Embed recruiters, sourcing, and an AI-native ATS into your hiring — scale on demand.
Recruitment Process Outsourcing (RPO) is when you hand all or part of your hiring to an external partner who runs it as an extension of your team. Pitch N Hire delivers RPO by embedding recruiters, sourcing, and its AI-native ATS into your hiring function, scaling capacity up or down on demand while India-based delivery keeps your cost per hire low.
India-based delivery · scale up or down · you keep full visibility on your own ATS.
Recruitment Process Outsourcing is a model where you transfer all or part of your hiring to an external partner who runs it as an extension of your own team. Instead of paying an agency per placement, you hand the RPO partner ownership of the process itself — sourcing, screening, interview coordination, reporting, and the technology behind it — across many roles over time. The goal is a faster, more consistent, and more measurable hiring engine than most teams can build and staff in-house on their own.
Pitch N Hire delivers RPO with dedicated recruiters working on our own AI-native applicant tracking system, so you get both the people and the platform in one partnership. Because delivery is India-based, you get experienced recruiting capacity at a lower cost per hire than building the same team locally — while you keep full visibility of every candidate and stage. For a plain-language primer, see what RPO is.
RPO is not one fixed contract — you choose how much of the funnel to outsource and for how long. The three common shapes let you match the engagement to your hiring plan rather than the other way around.
We own the full hiring lifecycle across roles, departments, or the whole company — sourcing, screening, interviewing, offers, and reporting — under a long-term partnership.
A fixed-scope engagement for a specific hiring spike: a new office, a funded growth phase, a product launch, or a seasonal ramp. We staff the surge, then hand back a clean process.
Plug our recruiters into just the stages you need — high-volume sourcing, screening, or scheduling — paid by the hour, role, or hire, without committing your whole funnel.
Multi-channel sourcing across job boards, LinkedIn, our OnJob talent network, and passive-candidate research to build a qualified pipeline for each role.
Structured phone and skills screening against your must-haves, so hiring managers only spend time on candidates who genuinely fit.
We run the calendars, reminders, panels, and candidate communication end to end, cutting the admin load off your team.
Every candidate lives in the Pitch N Hire ATS with clear stages, notes, and collaboration — you get full visibility, not a black box.
Consistent, on-brand outreach and timely feedback so candidates have a good experience whether or not they get hired.
Time-to-fill, source-of-hire, funnel conversion, and pipeline health reported regularly, so you can see exactly what your recruiting spend delivers.
An in-house team gives you the most control and brand knowledge, but it is slow and expensive to build, and it struggles when hiring volume swings up or down. A staffing agency is transactional: it fills individual roles for a per-placement fee and is ideal for occasional or highly specialised openings, but it does not own or improve your process. RPO sits in between — a longer-term partner that embeds into your hiring function, owns the process and technology, flexes capacity with demand, and reports on outcomes.
RPO is closest to hiring your own recruiters, but faster to stand up and easier to scale down. If your need is really about adding vetted engineers to your product team rather than running your hiring pipeline, look at IT staff augmentation or staff augmentation vs managed services instead — RPO is about owning the recruiting process, not delivering the work itself.
Most RPO providers run on whatever ATS the client already has. Pitch N Hire delivers RPO on its own product suite, so recruiters and technology are designed to work together. Three parts of the stack do the heavy lifting:
Combined with India-based delivery, that means you get more qualified candidates per recruiter and a lower cost per hire than staffing an equivalent in-house team. See how the underlying interviews and assessments and recruitment automation work.
We agree on roles, volumes, must-have criteria, service levels, and the model (end-to-end, project, or on-demand) that fits your hiring plan.
Dedicated recruiters and coordinators plug into your process on the Pitch N Hire ATS, working as an extension of your team under your brand.
We run the funnel — sourcing, screening, scheduling, and shortlisting — while your hiring managers focus on final interviews and decisions.
We report on funnel metrics, tune the process, and flex capacity up or down as your hiring needs change through the year.
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