Pitch N Hire's recruitment services help Seattle, United States employers fill roles faster by running sourcing, screening and shortlisting as a managed process. Whether you are hiring for local Seattle positions or building an offshore team, PNH's recruiters and interview tooling surface vetted candidates, reduce time-to-fill and lift shortlist quality — as an on-demand extension of your talent team.
Recruitment services — often delivered as Recruitment Process Outsourcing (RPO) — hand part or all of your hiring process to a specialist team: role intake, sourcing, screening, structured interviews and shortlisting, measured on time-to-fill and quality-of-hire. Pitch N Hire combines experienced recruiters with its own applicant-tracking and interview-assessment software to run this efficiently, whether you are filling roles in your own city or sourcing offshore talent. This is well suited to employers with spiky or high-volume hiring who need to scale recruiting capacity quickly without permanently growing an in-house talent team, and it plugs directly into PNH's ATS so your pipeline stays visible.
We define each role with you — must-have skills, seniority, compensation band and the profile of a great hire — so sourcing is targeted from the start and everyone agrees on what 'qualified' means.
PNH's recruiters run multi-channel sourcing (job boards, databases, referrals and direct outreach) to build a pipeline of relevant active and passive candidates for your roles.
Candidates are screened against the brief and run through structured interviews and skills assessments in PNH's tooling, so only genuinely qualified people reach your shortlist.
You receive a ranked shortlist with notes and scorecards, and interview your top choices. We coordinate scheduling and keep candidates warm to reduce drop-off.
We support offer management and handover to onboarding, and report on funnel metrics — time-to-fill, source performance and conversion — so the process keeps improving.
Engage PNH for part or all of the hiring funnel, for one hard role or high-volume campaigns:
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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