Companies in Ankara, Turkey 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 Ankara 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:
Ankara is Turkey's capital and its administrative and defence-technology heart, where public institutions, large enterprises and a substantial defence-industry cluster drive steady demand for engineers. The presence of major technoparks around METU and Bilkent, along with government digitalisation and defence programmes, sustains hiring for backend, embedded, cybersecurity and enterprise software talent that is less consumer-startup-driven than Istanbul.
Ankara's talent pool is anchored by outstanding engineering universities — METU, Bilkent and Hacettepe among them — producing strong graduates in embedded systems, cybersecurity, backend and enterprise development. Talent skews toward defence, aerospace and public-sector projects, giving the city notable depth in secure and mission-critical engineering, though consumer product and modern web specialists can be thinner than in Istanbul.
Ankara developer pay generally sits below Istanbul and reflects a steadier, less startup-inflated market — senior engineers often roughly 75,000–140,000 TRY per month, with high inflation making USD-referenced offers increasingly common for senior talent. Employers scaling delivery or adding modern web and cloud skills quickly often supplement local Ankara hires with offshore India-based engineers through PNH.
For Ankara enterprises, defence-adjacent firms and scale-ups, PNH provides an offshore extension of the team: vetted India-based engineers employed through an Employer of Record on near-full overlap with TRT, expanding capacity for delivery-heavy or modern-stack work without competing for the city's specialised, defence-weighted local pool.
You can engage Pitch N Hire in whichever way fits your Ankara 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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