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Solutions by role

Pitch N Hire for every hiring team

Hiring looks different depending on what you are responsible for. These thirteen pages map Pitch N Hire's AI-native applicant tracking system to the way each team actually hires — in-house talent teams, staffing agencies, high-volume and frontline roles, healthcare, IT services, GCCs in India, and non-profits.

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01 Pick your role
Recruiters

Drowning in inbound applicants with no fast way to surface the qualified few

View → Hiring Managers

Pulled into live interviews that clash with a packed calendar and deep-work time

View → HR Leaders

No real-time view of open, approved, and filled headcount across departments

View → Founders & Startups

No dedicated recruiter, so hiring falls on a founder who's already stretched thin

View → Staffing Agencies

Juggling many concurrent client requisitions without pipelines blurring together

View →
02 One platform

The same platform, shaped to how you hire

A recruiter, a founder, a hiring manager and an agency owner all touch the same hire, but their day looks nothing alike — so the part of Pitch N Hire that matters most is different for each. A recruiter lives in the pipeline and cares about sourcing reach, structured screening and a shared scorecard. A founder wants to run real hiring without a dedicated recruiter or a per-seat bill, starting from a free single-user plan. A hiring manager wants a fast, fair way to review candidates and leave feedback without learning a heavy tool. An agency owner needs client-ready pipelines, fast submissions and a way to redeploy their bench.

The role pages below start from each of those realities rather than from a feature list. They map the specific pains of your role to the parts of the platform that address them — resume parsing and a sourcing extension for recruiters, an approachable free tier and async video for founders, simple scorecards for hiring managers, and requisition and pipeline tooling for agencies — and they are honest about where a workflow needs a human decision rather than software.

There are also pages written around the kind of hiring you do rather than your job title: staffing agencies, in-house talent teams, high-volume hiring, GCC hiring in India, healthcare and clinical staffing, IT services and consulting, frontline and retail, and NGOs and non-profits.

Pick the page that matches how you hire to see the workflow end to end, then explore the product features and the pricing to see how it fits your team. Every plan starts free for a single user with no credit card.

FAQ

Pitch N Hire by role — FAQs

Who is Pitch N Hire built for?
Pitch N Hire is an AI-native ATS used by recruiters, hiring managers, HR and talent leaders, founders, and staffing agencies. The same platform — AI screening, sourcing, async video interviews, requisition approvals, and analytics — maps to each role's specific needs, with a free 1-user-forever tier to start.
Does Pitch N Hire work for solo founders and small teams?
Yes. The 1-user-forever free tier lets a solo founder or small team run a full, structured hiring process — posting roles, parsing and ranking applicants, sourcing, and running async interviews — at no cost, then scale the same workflow per seat as the team grows.
How is Pitch N Hire different for an HR leader versus a recruiter?
Recruiters use Pitch N Hire mainly for throughput — parsing, ranking, sourcing, and scheduling at volume. HR leaders use the same platform for control and visibility: requisition approvals tied to budget, role-based permissions, consistent structured evaluation, real-time analytics, and an auditable hiring trail across departments.
How does Pitch N Hire help a hiring manager who isn't a recruiter?
Hiring managers get a simple, focused view: the candidates for their role, a structured scorecard to leave consistent feedback, and async video interviews they can review on their own time instead of scheduling a dozen live calls. There's nothing heavy to learn — they see only what they need, which is why hiring-manager adoption tends to be the real difference between an ATS that works and one that gets bypassed over email.
Is Pitch N Hire useful for a staffing or recruitment agency?
Yes. Agencies run client-ready pipelines, submit shortlists quickly, and reuse their vetted talent pool across roles, while async video and structured scoring speed up screening before a candidate ever reaches the client. Sourcing tooling helps keep the bench warm, and the free tier lets a small agency start without upfront cost.
Can a non-technical founder run real hiring on it?
Absolutely. The free single-user plan is built to be approachable: post a role to a branded careers page, let the system parse and rank applicants, run an async interview with suggested questions, and score answers against what the role actually needs. A founder gets a structured process without hiring a recruiter or learning enterprise software.
Does the same platform grow with the team?
Yes — that's the point of starting on one system. A founder's free single-user setup, a recruiter's high-volume pipeline, a hiring manager's review view, and an HR leader's approvals and analytics are all the same product configured differently, so you add seats and turn on controls as you scale instead of migrating tools every stage.
Which role page should I read first?
Read the one that matches how you spend your day: recruiters for sourcing and throughput, founders for the free self-serve setup, hiring managers for simple candidate review, HR and talent leaders for control and analytics, and agencies for client pipelines. Each page maps that role's real pains to the parts of the platform that address them, then links to features and pricing.
Pitch N Hire ATS

The applicant tracking system built for how you hire

Pitch N Hire is an applicant tracking system. Run job posting, screening, structured interviews, and offers from one pipeline — starting free for 1 user.

One pipeline for every role, applicant, and interview stage
Structured scorecards so the panel compares candidates on the same criteria
Careers page, job posting, and candidate communication in one place
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