Companies in Novi Sad, Serbia 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 Novi Sad team can manage local and offshore hiring from one place.
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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:
Novi Sad is Serbia's second-largest city and a technology centre whose size belies its output, with a dense, well-connected developer community and several home-grown software companies of real scale. Its tech economy blends outsourcing and product engineering with a notable embedded-systems and automotive-software tradition rooted in local research institutes. That concentration makes Novi Sad competitive for experienced engineers, with demand frequently outrunning the comparatively compact local supply.
Novi Sad talent is strong in embedded and automotive software, C/C++, and modern web and product stacks such as JavaScript, .NET and Java, supported by the University of Novi Sad's Faculty of Technical Sciences. The community is tightly networked and quality is high, but the pool is smaller than Belgrade's, so senior and specialist roles can take time to fill — where offshore augmentation adds useful scale.
Novi Sad developer pay is close to Belgrade's for comparable seniority — senior engineers frequently in the region of RSD 3,600,000–7,200,000 gross per year — with many working as registered entrepreneurs. Employers scaling delivery or adding niche skills quickly often blend local Novi Sad hires with offshore India-based engineers sourced through PNH to keep costs balanced.
For Novi Sad's embedded and product companies, PNH assembles an offshore India-based engineering pod, vetted for the specific stack and overlapping substantial hours with CET for daily collaboration. Employment and compliance run through PNH's Employer of Record, so a Novi Sad team can extend general software delivery without stretching a compact and highly sought-after local talent pool.
You can engage Pitch N Hire in whichever way fits your Novi Sad 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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