Pinpoint
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Pinpoint vs Ashby

The Ashby alternative for teams that need flexible, multi-stream hiring

Pinpoint is an Ashby alternative for teams that manage multiple types of hiring, and believe that hiring managers should be collaborating on recruitment inside the ATS. Pinpoint combines flexibility, control, and ease of use across every kind of hiring you do, and never charges you per hiring-manager seat because getting everyone working inside the ATS is the foundation AI and automation need to deliver.

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G2
4.8
Capterra
4.8
SSR
4.8
AI, analytics, video interviewing, and core job management features of Pinpoint ATS - an alternative to Ashby
Pinpoint is trusted by leading talent acquisition teams

Pinpoint vs Ashby: Everything you need to compare

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Pinpoint
Ashby
Best fit
Enterprise, mid-market, and growing teams that want to do more with less and believe strong adoption, AI, and automation are how they get there.
Tech startups and engineering-led businesses with a technically savvy user base that weight depth of native analytics highly.
Ease of use
Highly configurable with an interface designed for ease of use for non-technical recruiters, hiring managers, and leaders, which drives strong adoption. Capterra "Best Ease of Use"; SSR ease-of-use 4.7 / 5.
A powerful platform for technically savvy teams. Some customers report a steep learning curve and an information-dense interface that can be a lot for occasional or hiring-manager users.
Ability to evolve configuration over time
Deeply configurable. Designed to enable multiple workflows to run in a single system. Users can adjust workflows, forms, templates, automations, and reporting easily at any time, with or without help from Pinpoint's team, as the market and the organization change.
Highly configurable on the recruiting side. Some customers report that limited approval and workflow tailoring can constrain more complex processes.
Multi-stream hiring
Built for multi-stream hiring in one platform across corporate, frontline, high-volume, early-career, and experienced hires, with multi-brand support in a single instance.
Primarily structured around corporate hiring for engineering-led teams. Very strong in that space, with narrower fit across more traditional businesses, deskless workforce, high-volume hiring, and multi-brand.
All-in-one pre-hire breadth
A comprehensive pre-hire suite across Plan, Attract, Engage (CRM), Select, and Onboard. One of few ATSs to include native background checks, one-way video interviews, reference checks, and interview transcription within the suite.
A genuine native bundle of ATS, CRM, sourcing, scheduling, and BI-grade analytics. Background checks, video interviewing, and reference checks are delivered through third-party integrations.
Native analytics & reporting
Native reporting that drills down from strategic metrics to individual candidates, with no spreadsheets or data team required.
Very strong analytics platform. Breadth of reporting and Quality of Hire measurement are an Ashby strength.
Access & pricing model
No cap on users and no per-hiring-manager seat charge. Every user (recruiter, sourcer, hiring manager, leader, onboarding manager) gets the access that suits how they work, so hiring stays in the system.
On Ashby's seat-based pricing, hiring managers with open positions require a paid Elevated Access seat above the entry tier (per Ashby's published pricing docs).
Support
Every customer gets a named Customer Success Manager, access to the Technical Account Management team, and human support that answers in under two minutes on average.
Standard implementation included in the platform fee; a published human-response-time SLA was not surfaced in research.
Switching and data migration
Migrate your jobs, candidates, pipeline stages, resumes, and notes yourself, or our migrations team does it for you in 15 business days. There's no hiring freeze, we remap and test your integrations before go-live, and you choose what to bring across.
Ashby offers a dedicated migration team and fast, API-based data imports, and markets migration prominently.

Why Pinpoint is a better alternative for TA teams being asked to do more with less

You pay for the platform, not for every seat
Pinpoint doesn't cap users or charge per hiring-manager seat. So you can put everyone who touches hiring into the system from day one: recruiters, sourcers, hiring managers, interviewers, leaders, and onboarding managers. No rationing access to keep the licence count down, and no going back to finance for another batch of seats every time a new manager picks up a role. Access is the default, not a line item.
No seat charges means real adoption across your whole team
When access isn't metered, people work where the work belongs. Hiring managers review candidates, leave feedback, and move people forward inside Pinpoint instead of in email, spreadsheets, and side channels. That is what genuine adoption looks like, and it happens because adding another person to the system never costs you more. The whole team in one place, by design.
Adoption is the foundation AI and automation need
When everyone works in one place, your hiring data is complete and accurate, not scattered across inboxes and side tools. That completeness is exactly what automation and AI need to deliver safely, at scale, with a human in the loop on every decision. At a time when TA teams are asked to do more with less, getting everyone into the system is what turns AI and automation from a promise into results.

