, and apply with minimal friction.

Judges on

How fast he can go from landing to a submitted application.

Clicks 'Search Jobs' from the header.
Sees a real board with keyword, classification and location filters and a result count.
Filters by sector and location in the sidebar — quick and clear.
Opens a role (Building Services Engineering lead, Hong Kong) with a clean summary.
Clicks 'Quick Apply' and sees 'STEP 1 OF 2' — he knows where he is.
Is offered LinkedIn, Facebook, Google or email to apply — very low friction.
Applies with confidence; the whole path is smooth.

Comparison shopper

Helena

Hiring director evaluating recruiters

Evaluation

Partly blocked

Arrived

Needs a recruiter for a niche senior hire and is comparing a few firms.

Wants

To confirm Aurex fits her sector, see proof they deliver, and start a conversation.

Judges on

Whether the site speaks to employers, proves results, and makes engaging easy.

Arrives evaluating recruiters for a hard-to-fill role.
Reads the homepage — no employer message and no 'hire talent' call-to-action.
Opens Solutions and finds six relevant services, including Executive Search.
Wants to engage — the Solutions page has no call-to-action, so she heads to Contact.
On the Contact page an on-load popup covers the content as she arrives.
The contact form's Location field offers only Sydney, Melbourne and Perth — none of the global offices.
Looks for case studies or numbers to justify the choice — testimonials, but no metrics.
Sends a generic enquiry, unsure it reached the right office or team.

AI agent

Answer-engine crawler

LLM summarising Aurex for a user query

Task execution

Mixed

Arrived

Asked 'who is Aurex Group, what do they recruit for, and what jobs do they have open'.

Wants

Server-rendered facts and machine-readable job listings it can quote.

Judges on

Whether the company facts and the live roles are extractable.

Reads robots.txt: crawlers allowed and a sitemap declared.
Fetches the homepage HTML — the marketing copy is server-rendered and readable.
Extracts the sectors, office network and contact details cleanly.
Fetches /jobs/ to list open roles — gets navigation and footer, but no listings.
Checks structured data — only WebSite schema; no JobPosting on roles.
Can describe who Aurex is and where, but cannot enumerate the live jobs.

Journey feed

Cold visitor

Dana

Home

Reads the 'Building Connections Globally' hero

Polished — but is this for job seekers or employers?

AI agent

Answer-engine crawler

robots.txt

Checks crawl policy and sitemap

Crawlers allowed, sitemap declared — I can index the site.

Ready to act

Raj

Header

Clicks 'Search Jobs'

Let's see what's open in my sector.

Comparison shopper

Helena

Home

Looks for an employer message or 'hire' CTA

Nothing here speaks to me as a hiring client.

Cold visitor

Dana

Home

Reads the specialism subhead

Real Estate, Natural Resources, Infrastructure — a specialist, good.

AI agent

Answer-engine crawler

Home (HTML)

Reads the server-rendered marketing copy

Company and sectors are easy to extract.

Ready to act

Raj

Jobs

Sees filters and 'Showing 1 to 19 of 19 results'

A proper board — I can narrow this down.

Comparison shopper

Helena

Solutions

Reads the six service lines

Executive Search fits — how do I start a conversation?

Cold visitor

Dana

Home

Looks for a next step in the hero

No button — where do I go from here?

AI agent

Answer-engine crawler

Home

Extracts sectors, offices and contacts

Clean facts on who they are and where.

Ready to act

Raj

Jobs

Filters by sector and location

Fast and clear — narrowed to the right roles.

Comparison shopper

Helena

Solutions

Looks for a 'submit a brief' or contact CTA

No call-to-action on the page; I'll try Contact.

Cold visitor

Dana

Home

Scrolls to 'Discover Aurex Group' and office tabs

Clearly a real global firm.

AI agent

Answer-engine crawler

Jobs

Fetches /jobs/ to list open roles

Only nav and footer returned — the listings need JavaScript.

