Pinpoint

Pinpoint is an applicant tracking system with AI scoring built in. It scores every applicant out of 10 against criteria you set. Its AI never decides who moves forward or who is rejected. To get AI Match Score, you fill in a form and a Customer Success Manager follows up.

By Ashish Manchanda Published 14 Oct 2026 Last updated 14 Oct 2026

Pinpoint scores each applicant out of 10 and explains every score

In one line

Pinpoint’s AI Match Score grades each applicant against the criteria for a job. Each grade comes with a written verdict, strengths and concerns. You can test it on five candidates before you switch it on.

Buy it if

You want scoring inside the system that runs your hiring. You want to test it on five candidates first. You want AI that stays off until someone turns it on.

Do not buy it if

You need a price before any sales conversation. You need a bias audit by an outside firm before you buy.

Price

Pinpoint gives a price after a short conversation about your company and your hiring. Match Score uses prepaid usage units that Pinpoint calls “Pinpoint Credits”. Your Customer Success Manager gives the credit price on request.

How a job brief becomes a score on a recruiter’s screen

Three of Pinpoint’s AI tools sort people who have applied. AI Match Score gives each applicant a score from 1 to 10. The AI Criteria Checklist shows how many of a role’s criteria a candidate meets. AI Candidate Filters turn a typed request into fields in the candidate table. All three sit inside Pinpoint, an applicant tracking system.

Setup starts with the recruiter answering questions about the role. Pinpoint then writes up to 10 criteria. It marks each one as a must-have, preferred or nice to have. The recruiter can edit every criterion. Only a user with the AI Scoring Manager role can set up or change scoring. Once scoring is on, every applicant is judged against the same list. Pinpoint scores candidates against the criteria and does not rank them against each other.

Every score comes with a written verdict, strengths, concerns and suggested interview topics. Anyone who can normally view a candidate can see the score. The score also shows in the applications table, the interview view, reports and insights. When you switch scoring on, Pinpoint scores everyone already in the pipeline who has a CV. It leaves out rejected and hired candidates. After that, it scores each new applicant automatically.

The checklist works on the same idea in a simpler form. It counts how many criteria a candidate meets and shows a breakdown for each one. It feeds Pinpoint’s automations and reports. Candidate Filters work from a prompt. A recruiter writes the request, for example flagging a kind of experience or filtering for a skill. Pinpoint adds the answer as fields in the candidate table. The checklist does not make final hiring decisions. Neither the checklist nor Candidate Filters is designed to replace recruiters.

Pinpoint uses several outside companies for this AI work. It uses OpenAI and Anthropic in the United States, and Nova in the United Kingdom. Nova scores CVs against set criteria. OpenAI runs Candidate Filters. The AI model gets your data only to produce the answer, and the provider does not store it. Logs of the AI’s activity are kept for 14 days.

Match Score spends prepaid credits. Pinpoint calls them “Pinpoint Credits”. When credits run out, Pinpoint pauses the credit features in your account. Credits you spend above what you bought are invoiced.

Our guide to AI sourcing and screening shows how the rest of this market handles the same job.

You can test it, see the reasons and keep it switched off until ready

You see why a candidate got their score

Each score comes with a written verdict, strengths, concerns and suggested interview topics. Pinpoint tells recruiters to read this reasoning and not only sort by the number. The criteria checklist shows how many of the role’s criteria a candidate meets. It gives a breakdown for each one.

You can test it on five people first

Before you switch scoring on for a job, you can run a trial on up to five candidates. Setup takes three steps. You answer questions about the role, review the criteria and test the score. Scoring can be paused on a job at any time. New applications are not scored while it is paused.

AI is off until you switch it on

Each AI feature has its own setting for your account, and each one starts switched off. Setting up scoring needs its own role, called AI Scoring Manager. You can start with one job.

Your data is not used to train the AI

Customer data never trains, fine-tunes or improves shared or vendor-owned AI models. Scoring inputs and outputs are not used to train the AI models of the companies Pinpoint buys from. Production data sits in Amsterdam, Dublin and London. Candidates use a portal to manage their data and withdraw their application. You can set retention periods that remove personal data after a set time.

