Companies in Auckland, New Zealand 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 Auckland 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:
Auckland is New Zealand's economic engine and biggest technology market, holding roughly a third of the national population and the largest share of its software, fintech and SaaS employers. Banks, insurers, digital agencies and a growing base of venture-funded startups compete for engineers here, and with a limited local pool relative to demand, backend, cloud and data roles stay hard to fill and slow to close.
Auckland talent skews toward commercial and product engineering, with the country's strongest pools in JavaScript/TypeScript, Java, C#/.NET, Python and cloud (AWS/Azure), plus fintech and payments exposure. The University of Auckland and AUT feed a steady graduate pipeline, but experienced senior engineers are scarce and mobile, so specialist roles are competitive — a common reason Auckland teams blend in offshore capacity.
Auckland commands New Zealand's highest developer pay, with senior software engineers frequently in the region of NZ$110k–NZ$155k plus KiwiSaver and, in scale-ups, equity. Offshore augmentation from India typically delivers comparable seniority at a materially lower blended rate, which is why cost-conscious Auckland companies run hybrid local-plus-offshore teams.
For Auckland founders and engineering leaders, an offshore pod is often the fastest way to add capacity: PNH sources and vets India-based engineers and runs employment and compliance through its Employer of Record. Because India runs several hours behind NZ, PNH schedules a morning overlap window for standups and leans on asynchronous handoffs, so delivery continues without a local entity.
You can engage Pitch N Hire in whichever way fits your Auckland 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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