How BigHat Biosciences accelerated hiring for specialized talent
Technology
2–3 weeks
to one: candidate lifecycle cut in half
2x hiring
volume in the first half of 2021
One hour
of admin per candidate cut to minutes
Executive summary
BigHat Biosciences is using machine learning to transform antibody therapeutic development. Founded in 2019, they faced a fundamental recruiting challenge: specialized roles like liquid handling automation engineers weren't on LinkedIn job boards, and their home-brewed hiring system was eating up hours of leadership time. Eddie Abrams, VP of Engineering, discovered that the problem wasn't finding candidates, it was managing what they already had. Pinpoint helped BigHat shift from scattered processes to a unified system, cutting candidate lifecycle time from two to three weeks down to one week and doubling their hiring pace.
Industry
Technology
About BigHat Biosciences
BigHat is a computational biology company founded in 2019 with a mission to improve human health through AI-driven antibody design. The company closed a Series A funding round in 2021 and began scaling rapidly. With a small leadership team that was deeply involved in hiring, the company needed to move beyond spreadsheets and manual tracking without losing the personal touch that attracted top talent.
Why Pinpoint?
Eddie and his team looked at 20 different ATS options and created a scorecard to evaluate them. They'd assumed they needed deep LinkedIn integration and outbound campaign management tools. But after talking with Pinpoint, they realized that wasn't their real bottleneck. They needed a system that made it easy to manage inbound interest, track workflow efficiently, and give hiring managers visibility. Pinpoint's intentional approach to recruitment strategy won them over.
“Other recruiting solutions focused on what we thought we wanted, which was deep LinkedIn integration. After five minutes of talking with Pinpoint, we realized that's not what we want or need. We actually want a solution that helps us manage inbound interest and track the workflow.”
Eddie Abrams
VP of Engineering, BigHat Biosciences
Use Case
1
Building a unified system for distributed hiring
The challenge
BigHat's leadership team was tracking candidates across email, LinkedIn campaigns, and recruiter notes with no central location. Candidates applying through different channels had different experiences. The executive team was spending hours just managing the administrative minutiae of recruiting: scheduling, follow-up, status updates.
The solution
Pinpoint created a single destination for all recruiting activity. Whether candidates came through a job board, direct outreach, or referral, they went into Pinpoint. Hiring managers and recruiters sent everyone to one link, not multiple application forms. This unified system meant candidates had a consistent experience, and the leadership team could see everything in one place.
Consistent,
single application process
Clear leadership
visibility on all candidates
Less
back-and-forth on candidate status
Before Pinpoint, the minutiae of the recruiting process took an absurd amount of time, on the order of hours per week. After Pinpoint, managing the experience for potential employees has all but dropped to essentially zero.
Eddie Abrams
VP of Engineering, BigHat Biosciences
Use Case
2
Freeing up leadership time through automation and transparency
The challenge
The executive team was drowning in recruiting admin. Interview scheduling took hours of back-and-forth emails. Candidate scorecards had to be recreated for each hire. There was no single source of truth for candidate information or interview feedback, so critical details got lost or duplicated across different systems.
The solution
Pinpoint's interview scheduling, scorecard templates, and centralized candidate records eliminated the manual work. An executive administrator could now manage entire recruiting workflows from one place. The scorecard feature meant the team could systematize how they evaluated candidates and apply consistent criteria across roles.
Hours saved
weekly on scheduling and admin
More consistent,
evidence-based interviews
Fewer
hiring manager misunderstandings
Use Case
3
Optimizing recruitment strategy with data and best practices
The challenge
BigHat realized that specialized roles like liquid handling automation engineers needed different sourcing strategies than software engineer roles. They needed to understand which campaigns worked, which channels delivered quality candidates, and how to continuously improve their approach.
The solution
Pinpoint's reporting gave Eddie visibility into campaign performance, candidate source quality, and diversity metrics. The platform's emphasis on objective evaluation and evidence-based interviewing helped BigHat think more intentionally about how they hired. Eddie could see speed versus success rate for each campaign and make real decisions about where to invest recruiting resources.
Trackable
performance by source and campaign
Better data
on recruiting budget allocation
More consistent
interviewing across roles
Pinpoint is there to help you achieve best practices for candidate evaluation. We can hire people better than other people can hire people. And every time we gain even a 10% advantage, we're going to optimize the degree to which we can capture good talent.
Eddie Abrams
VP of Engineering, BigHat Biosciences
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