Pinpoint is a retail applicant tracking system that helps hiring teams manage high-volume, seasonal, and multi-location recruitment from one ATS. With Pinpoint, retailers can centralize and automate hiring workflows, give store managers the right level of access, improve candidate communication, and track which sources delivers the best hires.
A retail applicant tracking system helps hiring teams manage applications, candidate communication, interviews, store manager feedback, and reporting across stores, regions, or brands. For retailers, this matters because hiring often happens at speed, across multiple locations, and during seasonal peaks when application volume can rise quickly. If your hiring system isn't built for that reality, processes slow down, handoffs break, and recruiters end up filling the gaps by hand.
Most retail hiring software is general hiring software with a retail label on it. The retail ATS you actually need does three things at once: it moves fast through large applicant pools, it flexes its workflows to each location and role type, and it gives store managers simple actions they'll actually use. Candidates expect clear, timely communication too, usually on mobile, and any delay turns into drop-off.
That's what Pinpoint is built for. It's the retail hiring software that runs every hiring stream, from high-volume shop-floor staffing to specialist head-office roles, in one place.
Pinpoint's application forms are mobile-optimized and accessible via QR code, so candidates can apply from in-store signage, event materials, or social posts in minutes with no login required. Every application flows into a single branded pipeline regardless of where it came from.
Surface candidates from your existing talent pool each time a new role opens, including previous seasonal hires, strong applicants who narrowly missed out, and candidates who expressed interest in future roles. When volume picks up, your team reaches warm candidates immediately rather than starting a new search from scratch.
Pinpoint's permission model gives store managers the autonomy to post roles, review candidates, and move applications forward without waiting on central HR at every step. Central HR sets the guardrails, required stages, mandatory checks, and approval thresholds that everyone works within.
Pinpoint’s self-scheduling lets candidates choose interview times based on real store availability, without emails or phone calls. Managers stay in control of their calendars, and candidates move from application to interview faster.
Pinpoint streamlines retail onboarding with automated task lists, right-to-work steps, handbook sign-off, and store-specific welcome instructions. Every mandatory step happens in the right order without anyone having to chase, and every new hire gets a consistent experience regardless of which store they're joining.
visibility on all candidates
locations supported
hiring manager adoption
shorter time to hire globally
increase in applicant volume
increase in Candidate NPS
reduction in time to hire across all locations
locations and 7,000+ staff on one system
of failure eliminated
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A retail applicant tracking system is an ATS built to help retail teams manage candidates for store, head office, seasonal, and high-volume roles. It keeps applications, workflows, hiring manager feedback, and reporting in one place.
Retail recruitment software helps retail hiring teams manage job postings, applications, candidate communication, screening, interviews, and hiring workflows across stores, regions, or brands. It is designed to support high-volume, seasonal, and multi-location hiring.
The best ATS for retail hiring depends on how your team hires. Retail teams should look for mobile-friendly applications, high-volume screening, store manager access, candidate communication, source reporting, seasonal hiring workflows, and support for multiple locations or brands.
Top ATS systems for retail should help teams manage high application volume, seasonal peaks, store-level hiring, candidate communication, and reporting across locations. The right platform should fit how your retail team hires, not force every store or role into the same workflow.
Retail recruitment software should include mobile-friendly applications, job board posting, candidate communication, interview scheduling, store manager access, high-volume screening, seasonal hiring workflows, reporting, and integrations with the tools your team already uses.
A retail ATS helps hiring teams manage applications, candidates, interviews, store manager feedback, and hiring workflows before someone is hired. Retail staffing software can sometimes refer to broader workforce management tools for scheduling, shifts, and time tracking. Pinpoint is focused on retail recruitment and applicant tracking, not workforce scheduling.
Yes. Pinpoint is designed for organizations that hire across many locations with different teams and different role types. Whether you have 10 stores or 500, you can configure store-level access, regional reporting, and role-specific workflows all inside the same platform.
Most retail teams are live within a few weeks. We configure your store access controls, workflows, and job board connections before your first role goes live. If you have a seasonal peak approaching, we can prioritize getting your campaign templates set up first.
Yes. Seasonal and permanent roles run through separate pipelines in Pinpoint, each with its own stages and communication templates. You activate your seasonal campaign when the peak approaches and manage your permanent hiring alongside it without either stream creating noise for the other.
Yes. Pinpoint includes a fully customizable careers site where you can feature your brand, culture, and store stories. You can create location-specific content for individual stores or regions, giving candidates a sense of what it's actually like to work for you in the location they're considering.
Yes. Anonymous screening removes candidate names and identifying information during the initial sifting stage. For high-volume floor-staff hiring, this helps managers focus on relevant experience rather than personal details, supporting fairer and more consistent shortlisting across every store and location.
Pinpoint lets you build your seasonal hiring campaign in advance — roles, application forms, stages, and automated candidate communications all pre-configured. When peak season arrives, you activate the campaign. When it's over, you pause it. There's no rebuilding from scratch each year and no residual admin when the peak ends.
Yes. Pinpoint's permissions let you configure exactly what store managers can see and do. They can post roles and review candidates within the parameters your central team sets. Head office keeps full visibility and reporting without being a bottleneck for every individual store hire.
Yes. Pinpoint's applications are mobile-optimised and designed to be completed in a few minutes without uploading documents or creating an account. For retail candidates who browse and apply on their phones, a fast mobile application is the difference between a completed application and an abandoned one.
Yes. Pinpoint runs entirely separate processes for different hiring streams at the same time. Your graduate management scheme can have its own application questions, assessment stages, scorecard frameworks, and offer workflow, entirely separate from your store-level hiring and running at its own pace.
A faster, clearer candidate experience reduces dropoff between offer and start. Pinpoint's automated communications keep candidates informed at every stage, and a prompt offer process means candidates are less likely to accept elsewhere before they've heard from you. Source-of-hire reporting also helps you identify which channels produce staff who stay.
Yes. Pinpoint's reporting includes source-of-hire data so you can see exactly which boards, referral channels, and campaigns are producing your strongest candidates. This helps you focus your recruitment spend on what's actually working for your locations and role types.
