Whether you're a team of one or a small TA function covering every stage of hiring, Pinpoint gives you structure, automation, and visibility in one platform, so you can fill roles faster without adding headcount.
Pinpoint automates the repetitive work that slows you down, from rejections and reminders to stage changes and reference checks. Set the rules once, and they run across every role, saving time and keeping your process moving without extra effort or headcount.
Draft emails, summarize interviews, and surface insights in seconds. Pinpoint’s AI Copilot supports your decisions, giving small teams more time to focus on the conversations and judgment calls that actually move hiring forward.
Candidates book their own interview times, calendars update automatically, and no one wastes time chasing availability. It’s one of the biggest time-savers for small teams, especially when coordinating across busy hiring managers.
Pinpoint surfaces past applicants and interested candidates as soon as a role opens. Instead of starting from scratch, small teams can engage a warm pool, speeding up hiring and improving the chances of finding the right fit quickly.
More direct candidates attracted
Faster time to hire on average
Less time spent on hiring admin
reduction in time to hire
casting day coordination
candidate communication
candidate engagement
candidate trust
reliance on paid ads
risk of candidates stalling
visibility for TA leaders and stakeholders
employees supported in the states
visibility on all candidates
locations supported
hiring manager adoption
The right ATS for a small team gives you structure and automation without the overhead of an enterprise rollout. Pinpoint is built around that balance: fast to implement, easy for hiring managers, and flexible enough to handle 20 hires a year or 2,000. It's a common choice for teams of 1 to 5 recruiters at organizations between 50 and 5,000 employees.
Enterprise ATSs are built around governance, procurement, and long implementation cycles. Pinpoint is built around the people doing the hiring. You get the compliance, security, and configurability of an enterprise platform, with setup timelines measured in weeks rather than quarters, and a UI your hiring managers will actually use.
Yes, and often more than enterprise teams do. AI Hiring Copilot drafts candidate messages, AI Candidate Match Score prioritizes applicants for you, and AI Candidate Filters surface the people worth a real review. On a small team, that time saving turns directly into faster hiring rather than slightly less admin for the same recruiter count.
Most small and mid-market customers are live in 4 to 6 weeks, including data migration, configuration, and hiring manager training. Your implementation team handles the heavy lifting, and a named Customer Success Manager stays with you after go-live.
Yes. We've moved hundreds of teams off spreadsheets, old ATSs, and email-based hiring. Your implementation lead will help you bring across active roles, candidate history, and talent pool data, and set up the workflows to match how you already hire.
Hiring manager adoption is the single most common reason customers switch to Pinpoint. The interface is simple enough that most managers are productive in their first session, and automated nudges mean you don't have to chase them for feedback or decisions.
Pricing scales with your organization size and the capabilities you need, rather than per recruiter seat or per open role. That means you can give hiring managers access without paying extra, and you don't get penalized for hiring well. Request pricing to see what your configuration looks like.
Pinpoint scales with you. The same platform that supports a 5-person TA team can run global, multi-brand, multi-location hiring for thousands of hires a year. You'll add capability as you grow, rather than replatforming to a different system.
All customers get live chat support with an average response time of under 2 minutes, a named Customer Success Manager, and access to a library of implementation templates and training resources. Small teams tend to rely on support more, and our SLAs are the same for everyone.