Ready to act

Raj

Job detail

Opens 'Building Services Engineering lead', Hong Kong

Clear summary — this is the one.

Comparison shopper

Helena

Contact

Arrives as an on-load popup covers the page

An interruption right when I'm trying to make contact.

Cold visitor

Dana

Nav

Spots Search Jobs and Contact as the only actions

Two audiences, but I have to pick a path myself.

AI agent

Answer-engine crawler

Home (JSON-LD)

Checks structured data

Only WebSite schema — no JobPosting to quote.

Ready to act

Raj

Job detail

Clicks 'Quick Apply' and sees STEP 1 OF 2

Good — I know exactly where I am.

Comparison shopper

Helena

Contact

Opens the Location field: Sydney, Melbourne, Perth

None of their global offices — which one gets my enquiry?

Cold visitor

Dana

Home

Weighs whether the site pointed her anywhere

Nice brand, but no path for my specific reason for visiting.

AI agent

Answer-engine crawler

Summary

Assembles the answer

I can say who Aurex is, but not list their live jobs.

Ready to act

Raj

Apply

Offered LinkedIn, Facebook, Google or email

Low friction — I can apply in seconds.

Comparison shopper

Helena

Contact

Looks for case studies or numbers

Testimonials, but nothing quantified to justify the pick.

Cold visitor

Dana

Home

Leaves with a brand impression

Credible — I just wish it had guided me.

Ready to act

Raj

Apply

Completes the application confidently

Smooth from search to submit.

Comparison shopper

Helena

Contact

Sends a generic enquiry

Hope it lands with the right team.

Comparison shopper

Helena

Contact

Reflects on the evaluation

Strong firm, but engaging as an employer was harder than it should be.

How each score was reached

Nav Detail binds here.

Navigation & findability — 7.5/10

A clear, conventional header serves both audiences, and the job board's own filtering is a strength.

Full desktop nav with a distinct candidate action: “SEARCH JOBS”, alongside Industries, Solutions, About, Insights and Contact.
The job board offers keyword, classification and location filters and shows result counts (“Showing 1 to 19 of 19 results”).
Weaknesses: on mobile both Search Jobs and Contact collapse into the hamburger, and the board's location filter lists places (e.g. Malaysia) that are not offices.

Message clarity (ICP fit) — 6.5/10

The company and its specialism are clear; the two audiences it serves are not separated.

The positioning is crisp: “A global recruitment practice specialising in the Real Estate, Natural Resources and Infrastructure sectors.”
But the homepage speaks to no one in particular — there is no candidate-vs-employer split and the word 'employer' does not appear on it.
The hero carries no call-to-action at all, so a first-time visitor has to infer their own next step from the top nav.

Trust & credibility — 7.5/10

The signals of a real, established global firm are all present — with one credibility-denting data inconsistency.

Verifiable substance: “Founded in Hong Kong in 2010”, a named leadership team, and full office details such as “Sydney — Level 6, 25 Bligh Street, Sydney, NSW 2000 | +61 2 9159 0600”.
Candidate and client testimonials are included on the homepage.
Undermining it: the contact form's office list and the site's own office list disagree — the form offers only Sydney, Melbourne and Perth while the office finder lists Boston, Colombia, Guangzhou, London and more.

Proof depth — 6.5/10

Good qualitative and structural proof, thin on numbers.

Structural proof is strong: a global office network and service lines such as “Executive Search & Leadership Consulting” and “Multi-Hire & Project Recruitment”.
The story is told without metrics: “Today we are a global recruitment company with offices in Asia, the Americas, Australia and the UK.” — no placement counts, fill rates or named clients.
Testimonials are present but there are no case studies an employer could weigh.

Conversion path — 6.0/10

Excellent for candidates, leaky for the revenue-generating employer path.

