Companies in Zurich, Switzerland 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 Zurich 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:
Zurich is Switzerland's economic engine, combining a global banking and insurance sector with a fast-growing fintech and blockchain scene around 'Crypto Valley' in nearby Zug. It also hosts the largest engineering campus of any global tech firm in Europe, so demand for backend, cloud, data and security engineers is fierce and local supply is quickly absorbed by well-funded incumbents and scale-ups.
Zurich talent is highly credentialed, drawing heavily on ETH Zurich graduates and experienced fintech and banking engineers. Strong pools exist in Java, Scala, Python, cloud platforms, distributed systems and quantitative/data engineering, with notable machine-learning depth from the research ecosystem. Competition from banks and large R&D centres keeps candidates scarce and hiring cycles long, which is why many teams blend in offshore engineers.
Zurich pays among the very highest developer salaries in Europe, with senior software engineers frequently in the region of CHF 120k–170k plus generous employer contributions. Offshore augmentation from India typically delivers comparable seniority at a materially lower blended rate, which is why cost-aware Zurich scale-ups run hybrid on-site plus offshore teams to protect budget without slowing delivery.
For Zurich founders and engineering leaders, the quickest way to add capacity is often an offshore pod: PNH sources and vets India-based engineers, overlaps several working hours with CET for daily standups and code review, and handles employment and compliance through its Employer of Record — so there is no Swiss entity, payroll or work permit to arrange.
You can engage Pitch N Hire in whichever way fits your Zurich 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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