Pitch N Hire gives Santiago, Chile teams a complete interview toolkit — structured interview kits, live and one-way video interviews, scorecards and skills assessments — so hiring decisions are consistent and evidence-based. It runs in the browser and plugs into the ATS, helping a Santiago company evaluate local and offshore candidates the same rigorous way.
Interview solutions are the software and structure a team uses to evaluate candidates consistently: reusable interview kits and question banks, live and one-way (asynchronous) video interviews, structured scorecards, and skills assessments — all tied back to the role's real requirements. Pitch N Hire's interview and assessment tooling makes evaluation objective and comparable across interviewers, reducing bias and hiring mistakes. It runs in the browser and integrates with the ATS, so a company can screen and assess candidates for local roles or an offshore team through one consistent, evidence-based process — especially useful when hiring across time zones, where asynchronous video interviews remove scheduling friction.
Create reusable interview kits and question banks per role, so every interviewer for a role assesses the same competencies in the same structured way.
Use one-way (asynchronous) video for early screening so candidates answer on their own time — ideal across time zones — and live video for deeper interviews.
Send skills assessments and structured exercises that test the actual competencies the role needs, so you evaluate ability rather than just résumés.
Interviewers complete structured scorecards against the same criteria, making candidates directly comparable and reducing individual bias in the decision.
Aggregated scores and recorded responses give your hiring team an evidence-based basis for the decision, and a clear audit trail for fairness.
Pitch N Hire's interview and assessment tooling standardises how you evaluate candidates:
Santiago concentrates the overwhelming majority of Chile's technology activity, hosting the head offices of major banks, retailers and mining groups alongside a dense startup scene shaped by the Startup Chile accelerator and a mature venture and fintech community. The city drives national demand for backend, cloud, data and payments engineers, and its role as a nearshore delivery base for US clients keeps competition for experienced developers persistently high.
Santiago's talent pool is the most senior and product-experienced in Chile, with strong exposure to fintech, e-commerce and enterprise systems and solid depth in JavaScript/TypeScript, Java, Python, cloud (AWS) and data engineering. Many mid-to-senior developers have worked on export or nearshore projects, so English levels and delivery maturity are comparatively high — which also makes them competitive to hire and retain.
Santiago commands Chile's highest developer pay, with senior software engineers frequently in the region of CLP 3.5M–6M per month plus employer costs, and premiums for cloud, data and fintech skills. Because experienced local talent is competitive and export-priced, some Santiago teams supplement local recruitment with offshore India-based engineers to widen the pool for specialist roles.
For Santiago scale-ups facing a tight senior market, PNH first recruits and screens local candidates and can run full RPO. Where a niche skill is scarce or delivery must expand fast, it offers an optional offshore pod of vetted India-based engineers, employed through its Employer of Record and overlapping several afternoon hours with Chilean time.
You can engage Pitch N Hire in whichever way fits your Santiago 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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