Companies in Singapore, Singapore 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 Singapore 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:
Singapore's tech ecosystem is concentrated in tight, well-defined districts: the Central Business District and Marina Bay for banking and fintech, the one-north research park (Biopolis and Fusionopolis) for biotech, semiconductors and R&D, and pockets across the CBD for e-commerce and platform startups. Global banks, exchanges, chipmakers and regional startup HQs compete intensely here, and with a compact resident workforce, backend, data, cloud and platform engineers are in persistent short supply across these clusters.
Singapore talent skews multilingual, product-mature and regionally experienced, with strong exposure to payments, trading systems, e-commerce platforms and regulated fintech. Deep pools exist in Java, Python, Go, JavaScript/TypeScript, cloud (AWS/GCP) and data engineering, fed by NUS, NTU and SMU. Because the local pool is small and mobile, and foreign hiring is quota-constrained, senior and specialist roles can be slow to fill — a common reason Singapore teams blend in offshore engineers for capacity.
Singapore commands some of Asia's highest developer pay, with senior software engineers frequently in the region of S$110k–S$180k, and premiums for platform, security and quantitative roles in fintech. Offshore augmentation from India typically delivers comparable seniority at a materially lower blended rate, which is why cost-conscious Singapore scale-ups run hybrid on-site plus offshore teams for regional delivery.
For Singapore founders and engineering leaders, the fastest route to added capacity is often an offshore pod: PNH sources and vets India-based engineers, overlaps most of the working day with SGT (India is 2.5 hours behind) for real-time collaboration, and handles employment and compliance through its Employer of Record so there is no new entity to set up and no Employment-Pass quota to navigate.
You can engage Pitch N Hire in whichever way fits your Singapore 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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