Pitch N Hire's recruitment services help Budapest, Hungary employers fill roles faster by running sourcing, screening and shortlisting as a managed process. Whether you are hiring for local Budapest positions or building an offshore team, PNH's recruiters and interview tooling surface vetted candidates, reduce time-to-fill and lift shortlist quality — as an on-demand extension of your talent team.
Recruitment services — often delivered as Recruitment Process Outsourcing (RPO) — hand part or all of your hiring process to a specialist team: role intake, sourcing, screening, structured interviews and shortlisting, measured on time-to-fill and quality-of-hire. Pitch N Hire combines experienced recruiters with its own applicant-tracking and interview-assessment software to run this efficiently, whether you are filling roles in your own city or sourcing offshore talent. This is well suited to employers with spiky or high-volume hiring who need to scale recruiting capacity quickly without permanently growing an in-house talent team, and it plugs directly into PNH's ATS so your pipeline stays visible.
We define each role with you — must-have skills, seniority, compensation band and the profile of a great hire — so sourcing is targeted from the start and everyone agrees on what 'qualified' means.
PNH's recruiters run multi-channel sourcing (job boards, databases, referrals and direct outreach) to build a pipeline of relevant active and passive candidates for your roles.
Candidates are screened against the brief and run through structured interviews and skills assessments in PNH's tooling, so only genuinely qualified people reach your shortlist.
You receive a ranked shortlist with notes and scorecards, and interview your top choices. We coordinate scheduling and keep candidates warm to reduce drop-off.
We support offer management and handover to onboarding, and report on funnel metrics — time-to-fill, source performance and conversion — so the process keeps improving.
Engage PNH for part or all of the hiring funnel, for one hard role or high-volume campaigns:
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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