Switching to Pitch N Hire means moving your candidates, jobs, notes, and pipeline stages into one AI-native platform that unifies sourcing, screening, and interviews. You export data from your current ATS, import it, rebuild your pipeline, train your team, and go live — and you can test everything first on the free single-user plan.
There's no single reason to change your ATS — but the moves below are the honest, recurring ones. Whether one applies depends on your stack, budget, and how much AI you want built into hiring.
Many teams run a separate ATS, sourcing tool, and interview platform — paying for three subscriptions and copying candidates between them. Pitch N Hire brings sourcing (OnJob.io), AI screening, and structured AI video interviews (Intuvos) onto one platform, so there's a single source of truth instead of tools that don't talk to each other.
Some platforms add AI as a paid bolt-on or an integration. Pitch N Hire is built AI-first: automated resume screening, structured AI interviews, and scoring are core features, not add-ons. Teams switch when they want automation built into the funnel rather than stitched on afterwards.
Several incumbents have no free plan and require a sales conversation before you can even try them. Pitch N Hire offers a genuinely free '1 user free forever' plan with no credit card, so you can evaluate the platform on real roles before committing — then add paid seats when you're ready.
A migration is just five practical steps. You keep your current ATS live throughout, so there's a fallback at every stage and nothing has to break.
Most ATS platforms let you export candidates, jobs, and notes as CSV or via their API. Pull a full export of active candidates, open and recently closed jobs, interview notes, and your pipeline stage structure. Keep a copy of the raw export as a backup before you change anything — you lose nothing by keeping the source system live during the move.
Bring your exported records into Pitch N Hire. Map your existing fields (name, email, role, source, stage, notes) to the matching fields so nothing is dropped. Our team can help map and import larger datasets during onboarding so the structure carries over cleanly rather than as a flat list.
Recreate your hiring pipeline — the stages a candidate moves through from applied to hired — and set up jobs, scorecards, and any automation you want (screening rules, status updates, interview scheduling). This is also the moment to simplify: many teams use a switch to trim stages they no longer need.
Walk recruiters and hiring managers through where candidates, notes, and interviews now live. Because the platform is collaboration-first, the learning curve is mostly about new locations rather than new concepts. Run a couple of live roles in parallel so the team builds confidence before the old system is retired.
Once your team is comfortable and data is verified, point new applications at Pitch N Hire and make it the system of record. Keep the old ATS in read-only mode for a short overlap so you can reference historical data, then decommission it once you're confident nothing is missing.
Mapping your existing fields to the matching fields during import is what keeps everything intact, rather than arriving as a flat, context-free list.
Candidate profiles — name, contact details, resume, source, and current status — imported via CSV or API and matched to the right jobs.
Open and recently closed requisitions, including title, department, and description, so historical context and active roles both carry over.
Recruiter notes, scorecard feedback, and interview comments brought across so evaluation history isn't lost in the move.
Your stage structure — applied, screening, interview, offer, hired — rebuilt so candidates land in the correct part of the funnel.
The safest migrations are phased, not flipped overnight. Keep your current ATS live and in read-only mode during the move, run a few real roles in Pitch N Hire in parallel before cutover, and only retire the old system once your team is comfortable and the imported data is verified. Test on the free single-user plan first so you can validate the import and rebuild a pipeline before any new applications are routed across. Because Pitch N Hire is collaboration-first, most of the team's learning curve is about where things now live, not new concepts — which keeps day-to-day hiring moving throughout the transition.
Each platform has genuine strengths. Below is a fair note on what teams gain by moving — with side-by-side comparisons and alternatives guides for an even-handed view.
Greenhouse is a mature, structured-hiring platform with deep interview kits and reporting, trusted at mid-market and enterprise. Teams typically switch to Pitch N Hire when they want native AI interviewing and a free entry point rather than Greenhouse's enterprise, sales-led, no-free-plan model. Export your candidates, jobs, and scorecards and map them into Pitch N Hire's pipeline.
Lever pairs an ATS with CRM-style talent nurturing, which suits relationship-driven recruiting. Teams move to Pitch N Hire to fold sourcing and native AI screening into the same platform, and to start on a free plan rather than a quote-based contract. Lever's candidate and pipeline data exports cleanly for import.
Workable is a polished, self-serve ATS with a broad job-board network, popular with small and mid-size teams. Switchers to Pitch N Hire usually want a permanent free tier (Workable offers a trial, not a standing free plan) plus built-in AI video interviews. Your Workable candidate and job exports map directly into the new pipeline.
BambooHR is an HR-first system (HRIS) with an ATS module — strong when you want hiring inside a broader people suite. Teams switch the recruiting side to Pitch N Hire when hiring throughput and AI screening matter more than the HRIS bundle. Export your candidate and job records from the ATS module and import them, keeping BambooHR for core HR if you wish.
Test Pitch N Hire free on your own roles, or book a demo and we'll help you plan the import from your current ATS — candidates, jobs, notes, and stages.
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