It suits a team that is also choosing a tracking system

A team choosing a tracking system, not only a scoring tool

Pinpoint is an applicant tracking system. Match Score works on candidates in Pinpoint’s own pipeline. Pinpoint has over 100 native integrations and an open API. An API is a way for other software to connect to Pinpoint. Pinpoint sends hired candidates into BambooHR, ADP Workforce Now and Dayforce. It posts jobs to LinkedIn, Indeed, Monster, Talent.com, ZipRecruiter and Appcast. Most enterprise set-ups take 8 to 14 weeks.

Companies from about 85 people to over 10,000

Pinpoint’s customers range from Instant Impact, a recruitment provider with 85 staff, to Kempinski Hotels. Kempinski has more than 10,000 employees. Others are thyssenkrupp Materials UK with 500 and CDL with over 600. Blue Cross has over 800. Davies Group has around 3,500 full-time staff in North America. Franklin Electric has 6,500 and River Island has over 7,000.

Teams that need a clear list to work through

Pinpoint puts the strongest candidates at the top of the review list. Candidate Filters let a recruiter type a request in ordinary words. Pinpoint then adds fields to the candidate table. Examples are flagging a type of experience or filtering for a skill. Match scores also appear in reports and insights.

Teams that want to run their own sign-in and user rules

Pinpoint supports two-factor sign-in. It supports single sign-on with Microsoft Entra ID, Google Workspace or any provider that uses SAML, a common sign-in standard. It also supports SCIM, which sets up and removes user accounts automatically from your sign-in system.

The score follows your criteria, and some checks are still being chosen

The score follows the criteria you set for each job

Pinpoint scores each person against the criteria for that job. It works from what you give it at that moment. It does not study how similar candidates moved through your hiring. Pinpoint calls the score a starting point and tells you to read the reasoning.

A candidate with no CV is usually skipped

Pinpoint marks a candidate as “Skipped” usually when there is no CV attached. When you switch scoring on, it scores the people already in the pipeline who have a CV. The checklist skips rejected candidates to save the AI allowance. If many of your applicants apply without a CV, ask Pinpoint what happens to them.

Pinpoint is still choosing an outside firm to audit for bias

Pinpoint is reviewing outside providers for independent bias audits. Its design has a person make the decision. Pinpoint’s design meets human review rules in New York City, Illinois, California and Colorado. Requirements differ by region, so check what applies where you hire. Under the contract you take sole responsibility for the results and the conclusions you draw. If you hire in New York City, ask who produces the audit.

Pinpoint is still choosing a partner to spot fake candidates

Pinpoint calls detecting deepfakes and fabricated candidates an evolving challenge. It is evaluating solutions and working toward partnerships with specialist providers. It finds that current solutions give unacceptable false-positive rates. A false positive is a real person wrongly flagged as fake.

Rejection can still happen without a person reading the CV

Pinpoint’s AI never decides who advances or who is rejected. Its automations are separate. They can route candidates by their answers to screening questions and reject those who are not a fit. One automation that customers use rejects anyone who needs visa sponsorship. Some automation options come only with the Advanced Automations plan. Decide which rules you switch on, and who can change them.

The price is on request, and the contract renews by itself

Most AI features come to all customers with an overall credit limit for each client. Pinpoint calls that limit a cap it does not expect clients to hit. The limit can be discussed.

Match Score uses credits. Candidate Filters and some other AI features run on monthly token limits instead. Tokens measure how much text the AI reads and writes. The limits rise with what you pay each year, excluding credits. Above the limits, Pinpoint may charge an extra fee or slow down or suspend the feature. Pinpoint may change the limits with reasonable written notice.

Credits expire. Credits billed once a year expire 90 days after the billing period ends, which gives 455 days to use them. A one-off top-up expires after 60 days. Unused credits expire when the contract ends, with no refund. Pinpoint may limit how many credits you can buy.

The contract renews on its own for periods as long as the first term. You must ask to end it at least 30 days before the term finishes. Pinpoint may raise fees by 10% at the end of any term without notice. It may also raise fees to match your use, with 60 days’ notice. Fees cannot be cancelled or refunded, and you pay them whether or not you use the service. Invoices are due in 30 days.