Candidate path is a model: “Quick Apply” opens a two-step application (“STEP 1 OF 2”) with LinkedIn, Facebook, Google or email.
Employer path stalls: the Solutions page (“HOW WE CAN HELP YOUR BUSINESS”) offers no call-to-action, so a hiring client falls back to a generic contact form.
That form's Location field offers only “Sydney / Melbourne / Perth”, so a global enquiry cannot select the right office; an on-load popup also covers the Contact page as the visitor arrives.

AI readability — 6.7/10

Marketing pages read well; the job board — the content that matters most — does not.

Readable without JavaScript: 2/3 — marketing pages are server-rendered, but the /jobs/ board returns only navigation and footer to a plain fetch.
Buyer facts extractable: 2/3 — sectors, offices and contacts extract cleanly; individual live roles do not.
Structured data present: 1/2 — only WebSite schema is exposed; there is no JobPosting structured data on roles.
Non-form contact channel: 1/1 — a direct email and office phone numbers are published.
Raw subtotal 6/9, scaled to 6.7/10; crawl-policy deduction 0 (robots.txt allows crawlers, no llms.txt block).

Report findings

Ranked by likely impact. Each finding quotes the page it came from.

Serious

Conversion path

Give employers a clear 'find talent' path from the homepage and Solutions page

Aurex serves two audiences but only builds a path for one. The homepage carries no call-to-action for either side and the word 'employer' appears nowhere on it, while the Solutions page lists six service lines with nothing to click. The revenue-generating audience — the hiring client — is left to find a generic contact form on its own.

Solutions — HOW WE CAN HELP YOUR BUSINESS

View the page

What to do

Add a primary 'Find talent' / 'Submit a brief' call-to-action to the homepage and every Solutions section.
Fork the homepage into a candidate path and an employer path, each with its own message and CTA.
Give each service line on Solutions a direct 'Talk to us about this' action.
Route employer enquiries to a short brief form rather than the generic contact form.

Serious

Trust & credibility

Fix the contact form's Location field so it reflects your actual offices

On the Contact page, the enquiry form's Location field offers only Sydney, Melbourne and Perth — two of which are not Aurex offices — while none of the real international offices can be selected, and the office finder on the same page lists a different set again (Boston, Colombia, Guangzhou, London and more). For a company whose whole promise is being global, this misroutes enquiries and quietly undermines credibility.

Location Sydney Melbourne Perth

View the page

What to do

Replace the Location options with the actual office list, or route by sector/region instead.
Reconcile the office data across the site so the finder, the contact cards and the form all agree.
Remove Melbourne and Perth unless offices exist there; add the international offices.
Confirm enquiries are routed to the office the visitor selects.

Worth fixing

Message clarity

Fork the homepage for candidates and employers

A single hero and a single message ask two very different visitors — a job seeker and a hiring leader — to work out for themselves which parts of the site are for them. Splitting the top of the homepage would let each audience see itself immediately.

A global recruitment practice specialising in the Real Estate, Natural Resources and Infrastructure sectors.

View the page

What to do

Add two clearly labelled entry points near the top: one for candidates, one for employers.
Give the employer path its own value proposition, not just the shared brand line.
Carry the split through into the main navigation labels.

Worth fixing

Conversion path

Keep the Search Jobs and Contact actions visible in the mobile header

On mobile the header shows only the logo, a search icon and a hamburger, so both primary actions — Search Jobs for candidates and Contact for employers — sit behind an extra tap on every page.

SEARCH JOBS

View the page

What to do

Pin a compact 'Search Jobs' button in the mobile header.
Keep a visible contact affordance on mobile for the employer audience.
Re-test both paths at 375x812 after the change.

Worth fixing

Proof depth

Back the global-firm story with quantified proof

The office network, leadership and testimonials establish that Aurex is real and established, but an employer choosing a recruiter wants evidence of delivery. There are no placement numbers, fill rates, named clients or case studies to weigh.

