Pitch N Hire's recruitment services help Surabaya, Indonesia employers fill roles faster by running sourcing, screening and shortlisting as a managed process. Whether you are hiring for local Surabaya 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:
Surabaya is Indonesia's second city and the commercial gateway to eastern Indonesia, built on trade, shipping, manufacturing and a large industrial base rather than a startup-first culture. Its growing digital economy is increasingly tied to enterprise, logistics, e-commerce fulfilment and industrial modernisation, so demand centres on business-application, integration and back-office engineering more than on venture-funded consumer product teams.
Surabaya's talent pool is grounded in enterprise and web development, business applications, .NET, Java and integration work, supported by regional universities producing steady numbers of software graduates. It is more affordable and less contested than Jakarta, with good retention, but advanced data, cloud and platform specialists are scarcer locally — a gap employers often bridge with targeted recruitment or offshore support.
Surabaya developer salaries sit below Jakarta and broadly in line with other regional Indonesian hubs — mid-level and senior engineers commonly in the region of IDR 10–30 million per month. Companies modernising logistics or enterprise systems frequently combine cost-effective local Surabaya hires with India-based offshore engineers sourced through PNH to add specialist capacity.
For Surabaya's enterprise, logistics and manufacturing-tech employers, PNH can add an offshore engineering layer — vetted India-based developers and integration specialists on the WIB time overlap, employed via an Employer of Record — to accelerate modernisation programmes and cover cloud or data skills that are harder to source in the local market.
You can engage Pitch N Hire in whichever way fits your Surabaya 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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