The best candidates have options. Pinpoint helps law firms move faster with confidential searches, structured evaluation, and a hiring experience that reflects your firm's standards.
Pinpoint's scorecard builder lets your team create role-specific evaluation frameworks covering technical skills, commercial acumen, cultural fit, and anything else that matters for a given appointment. Every interviewer scores the same criteria, results aggregate automatically, and the full record is stored.
Job-specific access controls let your team lock down any role so only approved individuals can see it. Partner searches, lateral hires, and politically sensitive appointments don't appear in shared pipeline views, notifications don't reach the wider firm, and candidate data stays with the people who need it.
When anonymization is enabled, Pinpoint strips name, gender markers, educational institution, and other identifying details from candidate profiles before hiring managers review them. Decisions are made on qualifications and experience alone. The full profile is restored once the shortlist is confirmed, and the record is stored for any compliance or diversity review.
Pinpoint supports entirely separate pipeline configurations for graduate intake and lateral hiring, each with its own stages, communications, and approval chains. Training contract cycles run alongside opportunistic lateral searches, with no crossover. Tag candidates by specialism and PQE level so your team has warm, relevant options ready when a role opens.
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
Yes. Pinpoint works for firms from mid-size regionals to large nationals, as well as in-house legal teams and legal services businesses. You can configure workflows for fee earner hiring, business services, and partner-level searches, all inside the same platform with the appropriate access controls for each.
Most teams are live within a few weeks. We configure your workflows, practice area access controls, and compliance check integrations before your first role goes live. Implementation is handled by our team directly.
Yes. Pinpoint runs entirely separate processes for NQ solicitors, associates, senior associates, partners, and business services roles at the same time. Each stream has its own stages, evaluation criteria, and approval workflows, without any of them interfering with the others.
Pinpoint's offer stage includes a configurable regulatory reference template that's sent and tracked from the candidate record. Every request, response, and outcome is logged. Your HR team has a complete reference trail for every appointment without chasing correspondence across separate systems.
Yes. Pinpoint lets you add conflict disclosure questions to your application or shortlisting process. Candidates disclose their current and recent client relationships, and your team reviews potential conflicts before progressing anyone to interview. It's a standard stage in the workflow rather than something managed outside the system.
Yes. Pinpoint's structured scorecards and decision logging mean every hiring decision — including partnership appointments — comes with a complete, auditable record of how the decision was reached. Every score, every note, and every stage progression is logged against the candidate record.
Yes. Access to any role or candidate list in Pinpoint can be restricted to named users only. For a partner-level or senior search, only the people you specify can view the shortlist or take action on a candidate. Nobody outside that group sees the search exists.
Yes. Each hiring stream in Pinpoint has its own application form, stages, scorecards, and offer workflow. Your fee earner coordinator manages solicitor appointments while your HR team runs business services hiring — same platform, no crossover, and full visibility for whoever needs the oversight.
Yes. Pinpoint's talent pools let you identify strong candidates at the training contract stage and stay in contact as they move toward qualification. Tag them by expected qualification date and practice area so you're already in conversation when the NQ market opens, rather than competing for candidates at the same time as every other firm.
Yes. Anonymous screening removes candidate names and identifying details during the initial sifting stage. For law firms looking to support diversity in fee earner pipelines, this helps panels focus on application content and experience rather than personal information at the shortlist stage.
Yes. Pinpoint includes a fully customizable careers site where you can feature your firm's culture, practice areas, pro bono commitments, and career development content. In a competitive lateral hire market, your employer brand does real work in convincing strong candidates to take your call seriously.
