Pitch N Hire's recruitment services help Manila, Philippines employers fill roles faster by running sourcing, screening and shortlisting as a managed process. Whether you are hiring for local Manila 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:
Metro Manila is the economic and outsourcing heart of the Philippines, hosting the country's largest concentration of BPO and IT-BPM operations, shared-services centres, banks and a growing fintech scene across Makati, BGC, Ortigas and Quezon City. Volume hiring for customer experience, technical support and finance roles is constant, while software, cloud and data engineering demand has risen as digital-services firms and startups expand.
Manila talent is defined by exceptional English fluency and a very large, service-oriented workforce experienced in customer support, finance-and-accounting and IT-enabled services. Software talent centres on web and mobile development, .NET, Java, PHP, Python and QA, backed by universities like UP, De La Salle and Ateneo. High attrition in BPO and competition for senior engineers make structured screening and fast pipelines valuable for local employers.
Manila offers competitive costs versus Western markets: senior software engineers commonly sit around ₱1.2M–₱2.4M per year, with BPO and support roles considerably lower. Employers still compete on pay for scarce senior and specialised engineering skills. Where local supply is tight, blending in offshore India-based engineers through staff augmentation can extend capacity at a comparable or lower blended cost.
For Manila employers who cannot fill every senior or niche engineering seat locally, Pitch N Hire can add an offshore India-based pod through staff augmentation — vetted engineers who overlap the full Manila workday given only a 2.5-hour time gap. PNH handles sourcing, vetting and, via its India Employer of Record, employment and compliance, so a Manila team scales capacity without a new local entity.
You can engage Pitch N Hire in whichever way fits your Manila 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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