Companies in Budapest, Hungary 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 Budapest 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:
Budapest is Hungary's dominant technology hub and one of Central Europe's largest shared-services capitals, hosting the regional or global business-services centres of many multinationals across banking, telecoms and manufacturing. Alongside those GBS operations sit a lively fintech scene, a well-known games-development cluster and a growing base of product startups, sustaining steady demand for software, data and QA engineers across the city and its surrounding tech parks.
Budapest talent is strong in backend and enterprise engineering (Java, .NET, C++), embedded and automotive software, data and QA, plus a distinctive pool of games-development and graphics engineers. A large multilingual workforce and top output from the Budapest University of Technology and Economics (BME) and ELTE feed the pipeline. Quality is high, but senior and specialist roles can still be competitive, prompting offshore support.
Budapest developer pay is competitive versus Western Europe while sitting at the top of Hungary's range — senior engineers often around HUF 12M–22M gross per year, higher for scarce fintech, cloud and games skills, plus employer contributions. To stretch budgets or add niche capacity quickly, Budapest teams frequently blend local hires with offshore India-based engineers sourced and employed through PNH.
For Budapest scale-ups and GBS teams, PNH provides an offshore extension: vetted India-based engineers employed through an Employer of Record, working on strong overlap with Central European hours for daily collaboration. This adds delivery capacity or specialist skills — from cloud to data to games back-end — without setting up new Hungarian headcount or entity overhead.
You can engage Pitch N Hire in whichever way fits your Budapest 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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