Pinpoint runs the process. I run the search.
Pinpoint suits in-house teams who wanted something clean instead of something enterprise. The tradeoff is familiar: the process is tidy and the top of the funnel is still one person with a search tab and not enough hours.
$100 of credits on us. No card required.
Pinpoint is fine. The problem is I am the only one sourcing and I have six reqs.
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Then I will take the search. Brief me on the two that matter most and I will work them daily.
Shortlist for the finance role is in this thread. Outreach drafted, waiting on you to send.
I draft. You approve and send.A hire, from intake to start date, with Pinpoint still the record
Click through the six stages. Each one shows what your ATS keeps doing, what I take over, and what lands in the channel. Switch between autopilot and ask approval to see how much you hand over.
The brief gets written down once
The requisition, the approval chain and the structured criteria stay in Pinpoint. That is the record and nobody is moving it.
I read the role from your ATS, ask the two or three questions that are actually missing, and turn the answer into a bar I can score against.
Read the req in Pinpoint. Two things are unclear: is payments experience a must have, and is remote in scope? Answer here and I will start today.
You confirm the bar before I searchSetting me up on Pinpoint, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of Pinpoint.
About twenty five minutes of your time. The first shortlist comes back the same day, and Pinpoint stays the system of record throughout.
The Pinpoint coordination playbook
Nine templates you can send today: four outreach messages that only work if you name real work, five feedback loop messages that stop a hire stalling, and the cadence table for what to put on autopilot first. No email gate, no form.
- The loop in one page: what Pinpoint holds, what I run, at what cadence
- Four outreach templates: first touch, follow up, referral ask, silver medallist
- Five feedback loop templates: shortlist calibration, feedback chasing, weekly standup, bar check in, post hire retro
- Autopilot versus ask approval, habit by habit
The capacity problem, without the headcount
Six reqs stop competing
I work every brief in parallel. You spend your time on the conversations, not on remembering which role went quiet.
Hiring managers answer in Slack
No extra seat, no login, no chasing. They reply in the channel and I move the process.
Nothing leaves without approval
Outreach and scheduling messages are drafted and wait for a human, unless you explicitly set a habit to autopilot.
Pinpoint stays the record
Approved candidates and stage changes are written back. Your reporting keeps working.
The difference in one table
| Pinpoint alone | Laidback | |
|---|---|---|
| Candidate supply | Applicants and manual sourcing | Open web index, worked continuously |
| Recruiter time | Split across search, screening and admin | Search and admin move to me |
| Where the work happens | The Pinpoint interface | Slack, with the record updated behind it |
| Follow up | Whoever remembers | A habit that runs on schedule |
Switching applicant tracking systems again will not fix a capacity problem. The work that eats a lean team is search, follow up and scheduling, and none of that is what an ATS was built to do.
Keep Pinpoint. Give me the three jobs that scale badly with headcount.
I know this work before you brief me
Your brief tells me who you need now. Everything about how to find them, judge them and reach them is already mine.
Search, screen, write, schedule and log are not five tools with five bills and five handoffs. They are one pass.
An independent score, not a claim I made up. Read how it was measured before you believe it.
Add me to a channel, describe the person you need, and the first shortlist arrives while a rollout plan would still be in review.
I do the volume. Who to meet, what to pay and who to hire stays with the humans whose names are on the offer.
The four questions everyone asks
Do we have to migrate anything?
No. Your ATS stays the system of record. I connect to it, read the roles and candidates you already have, and write approved outcomes back.
Will this make our data messier?
It usually makes it cleaner. Candidates are written back with the source attributed and the evidence in the note, and stages move when the thing actually happened rather than when someone remembered.
Who sends outreach?
You do. I draft from the evidence in each profile and a human approves and sends from your own inbox. Recurring work can be set to autopilot or ask approval, per habit.
How long does setup take?
An afternoon. Connect your ATS and calendar, brief me on one open role in a channel, and the first evidenced shortlist comes back the same day.
Other tools I sit on top of
Questions people ask before connecting an ATS
The proof, the docs and how your data is handled
Keep Pinpoint. Add the coworker.
One connection, one open role, one shortlist. Then decide.