Migrate your Pinpoint data
UK-built ATS for structured, compliance-aware hiring with strong DEIJ tooling and per-seat pricing. Customers praise its usability but report frequent UI churn and limited reporting depth.
In its favor
Why people choose Pinpoint
The signal that keeps Pinpoint on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
Ease of use for both the talent acquisition team and hiring managers, making the platform accessible without extensive training or onboarding sessions.
Native job board integrations that allow seamless advertising of vacancies and direct CV review within a single platform workflow.
Simple per-seat pricing without feature paywalls or hidden limits, providing cost predictability for growing teams.
Highly responsive and knowledgeable customer support that resolves issues quickly and provides guidance throughout the hiring process.
Built-in DEIJ anonymization tools that help teams reduce unconscious bias during resume screening and evaluation stages.
Frequent platform updates and interface changes disrupt established hiring workflows and force teams to constantly re-learn processes.
Absence of AI-assisted features such as resume screening, candidate matching, or intelligent ranking compared to newer competitor offerings.
Reporting limitations make it difficult to track candidate source attribution, agency versus direct application ratios, and other key hiring metrics.
Integration setup can be challenging, particularly for teams without dedicated developer resources to configure and maintain connections.
Limited customization for templates, interface features, and certain workflow options constrains advanced users who need more flexibility.
Reasons to switch
Why people leave Pinpoint
The recurring reasons buyers give for replacing Pinpoint. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where Pinpoint fits
Grades across six dimensions, plus a SWOT-style view of where the platform shines and where it falls short.
SWOT — strengths, weaknesses, and use-case fit
Strengths
Weaknesses
Where it works
Where it struggles
Pricing tiers
Pinpoint pricing overview
Pinpoint uses a per-seat annual pricing model. The Business tier starts at approximately $399/month while the Enterprise tier is priced at approximately $2,499/month, with costs scaling based on user count rather than hiring volume.
Business
Tier 1 of 2
$399/month
What's included
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What gets migrated
Pinpoint object support
Object-by-object support for Pinpoint migrations. Per-pair details surface during scoping.
Vacancies
Fully supportedVacancies are Pinpoint's job opening records and migrate cleanly as a top-level object. We import Vacancies with their title, department, location, and status fields. Vacancies must exist before Candidates or Applications can be linked, so we sequence Vacancy migration first in every scope.
Candidates
Fully supportedCandidates are the person records in Pinpoint. We migrate Candidate profiles including name, email, phone, custom fields, and documents. Custom properties beyond Pinpoint's standard template require field-level mapping during import. We preserve Candidate identity when anonymization tools were applied at source.
Applications
Fully supportedApplications link a Candidate to a Vacancy and carry stage, status, and source attribution. We migrate Applications as the join table, re-establishing the Candidate-Vacancy relationship using Vacancy identifiers resolved during the Vacancy phase. Application history and stage progression are preserved.
Scorecards
Fully supportedScorecards are the structured evaluation forms attached to Applications by interviewers. We migrate the scorecard template structure and individual evaluator ratings. Where scorecards reference specific competency ratings, we map them to the destination system's equivalent structure.
Job Postings
Mapping requiredJob Postings track where a Vacancy has been distributed — internal careers page, Indeed, LinkedIn, etc. We migrate posting status and destination. Some third-party job board IDs and posting metrics require mapping to the destination ATS's equivalent integrations.
Offers
Mapping requiredOffers in Pinpoint bundle salary, start date, conditional clauses, and status. We migrate Offer records with their key terms. Complex conditional clauses and bespoke offer letter documents require value mapping against the destination system's offer object schema.
Interviews
Fully supportedInterviews are individual scheduled events with a date, time, interviewer, format (video or in-person), and status. We migrate Interview records as standalone objects, noting any scheduling links and video conference URLs as supplemental fields.
Reference Checks
Mapping requiredReference checks are associated with Candidates and carry status, responses, and any attached notes or ratings. We migrate the reference check record and its outcomes. Custom reference check templates may require field-level adjustment during mapping.
