Companies in Seattle, United States 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 Seattle 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:
Seattle is a top-tier US tech hub built around the headquarters of two of the world's largest cloud and software companies, plus a thick layer of engineering offices, gaming studios and aerospace employers. That gravity has created one of the deepest senior-engineering markets in the country, but it also means the biggest players absorb much of the local talent, keeping compensation high and specialist hiring fiercely competitive.
Seattle talent is exceptionally strong in cloud infrastructure, distributed systems, backend and large-scale services, with deep expertise in Java, C#, Python and Go and a culture shaped by hyperscale operations. The University of Washington feeds a strong pipeline, yet the dominance of a few giant employers means startups often find senior specialists hard to win and turn to offshore support.
Seattle developer pay ranks near the coastal top tier — senior engineers often in the region of $160k–$230k base plus equity, with no state income tax lifting take-home. Offshore augmentation from India delivers comparable seniority at a much lower blended cost, so leaner Seattle companies pair a local core with an offshore delivery pod.
For Seattle startups competing against hyperscale employers for talent, PNH offers an offshore extension: vetted India-based engineers employed via an Employer of Record with overlap into the Pacific-time morning, expanding cloud and platform delivery capacity without matching the local giants on headcount cost.
You can engage Pitch N Hire in whichever way fits your Seattle 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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