Pinpoint will use all reasonable efforts to keep the service available 99.5% of each calendar month. If it falls short, the only remedy is extra days of service. Between 99% and 99.5% earns 3 days, and below 95% earns 30 days. You must claim in writing within 30 days. Pinpoint’s total liability is capped at the fees you paid in the 12 months before the event. It does not promise that the service or its results will be accurate. It may suspend you immediately and without notice for a material or suspected material breach. English law applies. Only the courts of England can hear disputes.

The contract lets Pinpoint use “Derived Data” to improve its services. Pinpoint defines this as anonymised and aggregated data that cannot reasonably identify you or any individual. You can opt out of having it used for benchmarking and analytics by written notice. Pinpoint also has your permission to use your name and logo to market its services. Pinpoint will notify you within 72 hours of becoming aware of a breach of your personal data. You have 30 days to object to a new outside supplier but cannot stop it being appointed.

After the contract ends, Pinpoint makes your data available to download in a standard file format for 30 days. It may delete everything after that. You can also export data at any time as CSV with the custom report builder. You can ask for data to be returned and deleted. Deletion takes 15 days from production systems and 45 days from backups. The duty to delete does not cover Derived Data.

You could also find and screen people with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Nine questions to put to Pinpoint

What does scoring cost us for our expected applicants a year? Good answer: A price per score or a yearly figure, in writing, before we sign.
Which customers use Match Score, and what changed for them? Good answer: Named customers who use scoring, and the change in their screening time.
What happens when our credits run out in a busy month? Good answer: Scoring continues at a known price, and it does not pause.
Which AI companies read our candidates’ CVs, and in which countries? Good answer: A named company and country for each step, and a list we can give a candidate.
Who carries out an independent bias audit, and can we have the report? Good answer: A named outside firm, a report we can publish and a yearly date.
Can we remove the right to keep our anonymised data after the contract ends? Good answer: Yes, in the signed order, with the deletion date stated.
Can you cap the fee rise at renewal below 10%? Good answer: A written cap, and a notice period of at least 60 days.
Can Match Score score candidates who stay in our current tracking system? Good answer: Yes, with the set-up steps and the cost in writing.
Will you give money back, not only extra days, when you miss 99.5%? Good answer: Money back or a fee reduction, and a clear way to claim it.

Alternatives to Pinpoint

If Pinpoint does not fit, look at Workable, Breezy HR, Greenhouse and Ashby. Each one is also an applicant tracking system with its own way of sorting applicants.

Workable gives each candidate a score from 0 to 100 against up to 14 criteria for the job. It can move a candidate to a stage you choose when the score and your must-have conditions are met. Breezy HR scores applicants from 0 to 10 across up to five categories that it drafts from the job description. Breezy cannot automatically move candidates to a disqualified stage based on their score.

Greenhouse offers Talent Matching. It sorts candidates into match groups called Strong, Good, Partial, Limited and Needs manual review. It explains each match by experience, industries and skills. It does not give a single number to rank candidates. Ashby lets a recruiter sort applicants by the share of job criteria they meet. Ashby’s AI gives applicants no numerical rating and never ranks them.

Another route is to keep screening by hand. If few people apply for each role, a recruiter can read every CV without a score. Our market guide sets out the other kinds of product in this market.

More in this guide

The AI sourcing and screening guide
Compare the 41 with their own page what each of the 41 products with its own page here does, what it costs, what it can decide alone and which have an outside bias audit.
Mid-market companies which AI sourcing and screening tools suit a company of 200 to 2,000 people, the prices you can see, how the bill grows and what to ask before signing.
Enterprise companies which platforms replace an applicant tracking system and which add to one, what they cost, how the contracts end and the hiring rules by place.
Hiring in India what Indeed charges for search in India and how Naukri sells Resdex, which products host data or launched in India, what India’s data protection law asks of employers and ten questions to ask sellers.
High-volume hiring which AI screening products can reject applicants with no person involved, how they text and call, and what they cost at volume.