Companies in Sydney, Australia can run their whole hiring process on Pitch N Hire's applicant tracking system — job posting, a branded careers page, resume parsing, interview scheduling, scorecards and team collaboration — with a free-forever plan for one user. It works anywhere on the web, so a Sydney team can manage local and offshore hiring from one place.
An applicant tracking system (ATS) is the software a team uses to manage hiring end-to-end: posting jobs to boards and a branded careers page, collecting and parsing applications, moving candidates through pipeline stages, scheduling interviews, capturing structured scorecards, and collaborating on decisions. Pitch N Hire's ATS (its 'Operate' product) does all of this in the browser, with a free-forever tier for a single user and paid plans as a team grows. Because it is web-based it serves companies anywhere — a team can run its local recruitment and any offshore hiring from the same system, with reporting on time-to-fill and source performance so the process stays measurable rather than run over email and spreadsheets.
Create roles once and publish to your branded careers page and multiple job boards, so applications flow into one organised pipeline instead of scattered inboxes.
Resumes are parsed and candidates captured automatically, with duplicates merged, so your team starts from a clean, searchable candidate database.
Drag candidates through customisable stages, leave notes, and keep everyone aligned on where each person is — no more spreadsheet status-chasing.
Schedule interviews, share structured scorecards, and gather feedback in one place so hiring decisions are consistent and comparable across interviewers.
Dashboards show time-to-fill, source performance and pipeline conversion, so a team can see what's working and hire more predictably over time.
Pitch N Hire's applicant tracking system covers the full hiring workflow in one place:
Sydney is Australia's financial capital and its biggest technology market, anchored by the ASX, the headquarters of the major banks, and Macquarie, alongside a maturing startup scene around the Tech Central precinct at Eveleigh. Regtech, payments and enterprise cloud dominate local demand, and because the city leans heavily on skilled migration to close engineering gaps, roles in cloud, data and cybersecurity routinely stay open for months.
The Sydney workforce is weighted toward engineers who have worked inside banks, insurers and large platform companies, with particular depth in cloud architecture, payments integration and regulated-data handling. As Atlassian's home city, it also seeds a strong product and developer-tooling culture. Steep rents and reliance on skilled migration keep the senior end of the market tight, pushing teams to look beyond the harbour for extra capacity.
Pay in Sydney is the steepest in the country; experienced engineers commonly sit around AUD 140k–190k before superannuation, and specialist cloud or security people command more. Placing part of the team offshore in India through PNH keeps a comparable skill level on the roster at a lower total cost, letting Sydney companies reserve budget for the client-facing roles that genuinely need to sit locally.
The real constraint for Sydney teams is the clock: AEST runs well ahead of India, so PNH structures offshore pods around a morning-in-India / afternoon-in-Sydney overlap plus disciplined asynchronous handoffs, rather than a full shared day. Engineers are vetted, onboarded and employed through PNH's India Employer of Record, giving a Sydney business round-the-clock progress and added capacity without registering an Australian entity.
You can engage Pitch N Hire in whichever way fits your Sydney team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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