What if hiring worked like a chess clock?

A short pitch, a short reply—and a booked next step by the end of the night.

We all feel the current frustrations with recruitment: job seekers doubt the process works for them, and employers drown in applications. There’s no perfect system given the volume, but we can revive what used to work and adapt it for today. That’s the idea behind this format.

The Pitch Switch: a two‑sided hiring event

An in‑person night with crisp, reciprocal rounds—seekers pitch first, employers pitch second—with decision‑makers in the room and next steps set before anyone leaves.

How it runs

• Focused theme per night: Data & Analytics, ERP, Support, Data Science, etc.
• Employers must have at least one non‑HR decision‑maker present—someone with skin in the game.
• Each employer receives a limited number of “fast‑track” tokens to mark candidates for immediate next‑step scheduling.
• Job seekers set up at high tables/podiums with optional screens for demos.
• Seeker pitches: ≤10 minutes each, followed by a 5‑minute reset.
• Two seeker rounds, a 15‑minute break, then two more.
• Employers then take the same podiums for four short pitches, covering the role, problem space, tech stack, expectations, and career path.
• The night ends with commitments: interviews booked, briefs sent, site visits scheduled.

The event app

• Directory of employers, roles, and job seekers.
• Pre‑event slot reservations.
• One‑tap follow‑ups during the night (notes, bookmarks, “fast‑track” awards).
• Post‑event nudges to confirm next steps and generate calendar invites.

Why this works

• Signal over noise: Short pitches force clarity; micro‑stages create focus; recruiters choose who to see rather than trudging past identical booths.
• Mutual accountability: Seekers pitch first, then recruiters pitch. Both sides prepare; both sides commit.
• Decision velocity: With hiring managers present, strong matches jump to “next step scheduled” on the night—not weeks later.

What’s different vs career fairs

• Curated flow: Timed rounds instead of open milling. Opt‑in to specific pitches; no pressure to “see everyone.”
• Two‑sided pitching: Employers must sell the role, team, tech, impact, and growth—seekers aren’t auditioning into a vacuum.
• Skin in the game: At least one hiring manager, tech lead, or product owner per employer—no exceptions.

Closing: from talk to traction

Hiring shouldn’t take months of polite emails and ATS purgatory. A chess‑clock‑style night makes both sides think clearly, speak succinctly, and decide promptly. If you’re an employer who’s ready to move faster—or a job seeker who prefers outcomes over inboxes—The Pitch Switch is your signal. Come prepared, make your case, and leave with a booked next step.