Today we are a global recruitment company with offices in Asia, the Americas, Australia and the UK.

View the page

What to do

Add a few headline metrics (placements, time-to-fill, retention, offices) where employers land.
Publish two or three sector case studies with the brief, the challenge and the outcome.
Attribute testimonials with role and company where clients allow it.

Worth fixing

Machine readability

Make the job board and roles machine-readable

The job board is the site's most valuable content, yet it is JavaScript-rendered — a plain fetch of the Jobs page returns only navigation and footer — and the site exposes only WebSite structured data, so individual roles carry no JobPosting schema for Google Jobs or AI answer engines.

Group Insurance Manager — Singapore — Permanent

View the page

What to do

Server-render the job listings, or provide a crawlable HTML fallback.
Add JobPosting structured data to every role so it can surface in Google Jobs and answer engines.
Add Organization structured data and an llms.txt pointing to the key pages.

Worth checking

Conversion path

Reconsider the on-load brand popup on high-intent pages

On the Contact page an interstitial appears on load inviting the visitor to explore the specialist brands, covering the above-the-fold content exactly when someone has arrived to make contact. Even once per session, an interruption at the point of intent costs conversions.

New to our website? Click to explore our specialist brands

View the page

What to do

Suppress the popup on high-intent pages such as Contact and the job application.
If kept elsewhere, delay it and cap it to genuinely first-time visitors.
Measure its influence on contact and application completion before keeping it.

Keep doing

Conversion path

Keep the low-friction Quick Apply flow

The candidate application is genuinely well built: a clear two-step flow that shows progress and lets people apply with an existing account instead of retyping a profile. It is the strongest conversion moment on the site — protect it.

Apply with accounts — We will automatically create a profile from the account you choose to apply with

View the page

What to do

Keep the two-step flow and the visible 'STEP 1 OF 2' progress.
Keep the social sign-in options alongside email.
Bring the same low-friction thinking to the employer enquiry path.

Keep doing

Trust & credibility

Keep the detailed global office directory

Real addresses, phone numbers and maps for each office are exactly the proof a global brand needs, and Aurex presents them well. It is a genuine trust asset — the only fix needed is to make the rest of the site's location data agree with it.

Sydney — Level 6, 25 Bligh Street, Sydney, NSW 2000 | +61 2 9159 0600

View the page

What to do

Keep full addresses, phone numbers and maps per office.
Use this directory as the single source of truth for every office reference on the site.
Add each office's opening hours or a named contact where possible.

Send me a copy of this report

All findings with their tasks, the four visitor journeys and the methodology. We will email it within one business day.

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Methodology and limitations

How this audit was run

This is a UX and content review of the Aurex Group website from the perspective of four visitor types — a first-time visitor, a candidate ready to apply, a hiring employer comparing recruiters, and an automated AI agent — against established usability principles.

It combined two passes. First, a content and structure review of the key pages, quoting the site's own copy, navigation, proof and contact details. Second, a live-browser walk of both conversion paths — the candidate application journey and the employer enquiry journey — scored against the Nielsen Norman Group's usability heuristics and recording concrete friction (clicks to reach an action, competing calls to action, on-load interruptions, and whether the mobile and desktop experiences match), at both desktop (1440×900) and mobile (375×812) sizes. A separate score assesses how readable the site is to AI answer engines.

Pages reviewed: Home, Solutions, About, Contact, the Jobs board and a live job application. A candidate application was walked up to — but not through — the final submit.

One caveat: this is a UX and content review, not a page-speed or accessibility audit. For load-performance data, run the site through Google PageSpeed Insights.

Home — https://www.aurexgroup.com/
Solutions — https://www.aurexgroup.com/solutions/
About — https://www.aurexgroup.com/about-us/
Contact — https://www.aurexgroup.com/contact/
Jobs board — https://www.aurexgroup.com/jobs/
A live job application (Quick Apply)