Generally, we limit our process to four steps, with three being the norm. The number of steps and details about each are outlined in every job posting. During your initial interview, our recruiter will provide a comprehensive overview of the process, allowing you to ask any questions you may have.

Our interviews encompass a variety of formats to ensure a holistic evaluation. Expect a combination of behavioral, theoretical, and situational questions. Additionally, skills demonstrations are often part of the process for many roles, providing candidates from all backgrounds with the opportunity to showcase their abilities.

We are committed to providing equal opportunities to all candidates and want to ensure you have a positive and accessible interview experience. If you require accommodations during the interview process, don't hesitate to contact us here.

A full overview can be found here.

Once you're in an active recruitment process with us, you're welcome to reach out to anyone on the team to learn more about their experience working here. The recruitment process is a two-way conversation, and our job is to help you figure out whether Pinpoint's the right fit for you. We also encourage you to read some testimonials here.

Essentially unlimited. We didn’t raise money at ridiculous valuations over the last few years when the market would have allowed it, we have plenty of cash in the bank, access to significant additional capital if we want it, and we always aim to be no more than 3-6 months away from cash flow positive (without layoffs!). We’re building a scalable business on sensible unit economics.

Don't worry if you don't see any roles you want to apply for now. Register your interest here to allow us to contact you when a suitable role meeting your criteria comes along.

Our team is spread across more than 10 countries, with 70% based in the UK and 25% in the US.

A full demo of our product can be found here.

In select cases, the final stage may involve completing a task or assignment. This step is reserved for the last candidate in consideration. Importantly, we value your time and, in most instances, will compensate you for your efforts.

Unlimited Holiday gets a bad rap. But we don't want to stop a good thing just because some companies handle it badly.

Everyone at Pinpoint is entitled to an unlimited amount of leave. We trust you to take time off and need to be at your best when you're here. 

Last year, our team members averaged 5.5 weeks of holiday/PTO.

Our culture is characterized by transparency, collaboration, and empowering ownership. We believe in open dialogue to keep everyone informed, seamless collaboration across global teams, and encouraging every team member to take initiative and contribute ideas. Creativity, iteration, and accountability are highly valued as we work together to shape the company's direction.

We are proud to embrace a remote work culture, and currently, all our positions are remote. We believe in providing our team members with the flexibility to manage their work in a way that best suits their productivity and lifestyle.

While the majority of our work is conducted remotely, we recognize the importance of team collaboration and bonding. Therefore, we actively seek opportunities for teams to come together for planning sessions and social events. These gatherings serve not only as a platform for strategic discussions but also as a means for fostering strong connections among team members.

For specific roles, we may outline any travel requirements or in-office expectations in the job description. It's important to us that our team members have clarity about their work arrangements, and we strive to accommodate both individual preferences and the needs of the role.

We understand that as a growing startup with a lean team, our approach to work-life balance is unique. While we prioritize autonomy and flexibility, we also recognize the commitment required from each employee to deliver results. 

We strive to maintain a healthy balance between professional responsibilities and personal well-being, acknowledging that there may be times when the demands of our dynamic business require additional effort. Our culture encourages open communication and mutual support, ensuring that our team members can navigate these challenges while continuing to grow both professionally and personally.

We are currently split into two squads working on longer-term projects. Each squad comprises a squad leader, a designer, and two or three developers. One squad is currently focused on automation workflows, while the other is dedicated to improving our reporting capabilities. Additionally, we have several other teams focusing on different aspects of the platform (infrastructure, integrations, enablement & support).

We don't have a support rotation; instead, we have dedicated resources handling support. However, developers may be asked to assist with issues they are most familiar with, especially if they are the ones who introduced a bug. Our sprints run for two weeks.

Our biggest technical challenges revolve around scaling—trying to deliver new features and improvements efficiently while maintaining a high bar for code quality and maintainability. Also, ensuring the application's performance remains at an acceptable level is a shared responsibility among all of us when writing performant code.

When it comes to integration partners what we build comes from two main sources:

You can find our current API documentation here. It’s organized around REST and follows the JSON API Spec. If none of that sounds good to you then no problem! Ultimately it will become your responsibility so we are happy to discuss how you think it could be better delivered

Beyond the API we also have several webhooks that clients can configure within their Pinpoint instance that are triggered on key events. We feel these have massive scope for improvement in order to provide an even better developer experience and self-serve integrations.

We have numerous tests (both system and unit), and all new pull requests need to meet a coverage target to be merged. QA is the responsibility of the developer reviewing the code. We also perform User Acceptance Testing (UAT) conducted by our Product Delivery Manager and designers once the code is on release. Currently, we do not have a dedicated QA team.

We are not tied to any specific part of our stack and will make changes when it makes sense. If a developer suggests introducing new technologies to the stack, they can bring it up at our team meeting. The final decision on whether to introduce a new technology lies with the CTO.

Developers are encouraged to address technical debt when making changes. We also have dedicated days for working on whatever the developer wants, and some developers use this as an opportunity to refactor and clean up code. Currently, we do not have enough technical debt to warrant actively spending dedicated time on paying it down.

We do not split developer work into dedicated front-end and back-end roles; instead, all developers are full-stack. We have a design system in place to facilitate front-end development and ensure consistency. The actual split between front-end and back-end work depends entirely on the project being worked on.