Pipeline Reports (Analytics Views)
Mapping requiredPipeline reports in Pinpoint are aggregate views of vacancy pipeline health and hiring metrics. We export pipeline report data as structured CSV at the time of migration. These are treated as report data rather than transactional records.
| Object | Support | Notes |
|---|---|---|
| Vacancies | Fully supported | Vacancies are Pinpoint's job opening records and migrate cleanly as a top-level object. We import Vacancies with their title, department, location, and status fields. Vacancies must exist before Candidates or Applications can be linked, so we sequence Vacancy migration first in every scope. |
| Candidates | Fully supported | Candidates are the person records in Pinpoint. We migrate Candidate profiles including name, email, phone, custom fields, and documents. Custom properties beyond Pinpoint's standard template require field-level mapping during import. We preserve Candidate identity when anonymization tools were applied at source. |
| Applications | Fully supported | Applications link a Candidate to a Vacancy and carry stage, status, and source attribution. We migrate Applications as the join table, re-establishing the Candidate-Vacancy relationship using Vacancy identifiers resolved during the Vacancy phase. Application history and stage progression are preserved. |
| Scorecards | Fully supported | Scorecards are the structured evaluation forms attached to Applications by interviewers. We migrate the scorecard template structure and individual evaluator ratings. Where scorecards reference specific competency ratings, we map them to the destination system's equivalent structure. |
| Job Postings | Mapping required | Job Postings track where a Vacancy has been distributed — internal careers page, Indeed, LinkedIn, etc. We migrate posting status and destination. Some third-party job board IDs and posting metrics require mapping to the destination ATS's equivalent integrations. |
| Offers | Mapping required | Offers in Pinpoint bundle salary, start date, conditional clauses, and status. We migrate Offer records with their key terms. Complex conditional clauses and bespoke offer letter documents require value mapping against the destination system's offer object schema. |
| Interviews | Fully supported | Interviews are individual scheduled events with a date, time, interviewer, format (video or in-person), and status. We migrate Interview records as standalone objects, noting any scheduling links and video conference URLs as supplemental fields. |
| Reference Checks | Mapping required | Reference checks are associated with Candidates and carry status, responses, and any attached notes or ratings. We migrate the reference check record and its outcomes. Custom reference check templates may require field-level adjustment during mapping. |
| Pipeline Reports (Analytics Views) | Mapping required | Pipeline reports in Pinpoint are aggregate views of vacancy pipeline health and hiring metrics. We export pipeline report data as structured CSV at the time of migration. These are treated as report data rather than transactional records. |
Gotchas
What to watch for in Pinpoint migrations
Issues we've hit on past Pinpoint migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
CSV migration is job-by-job with mandatory vacancy pre-creation
No public bulk API documented for programmatic migration
PDF exports require explicit Customer Success Manager opt-in
| Severity | Issue |
|---|---|
| High | CSV migration is job-by-job with mandatory vacancy pre-creation |
| High | No public bulk API documented for programmatic migration |
| Medium | PDF exports require explicit Customer Success Manager opt-in |
Leaving Pinpoint?
Where Pinpoint customers move next
5 destinations Pinpoint can migrate to.
How a Pinpoint migration works
Four steps, Pinpoint-specific
Connect
API key authentication via the X-API-KEY header. API keys are issued from the Pinpoint admin area; HTTP requests without authentication return 401. All API calls must use HTTPS (plain HTTP fails). into Pinpoint. Scopes limited to read-only on the data we move.
Map
We translate Pinpoint-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate Pinpoint quirks before production.
Migrate
Full migration with Pinpoint rate-limit handling. Rollback available throughout.
FAQ
Pinpoint migration FAQ
Answers to the questions buyers ask most during Pinpoint migration scoping. Not seeing yours? Book a call.
Can't find your answer?
Walk through your Pinpoint migration with a real engineer — 30 minutes, free, written quote within 24 hours.
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Ready when you are
Migrate Pinpoint.
Without the rebuild.
Free scoping call with a migration engineer. Tell us about your Pinpoint setup and destination — written quote back within a business day.