Whether you're recruiting nurses, care assistants, clinicians, or support staff, Pinpoint is the healthcare ATS that keeps every hiring stream organized in one place. From care homes and senior living groups to multi-site clinics, it's the ATS built for the complexity of healthcare hiring.
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Healthcare teams often recruit for very different roles at the same time, from high-volume nursing hires to specialist clinicians and back-office staff. The right healthcare recruitment software needs to support them all without adding more admin.
Pinpoint brings hiring and compliance into one process. Teams can manage credential checks, right-to-work, references, and candidate records alongside recruitment, rather than relying on spreadsheets and disconnected systems.
For multi-site organizations, local teams can manage their own hiring while central teams keep visibility and reporting across every location. This gives teams a more consistent process and clearer records across every location.
Pinpoint lets your team configure distinct hiring processes for registered nurses, support workers, bank staff, allied health roles, and non-clinical positions, all running in parallel inside one platform. Each workflow has its own stages, required checks, and approval chain. Nothing bleeds across, and every role type follows exactly the right process.
Pre-employment checks are configured as required stages in Pinpoint's workflow and conducted within the platform. Your team tracks the status of every check per candidate, receives alerts for anything outstanding, and cannot progress a hire until every required verification is complete. The full record is CQC audit-ready and exportable at any point.
Pinpoint's talent pools let your team build and maintain a database of bank workers, trusted temporaries, and previous applicants, tagged by role type, site, and availability. When gaps open up, you reach into the relevant pool and contact warm candidates immediately, cutting the time and cost of going back to agencies every time demand changes.
Ward managers and site-level HR see only their own live roles and candidate pipelines. Divisional or central HR has cross-site visibility and reporting. Named access controls mean a candidate in one location cannot be seen from another without explicit permission, keeping sensitive data protected across a complex, distributed organization.
Centralized
hiring across multiple states
Faster
and more consistent hiring for a one-person team
Fewer
interview no-shows for high-volume roles
Strengthened
candidate engagement
Increased
candidate trust
Reduced
reliance on paid ads
50%
reduction in candidate lifecycle time
100%
increase in candidate hiring volume
Increased
efficiency in admin tasks
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A healthcare applicant tracking system is software that helps healthcare hiring teams manage applications, screening, interviews, candidate communication, and hiring workflows for clinical, care, support, and head-office roles.
In healthcare recruitment, an ATS is an applicant tracking system used to manage candidates through the hiring process. It helps teams organize applications, track hiring stages, collect feedback, and keep recruitment workflows consistent across roles, locations, or departments.
The best ATS systems for healthcare are the ones that support high-volume hiring, specialist clinical roles, compliance-related workflows, structured interviews, candidate communication, reporting, and multi-site visibility. The right choice depends on how your healthcare organization hires.
Look for a healthcare ATS that supports structured screening, interview scheduling, compliance workflows, hiring manager collaboration, candidate communication, reporting, talent pools, and integrations with relevant background-check or credentialing providers.
Yes. Pinpoint works for any healthcare organization that hires across multiple role types — NHS trusts, private hospitals, community care providers, GP practices, and care homes. You can configure separate workflows for clinical, non-clinical, and specialist roles, with the access controls and compliance tracking each requires.
Most teams are live within a few weeks. We configure your workflows, compliance check requirements, site access controls, and job board connections before your first role goes live. Implementation is handled by our team directly.
Yes. Pinpoint runs volume nursing campaigns with the checks built into the workflow, so credential verification and pre-employment screening happen as candidates progress rather than piling up at offer stage. Each site's campaign runs on its own timeline while central teams track progress across all of them.
Look for fast mobile applications, since care candidates apply on their phones and drop off quickly. Look for credential tracking that flags expiries before they bite. And look for site-level permissions, so individual homes can hire without waiting on head office for every step.
Candidates apply in a few minutes without creating an account, and automated communication keeps them informed between stages. Faster responses mean fewer candidates accept elsewhere while they're waiting, which is where most homecare hiring loses people.
Yes. Each hiring stream in Pinpoint runs independently with its own stages, panels, and timelines. A nursing campaign and a consultant-level search can both be active simultaneously without either affecting the other's pipeline or creating confusion for your hiring managers.
Pinpoint keeps a complete record of every pre-employment check, every hiring decision, and every action taken during the process. Personnel file exports are available on demand, so when a CQC inspection requires evidence of how a hire was conducted, your records are already organized and complete.
Pinpoint integrates with Certn to run Enhanced DBS, basic and standard DBS, right-to-work verification, and overseas criminal record checks for internationally qualified clinical staff. All checks are triggered from the candidate record at the appropriate stage, and results are linked back automatically.
Pinpoint's pre-employment compliance workflow can be configured to flag incomplete employment history before an offer is confirmed, helping your team meet the requirements of safer recruitment guidance. Every action is logged so your records show how any identified gap was addressed.
Yes. Pinpoint's competency scorecards let you build role-specific interview frameworks for clinical roles. Every panel member scores candidates against the same criteria, and all feedback is captured in one place. The record is structured, reviewable, and ready for any scrutiny your HR or compliance team needs.
Yes. Pinpoint lets you create talent pools for specialist roles that take time to fill. Tag candidates by clinical specialism, site, and seniority. When a vacancy opens, you can contact people who've already expressed interest and know your organization, cutting time-to-fill on your most competitive roles.
Yes. Pinpoint supports multi-site hiring with fully configurable access controls. Hiring managers at individual sites manage their own roles. Your trust's HR team has oversight across all sites and all roles. Reporting is available at site level, specialty level, or trust-wide, depending on what your team needs.
Yes. Anonymous screening removes candidate names and identifying details during the initial sifting stage, helping your hiring managers focus on skills and experience. It supports fairer, more inclusive shortlisting and is available for any role type in your Pinpoint settings.
