How Article scaled hiring during hypergrowth without losing candidate experience
Retail
3 to 20+
TA team members in under a year
600 to 1,300
employees without sacrificing experience
Consistent hiring
momentum through hypergrowth
Executive summary
Article is a direct-to-consumer furniture company that grew from 600 to 1,300 employees in less than a year. Brad Clark, Director of Talent Acquisition, had to build a recruitment function from scratch while the company was actively hiring. He needed a system that was easy to use, scaled with the company, and protected candidate experience during a chaotic period. Pinpoint won because it was intuitive, customer-focused, and kept pace with their changing needs. Brad's TA team scaled from three to 20+ people, hired across four countries, and maintained candidate satisfaction throughout.
Industry
Retail
About Article
Article is a furniture company founded by four software engineers who are solving meaningful problems in an industry ripe for disruption. The company operates in Canada, the US, Mexico, and Vietnam, with teams ranging from engineers and designers to delivery drivers. Their culture values customer obsession, challenging assumptions, and ownership, and they recognized that candidates are potential customers. Every applicant matters, and candidate experience is part of their employer brand.
Why Pinpoint?
Brad and his team created a scorecard and evaluated 20 different ATS options. They needed a system that could support rapid growth, was easy enough for hiring managers to use, and didn't sacrifice candidate experience. Most solutions tried to sell them on LinkedIn integration and outbound campaign management. Pinpoint stood out because it focused on what Article actually needed: a simple application process and a seamless candidate experience.
The fact that we survived hyperscaling from 600 employees to more than 1,300 in less than a year is the best testament to our success with Pinpoint.
Brad Clark
Director of Talent Acquisition, Article
Use Case
1
Making application and experience simple during rapid hiring
The challenge
Article was hiring aggressively for both high-skilled roles (engineers, designers) and high-volume roles (delivery drivers). In a candidate-driven market, both types of hiring are competitive. The old process had friction: complex applications, manual scheduling, back-and-forth emails about interview times. Candidates were likely bouncing if they had to jump through hoops.
The solution
Pinpoint's interface is clean and intuitive, and the application process is straightforward. Candidates can apply on mobile, and the system handles interview scheduling automatically. No back-and-forth emails. Brad's team also turned to Pinpoint's candidate experience surveys to get real feedback about what was working and what wasn't.
Consistent
candidate praise for ease of use
Less
back-and-forth with self-scheduling
Mobile-friendly
applications from anywhere
Pinpoint is easy to use—we've heard that quite often. There's no friction up front. Simple is scalable.
Brad Clark
Director of Talent Acquisition, Article
Use Case
2
Scaling a team and system without losing consistency
The challenge
Brad's team grew from three to 20+ people in months. Each new recruiter needed to understand Article's hiring philosophy and process. The hiring managers (who Article calls "Particles") were intimately involved in hiring decisions, so the system had to be easy to use even for people who weren't professional recruiters.
The solution
Pinpoint's flexibility meant that training wasn't a bottleneck. New recruiters and hiring managers could jump in without extensive onboarding. The workflow was clear: candidates apply, move through stages, and everyone involved in the decision can see the same information. Brad didn't have to build custom training materials or police process compliance.
Fast,
straightforward recruiter onboarding
Frictionless hiring
manager adoption
Consistent process
at scale
Use Case
3
Building an evolving platform partnership
The challenge
Article's hiring needs were always changing. The company was working with new job boards (Indeed Apply, for example) and thinking about new inclusion initiatives. They needed a system that would evolve with them, not a static tool that would lag behind their needs.
The solution
Brad found in Pinpoint a partner that was actively building and improving. When Article wanted to add a way for candidates to specify pronouns during application, Pinpoint listened and built it. The company became one of Pinpoint's most engaged partners, trying new features as soon as they launched and giving feedback on what worked.
Fast
feature delivery, including pronoun selection
Seamless
Indeed Apply and Certn integrations
Strong, ongoing
TA team engagement
Pinpoint took that rough idea and made it go live incredibly quickly. The evolution of the tool has been really key in how we mature and how we make the process easier for everyone.
Brad Clark
Director of Talent Acquisition, Article
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Love for Pinpoint
“Pinpoint’s scorecards have completely transformed our evaluation process. Everything is in one place, and it's easy for hiring managers to see feedback and compare candidates without switching between systems.”
testimonial
“Whoever worked on this software, it wasn't just a developer. It's someone who was very involved as a recruiter. As I use it, I keep thinking, 'How did you read the mind of recruiters when you built this?!'”
testimonial
“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.”
“Pinpoint's easy-to-use software allows me to move candidates through the selection process seamlessly. The software also facilitates document signing in a secure, safe, and swift manner.”
“My interviewers have all regularly raved about how intuitive Pinpoint is. The customer support team is wickedly fast and super helpful.”
“I prefer Pinpoint over Workday and PeopleSoft because of the ease of use.”
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G2
4.8
Capterra
4.8
SSR
4.8