An AI-native applicant tracking system that unifies hiring on one platform: post the role once, parse every résumé into a searchable profile, rank with scoring you can interrogate, schedule across calendars, and decide on a scorecard everyone shares.
Direct applicants, sourced candidates and agency submissions land in the same place, source tagged.
Applied, screened, interview, offer, hired — the states the record actually moves through.
Résumés parse into structured profiles, and an accepted offer carries into HRMS without re-entry.
One user, no card. Paid tiers are billed per active user, monthly or annually, plus tax.
Pitch N Hire ATS is an applicant tracking system built around a single pipeline. A requisition is published once to multiple job boards and a branded career site, and every application flows back into the same pipeline with its source tagged — including submissions from an agency bench and candidates who arrived through sourcing. Résumés are parsed into structured, searchable profiles rather than sitting in an inbox, so no field is retyped.
Screening is AI-assisted and explainable by design. Applicants are matched against the role and surfaced with scoring that shows its evidence, and recruiters keep the override. The vendor is direct about the limit of that: scoring reflects the criteria you give it, so the wrong signals get applied consistently and at speed. People make the consequential calls, and the audit trail records who changed what.
The pipeline runs applied, screened, interview, offer, hired — five stages, one scorecard. There is a free-forever plan for a single user with no card, paid tiers billed per active user, and a custom-quoted enterprise tier; workspace data is held in the region you choose at contract time.
The eight capabilities the product page itself publishes, each with its own detail page — this is the vendor's vocabulary, not a category list.
Publish to multiple job boards and your career site in one action, then track every applicant in one organised pipeline. Distribution includes LinkedIn, Foundit, Monster, Resume Library and the group's own Onjob.io and Palify boards.
Skills, experience and contact data extracted automatically into searchable candidate profiles. This is the step that makes a talent pool possible: a candidate parsed today is findable for a role that opens next year.
Applicants ranked against the role with scoring that shows what produced it, and a recruiter who can review, override and shortlist. Every score shows its evidence, and your data never trains a shared model.
Self-service booking links, two-way calendar sync with Gmail and Outlook, panel scheduling across time zones, and automatic reminders. Video runs on Teams, Meet or Zoom.
Approve, track and launch every hire request with a full record of who approved what and when, then build the offer in a block editor against the approved band and send it for signature without leaving the record.
A REST API, signed HMAC webhooks emitting candidate.ranked, interview.completed and offer.accepted, and an MCP server so Claude, ChatGPT or an agent your team wrote can reach the record — under exactly the permissions of the human whose key it uses.
The five stages the product page publishes, in order.
Create the role once and publish it to multiple boards and a branded career site. Every application flows back into one pipeline with its source tagged, so attribution survives to the hire.
Incoming résumés parse into structured, searchable profiles — skills, experience, contact details — so nothing is retyped and nobody is lost in an inbox. A Chrome extension sources from LinkedIn and the open web into the same pool.
AI matches applicants against the role and surfaces best-fit candidates with explainable scoring, while recruiters keep full control to review, override and shortlist.
Schedule with two-way calendar sync and automatic reminders, run structured or async AI video interviews through Intuvos, and collect criteria-based feedback in one place.
Compare candidates on consistent scorecards, extend the offer against the approved band, e-sign it in flow, and move the accepted candidate toward onboarding with the audit trail intact.
The product page names its segments explicitly, and is equally explicit about who should not buy yet.
Running a professional hiring process without a dedicated recruiter, on the free single-user plan. Founders, CEOs and heads of operations who hire often enough to lose candidates in an inbox.
Talent acquisition managers, recruiters and heads of talent who need one system of record where every requisition, candidate and decision stays organised and auditable.
Agency owners, delivery managers and 360 recruiters running high-volume pipelines across many clients and roles at once, with the vendor side of the platform beside it.
VPs of people and HR directors standardising evaluation so hiring stays fast and fair as headcount grows — and campus teams and non-profits, both of whom the vendor runs specific programmes for.
The product page publishes a section called "What an ATS does not solve", and it is unusually candid. This is that section.
Yes — Free Forever for one user, with no credit card, so an individual recruiter, founder or small team can run real hiring at no cost. Paid tiers start at ₹500 per active user per month and are billed monthly or annually, with an enterprise tier quoted separately.
It syncs with Gmail and Microsoft Outlook so candidate correspondence logs to the profile automatically, offers two-way calendar scheduling, and distributes a role to multiple boards in one action. It also supports SSO, role-based access, and a REST API with signed webhooks.
We state alignment rather than certification. A SOC 2 Type II audit is in progress and the controls it covers are already in place; the ISO 27001 information-security management system is live with certification in progress; GDPR and India DPDP controls and a data-processing agreement are available on request.
In the region you choose at contract time — India, the US, the EU or the UAE — and it does not leave that region. Access is role-based down to the field, with SAML and OIDC single sign-on and SCIM provisioning available.
No. It ranks and evidences, and people decide. Every score is traceable to what produced it, any rating can be overridden, and the audit trail records who changed what. Your data is not used to train a shared model.
Once a team hires regularly, yes — it prevents lost candidates, speeds up responses and standardises decisions. The product page is honest that if you hire two or three people a year through referrals and one person owns the whole process, you probably do not need one yet.
Talk to the group and a senior lead scopes it in writing, or go straight to the product's own site and look at it yourself. Neither route commits you to the other.
Name the number you need to hit. A senior lead replies within one business day and a costed plan follows within three working days.
The product's own page: the eight capability pages in detail, live pricing read from the billing system, and a free plan you can start on today.
Everything the group sells around Pitch N Hire ATS — the company that delivers it, the nearest siblings, and the full list.