Discover whether Pinpoint is the right Ashby alternative for your organization

See how Pinpoint pairs enterprise-grade flexibility and native pre-hire breadth with an experience your whole hiring team adopts, and pricing that never charges you to involve another hiring manager.

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The top reasons hiring teams choose Pinpoint over Ashby

Access for everyone who should have it
Flexibility and control, in your hands
A broader all-in-one platform that costs less to run
A strong foundation for AI and automation
Service and partnership that lasts past go-live

Access for everyone who should have it

Pinpoint doesn't cap users or charge per seat, so every hiring manager gets as much access as suits how they work with your recruiters. Nobody gets rationed out of the system to save on licences, and your TA team isn't going back for budget every time a new manager comes online. The work stays in Pinpoint, where it belongs.

pinpoint ats ui example of approval workflows to help make hiring easier

Flexibility and control, in your hands

Pinpoint is deeply flexible, and that flexibility is usable by everyone, not just the technically minded. Recruiters, hiring managers, and ops people are empowered to change workflows, automations, forms, templates, and reporting themselves whenever they need. The platform stays powerful as your hiring gets more complex, but making a change never asks you to be technical to do it.

A broader all-in-one platform that costs less to run

Pinpoint covers the whole pre-hire process, Plan through Onboard, in one platform. It is one of few ATSs to also include native background checks, one-way video interviews, reference checks, and transcription within the suite, plus a full, customizable, multilingual careers-site CMS. Fewer separate tools to license, integrate, and maintain lowers the cost of running your recruiting stack.

pinpoint ats ui example of background checks to help make hiring easier

A strong foundation for AI and automation

Pinpoint isn't just another ATS with AI. Pinpoint has invested heavily in creating the conditions under which automation and AI deliver. At a time when TA teams are asked to do more with less, that matters: when the whole team adopts the system and the process is consistent, your data is complete, and AI works from that, with a human in the loop on every decision.

pinpoint ats ui example of ai notetaker in the platform to help make hiring easier

Service and partnership that lasts past go-live

Every Pinpoint customer gets a named Implementation Manager, Customer Success Manager, access to our Technical Account Management team, and human support that answers in under two minutes on average. You start from a working configuration, not a blank slate, and implementation is only the beginning of the partnership.

Pinpoint ats supports customers
Pinpoint capabilities

Where Pinpoint wins

Multi-stream hiring across industries

Run different hiring models, workflows, and candidate journeys across industries from one platformshort

Native pre-hire capabilities

Manage pre-hire workflows in Pinpoint without stitching together extra tools

Self-serve administration for careers site

Update careers-site content and hiring workflows without waiting on dev support

Multibrand single-instance

Manage multiple brands, workflows, and candidate experiences in one central ATS

Switching from Ashby to Pinpoint

Move your hiring to Pinpoint without the disruption. Here's how switching from Ashby works, and what comes with you.
How your move works
Agree what to bring across, then migrate it yourself with in-platform tools and our API, or have our migrations team do it (about 15 business days). We remap and test your integrations before go-live, and there's no hiring freeze.
What comes with you, your choice
Your jobs, candidates and their pipeline stage, talent pools and CRM contacts, resumes and attached files, and historic notes and comments. Bring your full history or just active jobs and recent candidates, and leave behind anything you don't need.
More of your hiring runs natively
Background checks, reference checks, one-way video interviewing, and transcription run natively in Pinpoint, and we connect to your HRIS, job boards, and calendars through hundreds of pre-built integrations, so there are fewer point tools to rebuild.
Support through the move and after
A dedicated implementation manager takes you from signing to go-live, with an onboarding portal and project plan. Your customer success manager then helps you keep evolving your setup as your hiring changes.
“It's having that transparency; if someone's off, someone else can easily pick up. Nothing's getting missed. No candidates are being left to wait.”
Hannah Clarke
Talent Acquisition Manager, River Island
Hospitality

65%  

reduction in time to hire

Streamlined

casting day coordination

Increased

candidate communication

“With these new tools, we’ve set a good foundation to scale our hiring while maintaining our culture and delivering a really great candidate and employee experience.”
Michael Easton
Head of Employee Value Proposition, citizenM
Read story
Nonprofit

