Whether you're hiring for a bank, building society, insurance group, or fintech, Pinpoint keeps hiring structured and compliant across every team and location. It flexes to how each department hires, holds the line on compliance, and reduces the admin, enabling your team to do more with less.
Remove bias from shortlisting with anonymized candidate review
Pinpoint's anonymized screening strips identify information from candidate profiles before hiring managers review them. Your team shortlists on skills and experience alone, with full profiles restored at the interview stage, giving you a defensible, structured approach to diversity without changing how managers work.
Custom scorecards let every interviewer evaluate candidates against the same defined criteria, with scores captured, averaged across panel members, and stored on the candidate record. Hiring decisions are documented, consistent, and ready to withstand scrutiny from leadership, legal, or regulators.
Pinpoint automatically surfaces candidates from your existing talent pool each time a new role opens. Tag candidates by specialism, seniority, and pipeline stage so your team has warm, pre-qualified options ready to contact, especially useful during bonus-season attrition when speed matters most.
Pinpoint helps you design and build a branded, mobile-friendly careers site that sells your full offer: culture, benefits, and career path, not just the role. It is built to attract the right people and convert more visitors into applicants.
Get full visibility into every stage of the hiring process, from application through to offer, with structured data and audit-ready reports. Monitor diversity, track decision-making, and surface bottlenecks, so your team can improve performance while staying compliant.
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
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A financial services ATS is an applicant tracking system designed to support structured, high-trust hiring in regulated environments. It helps teams manage applications, interviews, approvals, and onboarding while maintaining consistency, visibility, and accountability across the hiring process.
Unlike general recruitment software, a financial services ATS needs to support specialist and senior roles, protect sensitive candidate data, and make hiring decisions easy to review and defend.
The best applicant tracking systems for financial services support structured workflows, strong access controls, clear reporting, and consistent evaluation across roles and teams. Based on independent review data and financial-services-friendly capabilities, common options include:
Pinpoint Pinpoint is built for mid-sized and enterprise financial services teams. It supports configurable workflows, structured interviews, granular permissions, and audit-ready reporting, with a hiring manager experience teams actually use.
Greenhouse Greenhouse is often used by larger organizations that want structured interviewing and a broad integration ecosystem.
Lever Lever is commonly chosen by teams that want ATS and CRM functionality combined, particularly for pipeline-focused hiring.
Workable Workable is a general ATS that can suit smaller financial services teams looking for quick setup and straightforward workflows.
Each platform fits different needs, but financial services teams typically benefit most from an ATS that balances structure, flexibility, and accountability, like Pinpoint.
A financial services applicant tracking system should support careful decision-making and consistent processes. Key features to look for include:
Structured interviews and scorecards Consistent evaluation tools like scorecards help improve decision quality and make hiring easier to explain and defend.
Approvals and permissions Role-based access controls help protect sensitive information and keep visibility where it belongs.
Clear reporting and audit trails Reporting should show what happened, when it happened, and who was involved at every stage.
Workflow flexibility by role type Graduate hiring, compliance roles, and senior searches often need different steps, and your ATS should support that without workarounds.
Candidate experience that reflects your brand Clear communication, fast scheduling, and a straightforward application flow help keep high-quality candidates engaged.
With the right features in place, financial services ATSs like Pinpoint help teams hire with confidence while reducing manual admin.
An ATS reduces hiring risk by bringing structure and consistency to the process. Instead of relying on informal steps or disconnected tools, teams can standardize workflows, apply the same evaluation criteria across candidates, and keep a clear record of decisions.
A strong financial services ATS also supports permissions, reporting, and audit trails, which makes it easier to review hiring activity and demonstrate fair, consistent decision-making when needed.
Pinpoint is a strong fit for financial services teams that need structure without rigidity. It helps teams run consistent hiring processes, support hiring managers, protect sensitive data, and stay aligned from planning through onboarding.
It works particularly well for organizations hiring across multiple role types or locations, where clarity and confidence in the process matter as much as speed.
