Strictly necessary cookies keep the site working. Our analytics and advertising tags
— Microsoft Clarity and Google Tag Manager — stay switched off, and write no
cookie, until you accept them.
Privacy Policy
Cookie preferences
Choose which categories may run. Your choice is stored on this device and is remembered for
six months. You can change it at any time from the “Cookie preferences” link in
the footer.
Always on
Security, session integrity, your light/dark theme choice, and this cookie preference
itself. The site cannot work without these, so they cannot be switched off.
Microsoft Clarity (session replay and heatmaps) and Google Analytics via Google Tag
Manager. Used to see which pages help and which confuse. Off by default.
Google advertising tags via Google Tag Manager, used to measure which campaigns lead to a
demo booking and to show relevant ads. Off by default.
Most talent teams run four tools that do not talk: an ATS, a spreadsheet of interviews, an HR system that starts at onboarding, and agency email. This is all of it on one candidate record — with hiring managers who actually log in.
Free plan for one user, forever · migration from your current tool included · no credit card
−41%Time to hire in the first quarter83%Hiring-manager feedback inside 24 hours4 → 1Tools replaced by one record
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
The four things that quietly slow an in-house team down.
Adoption
Hiring managers who never log in
If managers will not use it, nothing else matters.
Managers get one link, one screen, and three actions: read the evidence, leave a scored comment, advance or decline. No training, no licence to buy, no dashboard to learn.
One-link access
No password ceremony for an occasional user; SSO where you want it.
Feedback in 40 seconds
Scorecard prompts written for the role, not generic star ratings.
Nudges that work
Reminders in Slack or Teams, escalating to their manager if a pipeline stalls.
Their own numbers
Each manager sees their time-to-decision against the company median.
Quality
Interviews that cannot be compared
Four opinions and no shared standard.
Competency scorecards agreed at kick-off, the same questions asked in the same order, evidence captured as it happens, and a comparison view that puts finalists side by side.
Scorecards per role family
Reusable templates so every engineer is assessed on the same four things.
Side-by-side finalists
Scores, evidence and dissent in one view for the debrief.
Recorded and transcribed
Optional recording so a panel member who missed the call can catch up.
Bias controls
Redact demographic fields, monitor scoring drift by interviewer.
Sourcing
A pipeline you rebuild every time
Your best candidates already applied once.
Past finalists, silver medallists and lapsed applicants are searched and ranked against every new requisition before you spend on job boards or agencies.
Silver medallists surfaced
Automatically matched to new roles, with the reason they were close last time.
Talent pools that stay warm
Segmented nurture that a recruiter can send in two minutes.
Sourcing built in
Outbound search and outreach without a separate sourcing licence.
Less agency spend
Most teams cut agency dependency by a third in two quarters.
Onboarding
The gap between offer and day one
Where good hires quietly go cold.
Offer, documents, background checks, equipment, statutory forms and the first-week plan run from the same record — and the employee file exists before they arrive.
Offers and e-sign
Approval chain, letter generation and signature without leaving the record.
Checks in parallel
Verification ordered at offer, status visible to the recruiter and the manager.
Employee record created
Nothing retyped into a separate HR system; payroll picks it up directly.
Pre-boarding contact
Scheduled touchpoints through notice period, so fewer renege.
02Before and after
What your Monday looks like after the switch.
Today
Requisition approval lives in email; nobody can find the latest version
Interview notes in four different documents, none comparable
Managers reply 'looks fine' six days later, and the candidate is gone
Onboarding starts by retyping the offer into an HR system
Reporting means a monthly spreadsheet somebody builds by hand
With Pitch N Hire
Requisition, budget and scorecard approved in one flow with an audit trail
Every interviewer scores the same competencies, side by side
Managers decide in a day because the evidence is already in front of them
Offer flows into the employee record; payroll and documents follow automatically
Live dashboards on time to hire, source quality, and manager responsiveness
03Run the numbers
What the tool sprawl is costing you.
Annual hires and the number of separate tools your hiring runs on today.
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.
Hires a yearSeparate tools in use today
What the model returns
The assumption behind it
Recruiter hours returned
Coordination, retyping and status chasing removed across the year
Operating cost avoided
Those hours valued at a blended ₹900 per hour
Agency spend avoided
Roughly 28% of hires filled from your own pipeline instead
Duplicate licences dropped
Interview, onboarding and analytics tools folded into one plan
Modelled from platform medians across comparable teams. We will rebuild it on your real data on the call.
We were paying for an ATS, a scheduling tool, a video interview tool and an HR system that started at onboarding. One of those bills now covers all four jobs, and our managers finally give feedback in a day.
Head of Talent, 700-person SaaS company · 90 hires a year
24 daysTime to hire, from 41−34%Agency spend1 dayMedian manager feedback
05
Questions
Will our hiring managers actually use it?
That is the design constraint. Managers get one link to one screen with the shortlist, the evidence and three actions, plus reminders in Slack or Teams. Across our customer base, 83% of manager feedback lands inside 24 hours after switching.
Do we have to buy the HRMS to use the ATS?
No. The ATS stands alone, and the HRMS is included in the same plan when you want it. There is no separate module charge for interviews, onboarding, analytics or sourcing either.
How long does implementation take?
Small teams are live the same day. A typical 500-to-2,000-person company takes two weeks including data migration, SSO, scorecard templates and manager training — which is a 30-minute session, because there is not much to learn.
Can we migrate from Greenhouse, Lever, Workday or Zoho?
Yes. We import candidates, applications, notes, attachments and offer history, keep your original IDs on the record for audit, and run a parallel week so nothing is lost mid-pipeline.
How does the AI decide who to rank first?
It ranks against the scorecard you agreed, and every score shows the evidence behind it — which requirement was met, where in the CV or interview it came from, and what lowered it. A human always makes the advance or reject decision, recorded by name.
What about compliance in multiple countries?
Data residency in India, the US, the EU and the UAE, GDPR and DPDP workflows, configurable retention per workspace, and an immutable audit trail you can export for a regulator. The security page has the full control list.
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.
