Most hiring platforms were built for permanent roles, so contingent hiring gets bolted on or left out entirely. Pinpoint handles both from the start. Compliant workflows, pre-vetted talent pools, and a candidate experience good enough that contractors want to come back.
Contingent hiring moves fast, and the stakes are high. Pinpoint keeps compliance airtight and pipelines warm so you're never scrambling when a project lands.
Pre-vetted contingent workers stay engaged between projects, so you’re not restarting from zero every time something lands.
Support IR35 and worker classification requirements with customizable workflows, centralized documentation, and clear visibility into compliance status. Your team follows a consistent process without losing flexibility across regions or contract types.
Short-term contractors, freelancers, and long-term project hires each get their own workflows, stages, and onboarding.
When new work comes in, you can activate the right people fast, without rebuilding pipelines or chasing approvals.
Pinpoint supports IR35 assessments, worker classification checks, and document collection through configurable hiring workflows. Every decision and document is tracked in one place, giving your team clear visibility into the compliance status of each engagement.
Pinpoint keeps pre-vetted contractors organized by skills, availability, location, and past engagement. When a new project opens, you can immediately surface and re-engage the right people instead of starting a new search from scratch.
Pinpoint’s permissions model gives project leads access to post roles and move candidates forward within guardrails set by HR. Mandatory compliance stages, approval thresholds, and required documentation are all enforced automatically, so teams move faster without losing control.
Pinpoint’s self-scheduling lets contractors choose interview times based on real availability, without back-and-forth emails. Calendars stay in sync, and candidates move from application to interview faster.
Pinpoint automates onboarding steps based on contract type, including right-to-work checks, document sign-off, compliance confirmations, and role-specific instructions. Every contractor moves through the correct process without manual coordination.
reduction in time to hire
casting day coordination
candidate communication
candidate engagement
candidate trust
reliance on paid ads
risk of candidates stalling
visibility for TA leaders and stakeholders
employees supported in the states
visibility on all candidates
locations supported
hiring manager adoption
Yes. Permanent and contingent roles run through completely separate pipelines in Pinpoint: each with their own stages, compliance steps, and communication templates. Neither stream creates noise for the other, and your team works from a single platform rather than switching between systems.
Most teams are live within a few weeks. We configure your compliance workflows, access controls, and job board connections before your first role goes live. If you've got a project ramp coming up quickly, we'll prioritize getting your contingent templates ready first.
Yes. Pinpoint lets you configure separate pipelines for each contract type: short-term contractors, freelancers, longer-term project hires, and so on. Each has its own stages, compliance steps, and onboarding flow, so your team isn't working through a process designed for the wrong type of engagement.
Yes. Pinpoint includes a fully customizable careers site where you can create dedicated content for contingent and contract roles. Candidates get a clear sense of what it's like to work with you before they apply, which improves quality and reduces drop-off. You can tailor the language throughout: ‘presentation’ instead of ‘interview,’ ‘contract manager review’ instead of ‘hiring manager review,’ so the experience feels right for a contractor from the first click.
Yes. Anonymous screening removes names and identifying information at the sifting stage, helping teams focus on skills and experience rather than personal details. It supports fairer, more consistent shortlisting across every role and project.
IR35 assessment steps are built directly into your contingent hiring workflow in Pinpoint. Documentation is centralized, every decision is logged, and your team has real-time visibility into the compliance status of every engagement. You reduce misclassification risk without adding friction to the process.
Yes. Pinpoint's configurable workflows support US worker classification requirements alongside IR35. You set the documentation, review steps, and approval thresholds that apply to your jurisdiction and worker types. The platform keeps the process above board wherever you're hiring.
Yes. Pinpoint's permissions model gives project leads the access to post roles and move candidates forward within parameters that HR sets centrally. Mandatory compliance stages are locked in, so autonomy doesn't come at the cost of control.
You segment your existing contingent talent by skills, location, past engagement, and upcoming availability. When a project opens, Pinpoint surfaces the right pre-vetted candidates immediately. That's especially valuable when a project lands quickly, and you need to move fast.
A faster, clearer candidate experience reduces drop-off between application and offer. Automated communications keep candidates informed at every stage, and self-scheduling removes the back-and-forth that usually slows interview coordination down. Source-of-hire reporting also shows you which channels produce your strongest contingent hires, so you can focus effort accordingly.
Yes. Pinpoint's reporting lets you compare contingent and permanent hires side by side: time-to-engage, candidate source, hiring volume, and more. You get a clear picture of how contingent hiring is performing without pulling data from multiple systems.
