From machine operators to maintenance technicians to plant engineers, you're hiring across roles, shifts, and facilities every day. Pinpoint helps you fill floor and office positions across multiple plants without growing your TA team.
Pinpoint's application forms work on any phone without requiring a login or a full resume. Print QR codes for break room noticeboards, job fair stands, or in-plant signage, and candidates can apply in minutes from anywhere.
Pinpoint surfaces candidates from your talent pool whenever a new role opens, flagging seasonal workers from last year, apprentices nearing the end of their program, and silver medalists who just missed out last time.
Workflow automation handles the repetitive tasks that slow hiring down: automatically assigning tasks and reminders, screening candidates at the earliest stages, scheduling interviews without manual back-and-forth, and triggering emails and status updates.
Pinpoint's employee referral tools make it easy for your existing workforce, from shop floor operators to site engineers, to recommend people for open roles, and easy for HR to track, manage, and reward those referrals.
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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Yes. Pinpoint is built for organizations that hire across multiple role types simultaneously — skilled trades, apprentices, technical specialists, shift workers, and leadership. You can configure separate workflows for each with different application forms, stages, and evaluation criteria, all inside the same platform.
Most teams are live within a few weeks. We configure your workflows, compliance checklists, site access controls, and job board connections before your first role goes live. Implementation is handled by our team directly.
Yes. Pinpoint supports multi-site hiring with configurable access controls. Site-level hiring managers see and manage their own vacancies. Your central HR team has visibility and reporting across every site and every role. Access is set centrally and adjusted at any time.
Yes. Pinpoint includes a fully customizable careers site where you can showcase your engineering culture, apprenticeship programs, career pathways, and team stories. It helps your organization stand out to skilled candidates in a tight market where employer reputation matters as much as the role itself.
Yes. Anonymous screening removes candidate names and identifying details during the initial sifting stage. This helps your hiring managers focus on skills, qualifications, and experience, and supports fairer, more inclusive hiring outcomes across all role types.
Pinpoint tracks every required pre-employment check against every candidate record — health and safety inductions, trade qualifications, professional certifications, and site-specific requirements. Nothing progresses until the checklist is complete, and the full record is auditable for any internal or external review.
Yes. Pinpoint integrates with Certn for DBS checks (basic, standard, and enhanced), right-to-work verification, and screening across 193+ countries. Checks are triggered from the candidate record at the appropriate stage, and results are linked back automatically.
Yes. You can configure pre-employment checklists for each role type so the requirements for a welder are different from those for an office-based engineer or a shift team leader. Pinpoint tracks each set of requirements independently, and flags outstanding items before an offer is confirmed.
