Leverage the Best Career Site to Find, Attract, and Hire Top Talent Faster

Fill Roles Faster with Job Surge

As the best career site, Pitch N Hire helps you bridge the talent gap quickly. Use Job Surge to create urgent job postings on multiple online job boards and directly invite qualified candidates to accelerate your time-to-hire.

How do you create and approve a new job requisition?

Every hire in Pitch N Hire starts as a requisition: a structured record of the role you want to fill, complete with the title, department, location, employment type, seniority, and the hiring team assigned to it. Instead of chasing sign-off over email, you route the requisition to the right approver inside the platform, so a hiring manager or finance lead can review the headcount and budget before the job ever goes public. Once it is approved, the requisition becomes the single source of truth for that opening: the job description, the pipeline stages, the screening questions, and every applicant stay attached to it, so nobody loses track of why the role was opened or what it was meant to cost.

Can one job go to multiple job boards and your career site at once?

Yes. From a single publish screen you decide where an approved role should appear (your branded career site, the free and paid job boards you rely on, and shareable links for social channels), and Pitch N Hire pushes the same job out to all of them without you re-keying the description for each destination. That matters because a good candidate might be searching on one board while an ideal one is browsing your careers page, and re-posting the same role manually across five sites is where errors and stale listings creep in. Publishing from one place keeps the wording, requirements, and application form identical everywhere, so the experience a candidate gets is consistent no matter which link they clicked to reach you.

What does a per-job hiring pipeline let you customise?

Not every role should move through the same steps. A senior engineering hire might need a take-home task and two technical panels, while a support opening needs a quick screen and a single conversation. Pitch N Hire lets each job carry its own pipeline. You name the stages, order them, and decide what has to happen before a candidate advances, so the workflow mirrors how that specific team hires. As applicants come in, they sit in whichever stage they have reached, giving you an at-a-glance board of who is being screened, who is scheduled, and who is close to an offer. When the process for a role settles into something that works, you can reuse that stage layout on the next opening instead of rebuilding it.

How do you run many open roles in parallel without losing track?

High-volume and multi-team hiring falls apart when every role lives in a different spreadsheet or inbox. In Pitch N Hire, all of your active requisitions sit in one dashboard, each with its own applicant count, current stage breakdown, and assigned collaborators, so you can see the health of the whole hiring pipeline at once. You can filter to the roles you own, spot an opening that has stalled because candidates are piling up in one stage, and jump straight into the pipeline that needs attention. Because the requisition, the job posts, and the applicants are all connected, adding a role or closing one never means reconciling data across tools.

Can each job have its own application form and screening questions?

Different roles need different information at the point of application. Pitch N Hire lets you attach job-specific screening questions and application fields to each opening: a work-authorisation check for one role, a portfolio link for another, a salary expectation or notice-period question where it is useful. Knock-out questions let you flag applicants who clearly do not meet a hard requirement, so recruiters spend their time on the people who fit instead of reading every submission from scratch. Every answer is captured against the applicant inside the same pipeline, which means the context that helped one reviewer make a call is right there for the next person who opens that candidate.

How do you close a filled role and track where candidates came from?

When a role is filled or paused, you close or archive the requisition instead of leaving a live post attracting applicants you can no longer act on. That keeps your career site honest and your active pipeline focused only on roles you are genuinely hiring for. Archived roles stay searchable, so the pipeline, notes, and shortlist you built are there if a similar opening comes up later. Alongside this, source tracking records which board or channel each applicant arrived through, so over time you can see which destinations produce the candidates you go on to interview and hire, and lean on the ones that work. Combined with in-pipeline collaboration (shared feedback, stage moves, and comments tied to a candidate), job management in Pitch N Hire keeps a role organised from the moment it is approved to the day it is closed.