How Amplience slashed agency spend and achieved greater success
Retail
Six direct
hires in eight weeks
Shifted spend
from agencies to direct hiring
Fully automated
blind hiring
Executive summary
Amplience is a fast-growing retail technology company that faced a classic challenge: heavy reliance on expensive recruitment agencies and a clunky ATS that trapped their internal recruiter in spreadsheets. After securing new funding, Jess, the company's sole internal recruiter, made Pinpoint her first major investment. Within eight weeks, she'd hired six people without agency support, saved significant budget, and secured approval to bring another recruiter into her team.
“In the past, we have spent a fortune on agencies. I can now spend less, get better results from that money, and save money in the long-run.”
Jess
Internal Recruiter, Amplience
Use Case
1
Reducing agency spend and proving direct hiring works
The challenge
Amplience was spending a fortune on recruitment agencies because it didn't have a system in place to manage direct hiring. Everything was scattered across Slack, email, and Excel spreadsheets. There was no accountability, no visibility into candidate progress, and Jess was the only person managing the entire pipeline across three regions.
The solution
Pinpoint gave Jess a centralized platform where she could post jobs, track candidates, and collaborate with hiring managers in one place. The candidate source reporting feature let her test different job boards and see which ones delivered the best return on investment. Within eight weeks of implementation, she'd filled six positions directly.
Proven ROI
on direct recruiting
Clear ROI
data on ad spend
Savings justified
a second recruiter
We're getting a really good response to the job ads that we've got posted and I've had some good feedback from candidates about the application process.
Jess
Internal Recruiter, Amplience
Use Case
2
Automating anonymized screening and saving hours of admin work
The challenge
Amplience wanted to remove unconscious bias from their hiring process, particularly in the engineering team. Jess was manually redacting CVs, removing personal information by hand, then reloading them before sending them to hiring managers. This wasn't scalable and it was eating up hours every week.
The solution
Pinpoint's anonymized screening feature automatically redacted candidate names and personal details before hiring managers saw CVs. No more manual work, no more room for inconsistency. Jess suddenly had the hours back in her week to focus on sourcing and process improvement.
Zero manual
CV redaction
Standardized
blind hiring across all roles
More time
for strategic work
Use Case
3
Streamlining workflows and empowering hiring managers
The challenge
Hiring managers across Amplience worked completely differently from each other. Jess was manually managing separate processes for each team, trying to keep everything consistent while honoring how people worked. Communications were scattered across channels, and nobody had clear visibility into where candidates stood.
The solution
Pinpoint's flexibility let Jess create a process that felt like one unified system, even as teams used it in their own ways. She set up centralized candidate tracking, and now hiring managers log in and own parts of their own interview workflows. They can move candidates through stages, leave feedback, and stay in the loop without Jess having to be the bottleneck for every update.
Single source
of truth for hiring
More deciding,
less chasing updates
More sourcing,
less process management
There's so much more meaningful communication going on and I'm spending more time talking to hiring managers than I ever have before.
Jess
Internal Recruiter, Amplience
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