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Retail floors, BPO seats, delivery fleets, plant shifts, campus intakes. When the funnel is measured in thousands and the seats are needed this month, screening by hand is not slow — it is impossible.
Free plan for one user, forever · migration from your current tool included · no credit card
4,200Applicants ranked per role, median11 daysRequisition to filled cohort−58%Cost per seat filled
Free forever for 1 userNo credit card required
One platformATS, HRMS, interviews and sourcing
Human-in-the-loop AIEvery score shows its evidence
Built in Noida, IndiaServing hiring teams worldwide
SOC 2 Type II · ISO 27001 · GDPR · India DPDP · ResidencyCompliant with these frameworks
01What you actually need it to do
Where a volume funnel actually breaks.
Ranking
Screening thousands, fairly
The top candidates are usually applicant 900 to 1,400.
Everyone gets scored against the same criteria, ranked with visible evidence, and nobody is silently dropped because a recruiter ran out of Friday. Redaction and drift monitoring keep it defensible.
Evidence per score
Which requirement was met and where it came from, on every single applicant.
Minutes, not weeks
A 4,000-applicant pool is ranked before your morning stand-up ends.
Auditable fairness
Demographic fields redacted, criteria fixed, scoring drift reported by cohort.
Knock-out rules
Shift availability, licence, location radius and language handled up front.
Engagement
Reaching candidates who ignore email
Frontline candidates answer WhatsApp, not inbox.
Automated screening conversations on WhatsApp and SMS in local languages, with answers written straight to the candidate record and a human handover the moment it matters.
Multi-language
Hindi, Tamil, Telugu, Marathi, Arabic and more, with transliteration handled.
Structured screening chat
Availability, documents, distance and expectations captured conversationally.
Human handover
Any hesitation or complaint routes to a recruiter with the full transcript.
Response rates
Typically three to five times email on frontline roles.
Logistics
Walk-ins, drives and assessment days
Three hundred people, one venue, one queue.
Slot booking, QR check-in, assessment scoring on a tablet, live selection boards and offer letters printed on the spot — with the whole day reconciled in the system by evening.
QR check-in
No paper registers; attendance and no-shows tracked automatically.
On-site assessment
Score sheets on tablets, results visible to the selection panel instantly.
Same-day offers
Generate, approve and print offers before the candidate leaves the building.
Campus mode
Institute-wise pipelines, batch scoring and placement-cell reporting.
Onboarding
Onboarding a cohort, not a person
Forty joiners on Monday, every document in place.
Bulk document collection, verification in parallel, statutory forms, ID cards, shift allocation and payroll handover — run as a cohort with a completion board instead of forty email threads.
Bulk document capture
Candidates upload from a phone; missing items chase themselves.
Parallel verification
Checks run across the whole cohort with a single status board.
Shift and location mapping
Assign to store, plant, process or route before day one.
Payroll handover
Employee records created with statutory fields ready for the first cycle.
02Before and after
What a 3,000-applicant week looks like either way.
Today
3,000 applications sit in an inbox; the first 200 get read
Recruiters phone-screen for eight hours and reach 60 people
Walk-in day runs on paper registers and a WhatsApp group
Drop-off between offer and joining is discovered on start day
Cost per seat is estimated, never measured by source
With Pitch N Hire
All 3,000 ranked with evidence before the morning meeting
Automated WhatsApp screening reaches everyone; recruiters call the top 150
QR check-in, tablet scoring, same-day offers, reconciled by evening
Pre-joining contact and document tracking cut no-shows visibly
Cost per seat and quality reported per source and per cohort
03Run the numbers
Cost per seat filled, at your volume.
Seats to fill this quarter, and applicants you receive per seat.
The model takes two inputs from you and returns four figures. Here is each figure and the assumption it rests on — we run it on your own numbers on the call rather than publishing a result for a company we have not met.
Seats to fill this quarterApplicants received per seat
What the model returns
The assumption behind it
Applicants in the funnel
Every one screened and ranked, not just the first few hundred
Screening hours before
At four minutes of human attention per applicant
Screening hours after
Recruiters review ranked shortlists and run the calls that matter
Cost per seat
Modelled against typical frontline cost per seat filled
Modelled from platform medians across comparable teams. We will rebuild it on your real data on the call.
We hire 1,800 people a year across 40 stores. The difference is not that it is faster — it is that we now interview the right hundred people instead of the first hundred who applied.
Head of Talent Acquisition, retail chain · 1,800 hires a year
11 daysRequisition to cohort−58%Cost per seat−22%First-90-day attrition
05
Questions
How many applicants can it handle at once?
Tens of thousands per requisition. The largest live cohorts on the platform rank 40,000-plus applicants for a single hiring drive, and ranking a 4,000-applicant pool takes a few minutes rather than a few weeks.
Is AI screening at this volume legally defensible?
It is built to be. Criteria are fixed before screening, demographic fields can be redacted, every score carries its evidence, scoring drift is monitored by cohort, and the full decision trail is exportable for a regulator or a tribunal. Advancing or rejecting is always recorded against a named human.
Do candidates really respond on WhatsApp?
On frontline roles, three to five times more often than email. Screening conversations run in local languages, answers land on the candidate record, and anything sensitive is handed to a recruiter with the full transcript.
Can you run walk-in drives and campus placements?
Yes — slot booking, QR check-in, tablet-based assessment scoring, live selection boards, same-day offer generation, and institute-wise reporting for campus intakes.
How do you reduce no-shows and early attrition?
Pre-joining contact through the notice period, document completion tracking, realistic role previews at screening, and drop-off reporting by source so you stop paying for channels that deliver people who never start. Customers typically see first-90-day attrition fall by around a fifth.
What does volume pricing look like?
Priced per seat filled or per applicant band rather than per recruiter seat, so the cost tracks the hiring you actually do. We will model it against your quarter on the call.
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
See your true cost-per-hire and how much Pitch N Hire could save you — our free Recruitment ROI Calculator gives you the numbers in under a minute. No signup required.