Strengthened

candidate engagement

Increased

candidate trust

Reduced

reliance on paid ads

“Pinpoint has completely changed how we work. We're more efficient, more consistent, and better equipped to give every candidate a great experience.”
Emma Bishop
Resourcing Manager, Blue Cross
Read story
Professional Services

Lower

risk of candidates stalling

Improved

visibility for TA leaders and stakeholders

3,500

employees supported in the states

“I just love that I can manage everything and every role in one place without having to jump between systems.”
Liz Mellor
Head of Talent Acquisition for North America, Davies Group
Read story
Retail

Centralized

visibility on all candidates

100+

locations supported

Strengthened

hiring manager adoption

“It’s been really lovely using Pinpoint to align things a bit more. Across the board now, all of our candidates are getting a more similar experience, and the communication they’re getting is much stronger.”
Adam Barnes
UK&I Retailer, Lush
Read story

Ready for an Ashby alternative that fits how you work?

Book a demo to see how Pinpoint brings flexibility, control, and ease of use together in one platform built for multi-stream hiring.
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G2
4.8
Capterra
4.8
SSR
4.8

Ashby x Pinpoint FAQ

Pinpoint is a strong Ashby alternative for teams that want enterprise-grade flexibility alongside an experience recruiters, hiring managers, and candidates adopt. That adoption keeps your hiring data complete and accurate, which is exactly what AI and automation need to deliver, across every kind of hiring you do.

Both are capable, modern platforms with global customers. Three differences stand out: Pinpoint is built for multi-stream hiring rather than one shape of work; Pinpoint includes more of the pre-hire process natively, including background checks, video interviews, and reference checks; and Pinpoint gets every hiring manager into the system without a per-seat charge, so work gets done inside the system, and your data stays complete.

Usually because they are being asked to deliver more with fewer resources. They want hiring managers actively working in the system rather than priced out of it. When hiring managers work inside the system there's less manual chasing for recruiters to do and the data picture that your recruitment AI and automation rely on is complete. They also want configuration they can adjust and evolve easily as the organization changes or hiring evolves to spans more than one approach.

Pinpoint is designed for ease of use for non-technical recruiters, hiring managers, and leaders, not just full-time recruiters, and it holds Capterra's "Best Ease of Use" badge with a 4.7 / 5 ease-of-use score on Select Software Reviews. Some Ashby customers report a steep learning curve and a dense interface for occasional or hiring-manager users.

Yes. Pinpoint serves enterprise, mid-market, and high-volume teams, with customers recruiting in 168 countries and rollouts for organizations hiring 15,000+ people a year. It is ISO 27001, ISO 42001, and SOC 2 Type II certified, supports SSO and SCIM, and integrates deeply with enterprise HR systems including Workday, Oracle, UKG, and ADP.

The breadth and configurability of its reporting and Quality of Hire measurement are widely recognized. Ashby also leads today on voice-based AI interviewing, publishes a transparent entry-tier price, and has a deep roster of engineering-led customers who value its product velocity.

Pinpoint never charges per hiring-manager seat, so you get every hiring manager into the system and keep the work there. Non-technical users can adjust and evolve the configuration easily as your organization changes, and adopt new functionality as Pinpoint ships it (Pinpoint delivers new features and feature enhancements every month). The breadth of Pinpoint's offering means you can consolidate more of your recruitment tech stack into a single system.

Yes, and it is the core reason teams choose Pinpoint over Ashby. Pinpoint is the ATS built for multi-stream hiring: corporate, frontline, high-volume, early-career, and experienced hires, across multiple brands, in one platform. Ashby is primarily built around corporate hiring.

Switching is guided. You migrate your data yourself with in-platform tools and our API, or Pinpoint's migrations team does it for you in about 15 business days. We remap and test your integrations before go-live. Like Ashby, Pinpoint runs fast, supported migrations, so moving your hiring across is straightforward.

No. Your jobs, candidates and their pipeline stage, talent pools, resumes and files, and historic notes and comments come across, so your team keeps its hiring record. You decide how much history to bring.

Yes. There's no hiring freeze. You can switch over in one go, or run Pinpoint alongside your current ATS so active candidates finish where they started while new applicants come in through Pinpoint.