It is very easy to use from a product owner and user perspective. Both management AND suppliers have happily adopted PinPoint and only have positive feedback about it. The PinPoint support staff/messaging tool is also fantastic, with immediate responses provided to any tickets raised.

I love the ability to make bespoke application form questions. Knowing clearly candidate availability, salary expectations, and right-to-work status from such questions saves the recruitment team countless hours.

With the right process and email template set, it gives a better candidate experience. Candidates receive rejection emails and will know clearly what to expect at the interview/assessment stages.

The reporting is wonderful. You simply cannot report on diversity matters without a system like PinPoint, which removes the candidate’s personal info from their actual job application.

Our global recruitment function was hiring around 60+ people a year, across multiple global locations. We used various channels and suppliers to generate candidates but had to manage everything via email and Excel trackers. We wanted a solution that was easy to use, configurable, and enabled HR and management to collaborate, in line with our values. We also wanted a solution that enabled blind CV applications to mitigate unconscious bias, plus diversity reporting. We have used it since April 2022.

You can't effectively share comms with recruitment suppliers about new openings or changes to vacancy briefs, so I am still relying on emails. There should be a ‘vacancy supplier’ area on each vacancy where we can communicate with agencies and also document any feedback from them from the market. Then we could have an option to share info with leaders.

• The way it can be configured to your needs is refreshing.
• The general speed of moving candidates around within a process or into a new process is also different from other systems.
• In a recruitment team, everyone can see what is going on with candidates and roles, so you remove bottlenecks and enhance efficiency when it comes to things like recruitment team absence.

• First, make sure you have an agreed recruitment process established in the business, then create a ‘shopping list’ of problems to solve or features you would like. Then review solutions.
• Ensure you liaise closely with IT and/or infosec/GDPR managers around the idea and implementation.
• Finally, these systems are priced based on an organization’s headcount, so that may come under consideration from a budget perspective.

A few enhancements here and there, mostly around the reporting suite.

Firms recruiting high volume roles and varied roles, with many different managers/suppliers involved.

Excellent customer service and ease of use. We went from email organization and spreadsheets to Pinpoint and it's great for our small team. Other platforms did too much and this one just does exactly what we need.

We were looking for our first ATS and as a small startup, price and ease of use were key factors to consider. I chose Pinpoint and have been the primary user for the past 3 years.

Truly don't have any complaints. We're not power users and don't do a ton of hiring but it works for what we need it to do.

First tool we've been a customer of, but as stated lots of other tools in our research did more than we needed. They're price was also perfect for a startup.

Who is going to be using the platform and will they be comfortable with the different functions and tools.

Incredibly responsive to feedback. When we first started with Pinpoint they were pretty new as well. We've learned and worked together to make things better. Loved how they've continued to tailor services to US clients.

Excellent for small teams.

• Easy for both HR and Hiring Managers to use.
• Ability to quickly build and download reports.
• Ease of booking interviews.

We have been using Pinpoint for just over 2 years now.

We bought it because of the great customer service we had been provided in the demo, the capability of the system and the cost.

I really don't have anything I dislike.

In previous ATS systems, I have never been able to quickly run reports and data which is a huge benefit. The customer service is also heads and tails above any other ATS I have worked with

I think this is really hard to answer because every business will have a different requirement of what they are looking for. For us, it was the ability to run reports, easy booking of interviews, ROI, candidate experience and hiring manager experience

I think the regular updates from Pinpoint are super useful. Continually partnering with other businesses for ease of linking other platforms into the recruitment process

I would say any organization.

They're an ATS that is ascending, and not coasting on reputation; they've continuing to evolve, with new useful features, and integrations quickly rolling out.
Overall, I’d argue that Pinpoint puts candidates first, with easy applications and great branded communication. Adding to this, candidate-centric design is the built-in self-scheduling for interviews, and including a candidate NPS score - this is key to letting my team and I understand the candidate experience.

The new automation feature they launched where you can create rejection emails based on application questions has saved my team a lot of time by not having to screen candidates who do not meet minimal requirements, currently, this is about 29% of applications. We have been creating custom rejection emails for each automation, this allows the candidate to know specifically why they were rejected, and if they answered the application incorrectly by mistake, allow them to reapply.

I’m also a fan of their pronoun feature, which allows candidates to share their preferred pronouns. Little touches can make a huge difference when building inclusive hiring practices.

They continue to have fantastic support and as a partner, they really care about my team and our success. Adding to this are the people they hire, who are really great and it makes interacting with them so much easier.

With less talk/hype and more substance, you can tell they focus on the product and customers, not on the hype marketing machine jumping on whatever the trendy topic is.

We have used Pinpoint for 2+ years now, with a TA team that was quickly growing (we’d have over 20 users at peak). As an organization, we had just started hyperscaling, and we end up growing over 3x in under 18 months.

As we started on this journey, I quickly found that the ATS we were using, couldn’t keep it up. It was, designed for SMBs and smaller recruitment teams. One of the biggest pain points was it lacked the ability to reject candidates through an anonymous email, instead, when candidates were rejected it came from each recruiter's email - given the volume of applicants, this solution was not feasible and would lead to a poor candidate experience.

Additionally, the previous ATS ecosystem was small and wasn’t growing quickly, and it lacked the ability to build a career site out of the box.

We also needed the ATS to be easy to use, not just for the recruiters, but also, for the number of new hiring managers who would quickly need to understand how to use the ATS. This made the case to look replace the old ATS clear, we made a scorecard and started to evaluate our ATS options, ultimately landing on Pinpoint.

• Some of the UI/UX could be improved, particularly when you're screening large volumes of candidates, minor but it would be helpful.
• Because it lacks a deep integration into LinkedIn, we need to use LinkedIn’s “job wrapping” feature.
• The newer automation feature is really powerful, however, setting them up requires too many clicks, it’s not a huge deal, but it could be made smoother.

Much easier application process than most ATSs, making it very candidate friendly. Overall, they nail the mid-market really well, with enough features, integrations, and reporting, but they’re not hard to use and overly cumbersome compared to big ‘enterprisey’ ATSs.

When selecting an ATS I’m a proponent of using the following ranking:

1. Candidate experience, regardless of the market, the best talent will always have options, if the application experience and communication experience is poor, they’ll choose to work elsewhere
2. Recruiter experience since they use the tool the most. If they don’t like it, or it’s overly complex they’re going to work around it, rather than through it
3. Hiring manager experience, will they log in, and actually use it
4. Support, if I have an issue will it get resolved?
5. Ecosystem/ integrations, an ATS should not do everything, rather it’s the hub to connect point solutions with

• I'm a huge fan of how they rolled out candidate pronouns, allowing candidates to share their preferred pronouns when applying.
• Multiple new integrations have been launched.
• Much faster page loading response times from when we first rolled it out.

Mid-sized to enterprise organizations.