How ES Talent Management handles both executive search and urgent batch hiring with ease
Professional Services
Reusable templates
for every hiring type
Pre-screened
talent pipeline by location and skill
Automated
communications across the hiring journey
Executive summary
ES Talent Management is a six-person recruiting team based in Ireland that handles two vastly different hiring needs: executive search for C-suite roles and urgent batch hiring for project teams. The company needed an ATS flexible enough to support both approaches without forcing them to choose. With Pinpoint, Niamh O'Brien and her team can spin up custom workflows for each project type, maintain a pre-screened talent pipeline, and deliver an exceptional candidate experience regardless of pace, earning thank-you emails from candidates who didn't get the job.
“We're the SOS people. We don't get months of lead time—we get days. Pinpoint makes it easy to move fast because we're never starting from scratch.”
Niamh O'Brien
Director of ES Talent Management
Use Case
1
Never starting from scratch
The challenge
Projects come in with tight deadlines and different requirements. Executive search needs careful vetting, close client collaboration, and a relationship-driven process. Batch hiring needs speed. Without templates and a pre-screened candidate pool, the team wastes time rebuilding processes and reaching out to contacts repeatedly.
The solution
Niamh maintains a talent pipeline of pre-screened, engaged candidates tagged by location, salary, availability, and skills. When a new project opens, the team quickly identifies relevant candidates and sends bulk outreach. Pinpoint's template system lets them save workflows for common hiring types, then customize them for each client's specific needs. This means they can start with a proven playbook rather than starting from scratch.
Faster sourcing
from pre-screened talent pools
Less setup
work with customizable templates
Faster response
to urgent client requests
I know how I can configure literally from start to finish any bespoke workflow that I want with any number of questions, automatic responses, instructions to hiring managers. All of the options, the menu of services that sit within one single workflow is just excellent.
Niamh O'Brien
Director of ES Talent Management
Use Case
2
Delivering exceptional candidate experience at speed
The challenge
Speed can come at the cost of candidate experience. But Niamh sees candidates as extensions of her clients' employer brands. It's easy to send a generic rejection, but that damages the brand. At the same time, manually personalizing every communication isn't scalable.
The solution
Pinpoint's automation features let the team deliver a polished experience without manual work. They automatically notify talent pool candidates when relevant roles open, send thank-you emails to applicants, notify candidates who don't meet qualifications, and send interview reminders and prep materials. Niamh also monitors time-in-stage to make sure no one gets forgotten waiting for feedback or next steps.
Positive experience
even for unsuccessful candidates
Thank-you emails
from rejected candidates
Better-prepared
hiring managers before interviews
Weirdly, we get more thank-you emails from candidates who didn't get the job, but just want to say thank you for such a positive experience.
Niamh O'Brien
Director of ES Talent Management
Use Case
3
Turning gut instinct into structured, consistent hiring decisions
The challenge
Many hiring managers coming to ES Talent Management were unfamiliar with structured interviews. They relied on informal conversations and instinct, which made it difficult to assess candidates consistently or compare them fairly.
The solution
Niamh introduced Pinpoint’s scorecards as a practical way to guide hiring managers toward a more structured approach. She worked closely with them to define what success looks like in a role, translate that into clear interview questions, and use scorecards to capture consistent feedback.She also showed how structured scoring improves decision-making, helping hiring managers move beyond assumptions based on CVs and focus on evidence gathered during interviews. At the same time, she reassured teams that they could still adapt, whether by adjusting weightings for key criteria or asking additional questions when needed.
Stronger
hiring manager confidence
Less
second-guessing with real-time visibility
Faster
client decisions with live progress data
I just love the visual of the scorecarding being able to compare people and see where their strengths are, where their potential weaknesses are, and leading you to what should we ask them next.
Niamh O'Brien
Director of ES Talent Management
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