Applicant tracking system for multi-brand hiring

One platform that brings every brand together, without crossed wires

Hiring across multiple brands is complex. Pinpoint lets each brand run its own careers site and process, while central teams keep full visibility.

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pinpoint ats platform how pinpoint works for multi-brand hiring
Chosen by leading talent acquisition and HR teams

Each brand shows up as itself, while you see everything from one place

Pinpoint lets every brand operate with its own look, feel, and process, while central teams keep full visibility across the portfolio and recruiters only see what they're responsible for.
Let every brand hire in its own voice
Let every brand hire in its own voice
Give each brand a distinct candidate experience that reflects its identity, without forcing everything through a single, generic process.
Bring every brand into one system
Avoid duplicate tools and disconnected data by managing all brands in one platform, with consistent structure and no operational overhead.
Keep teams focused without losing visibility
Ensure recruiters work only on the brands they’re responsible for, while central teams maintain a clear view across the entire portfolio.
Make better use of candidates across brands
Surface strong candidates across your portfolio instead of losing them after one process, improving hiring outcomes without increasing sourcing effort.
Understand performance at every level
Track hiring performance by brand or across your portfolio, so you can compare, improve, and make better decisions without manual reporting.

“Pinpoint is so quick and user-friendly. We have saved so much time on admin since we started using it. I don’t think I could ever go back to our old way of recruiting.”

Katie De Carteret
People & Culture Manager, Grant Thornton

The way multi-brand hiring should work

Distinct careers sites
Brand-specific hiring workflows
Scoped access by brand
Brand-specific candidate communications
Cross-brand talent pools
Distinct careers sites

Each brand has its own fully branded careers site, with its own domain, design, content, and roles. Candidates experience that brand from first click to offer, while everything is managed in one platform without duplicating effort.

pinpoint ats platform how pinpoint works for multi-brand hiring
Brand-specific hiring workflows

Configure different hiring processes, approval chains, and communications for each brand. Some can run complex, multi-stage workflows, others can move faster, all managed in one platform without needing separate systems.

pinpoint ats platform how pinpoint works for multi-brand hiring
Scoped access by brand

Recruiters and hiring managers see only the brands they work on, with no visibility into other pipelines. Central teams can access a full portfolio view, balancing brand-level autonomy with company-wide oversight.

pinpoint ats platform how pinpoint works for multi-brand hiring
Brand-specific candidate communications

Emails, interview invites, and offer letters reflect the brand candidates applied to, with the right tone, branding, and sign-off. Each brand’s communication feels consistent and intentional, not part of a generic corporate process.

pinpoint ats platform how pinpoint works for multi-brand hiring
Cross-brand talent pools

Keep track of candidates across brands and surface them when they’re a better fit elsewhere. Shared talent pools help you reuse strong candidates, track their history, and support internal mobility across your portfolio.

pinpoint ats platform how pinpoint works for multi-brand hiring

Everything multi-brand teams need in one ATS

Multiple fully branded careers sites from one platform
Brand-specific hiring workflows and approval chains
Scoped recruiter and hiring manager access by brand
Brand-specific email, SMS, and offer templates
Shared talent pools across brands
Cross-brand reporting and portfolio-level analytics
Brand-specific scorecards and evaluation criteria
 Separate job board connections per brand
Employee referral programs by brand
 Multilingual candidate experience per brand
GDPR-compliant candidate records
ISO27001 and SOC 2 Type II certification
Hospitality

65%  

reduction in time to hire

Streamlined

casting day coordination

Increased

candidate communication

“With these new tools, we’ve set a good foundation to scale our hiring while maintaining our culture and delivering a really great candidate and employee experience.”
Michael Easton
Head of Employee Value Proposition, citizenM
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Nonprofit

Strengthened

candidate engagement

Increased

candidate trust

Reduced

reliance on paid ads

“Pinpoint has completely changed how we work. We're more efficient, more consistent, and better equipped to give every candidate a great experience.”
Emma Bishop
Resourcing Manager, Blue Cross
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Professional Services

Lower

risk of candidates stalling

Improved

visibility for TA leaders and stakeholders

3,500

employees supported in the states

“I just love that I can manage everything and every role in one place without having to jump between systems.”
Liz Mellor
Head of Talent Acquisition for North America, Davies Group
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Retail

Centralized

visibility on all candidates

100+

locations supported

Strengthened

hiring manager adoption

“It’s been really lovely using Pinpoint to align things a bit more. Across the board now, all of our candidates are getting a more similar experience, and the communication they’re getting is much stronger.”
Adam Barnes
UK&I Retailer, Lush
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Pillar features

Related to multi-brand hiring

Flexible hiring workflows
A hiring process that adapts to every role, across every brand
Branded careers site
A careers website that turns visitors into candidates
Automations
Keep hiring moving with automation, even as complexity grows
Candidate communication
Make candidate communication timely, consistent, and personal at scale
Reporting
Get visibility into every stage of your hiring process

Every brand, one system

Book a demo and we'll show you how Pinpoint manages hiring across multiple brands, giving each brand its own identity while keeping everything connected and visible from one place.
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G2
4.8
Capterra
4.8
SSR
4.8

Love for Pinpoint

JS
Jed Shaw
Talent Acquisition Manager, CDL
“Pinpoint has changed how we work with people. The whole process feels more connected, more efficient, and more human.”
testimonial
CL
Claudia L.
Director of Human Resources, Behavior Frontiers
“I was thrilled when we implemented Pinpoint in 2023 — it streamlined our processes. We love it over here.”
MH
Megan H.
“I like how we can track all the stages and easily go between stages. I also love being able to queue candidates up.”
4.5/5
BN
Brandy Nance
Sr. HR Compensation Consultant, Georgia Institute of Technology
“Pinpoint stands out from many competitors due to its clean interface and strong focus on candidate experience. Compared to tools like Greenhouse or Workable, it's easier to learn and operate with minimal training.”
10/10
RT
Rachel Todd
Senior Talent Acquisition Specialist, Icario
“I get it. It's nerve-wracking to change software. But it's a smart risk worth taking. You won't regret it.”
testimonial
SN
Simon N.
“As a global HR Director, Pinpoint would have aced our spec list and delighted us with many features.”
5/5
Getting started
Permissions and reporting

There's no fixed limit. Pinpoint is used by organizations managing a handful of brands and those managing many more. Each brand is configured independently within the same platform, and the permissions model scales to match however many brands you're running.

Yes. Each brand's careers site can run on its own domain or subdomain, with its own visual design, culture content, and job listings. Candidates applying to each brand experience a fully on-brand journey from the first click to the offer.

Yes. Adding a brand to Pinpoint is a configuration exercise, not a re-implementation. You set up the careers site, hiring workflows, templates, and permissions for the new brand without affecting existing brands or their pipelines.

Yes. Pinpoint's permissions model controls visibility at the brand level. Recruiters see only the brands and roles they're assigned to. Brand managers can't view each other's pipelines. Central teams can access everything. You configure who sees what, and it's enforced by the system.

Yes. Pinpoint's reporting lets you see metrics side by side across every brand: time-to-fill, source of hire, conversion rates, and more. You can filter by brand or view the portfolio in aggregate, with no need to export to spreadsheets and stitch together manual reports.

Yes. Candidates can apply to roles across different brands. Their profile in Pinpoint maintains a full history of every touchpoint across every brand in the portfolio, giving central teams visibility into cross-brand candidate journeys.