We keep our process lean — usually three stages, occasionally four. You’ll always know exactly what to expect, because we include the process outline in every job posting. In your first conversation, our recruiter walks you through the full timeline.

We mix behavioral, situational, and role-specific questions to get a complete picture of how you think and work. Many roles also include a short assignment or skills demo — not a test for the sake of it, but a chance to show how you approach real problems.

Sometimes. If so, it’s always a later stage, never early — and we’ll compensate you for your time. We keep these lightweight and relevant, designed to help both sides confirm fit.

We want every candidate to have a fair, accessible experience. If you need any accommodations during the process, let us know at careers@pinpointhq.com.

No one hands you a playbook — you get context, a clear outcome, and the trust to figure out the how. People have strong opinions and share them, and the best idea wins wherever it comes from. The team is lean and the problems are complex, so growth tends to be real and fast. We’re remote-first and ship weekly, so communication is intentional and the pace is real.

We’re a startup, so things move fast. Autonomy, trust, and flexibility are real here — we expect people to take ownership, and we also expect them to log off.

We’re a remote-first company and nearly all roles are fully remote. Some roles include occasional in-person time such as team offsites — when that’s the case, we’ll say so clearly in the job description.

We get together in person roughly once a quarter, usually as a team offsite, with travel and accommodation on us.

We’re about 100+ people across 11 countries — roughly 70% in the UK, 25% in the US, and the rest across Europe.

We bootstrapped to 500+ customers and $5M ARR before raising private equity in 2023. We run on sensible unit economics, have never had layoffs, and are building for the long term — not the next funding round.

We’ve never done layoffs. We hire deliberately rather than in bursts, which is also why our process is thorough. The 2023 investment bought ambition, not a burn rate: it bought us room to build for the next decade, not pressure for a quick exit.

Our stack is pragmatic and maintainable: Ruby on Rails, React with TypeScript, PostgreSQL, Sidekiq, and CI/CD via CircleCI (moving to GitHub Actions). You can see the full stack here.

Absolutely — you can watch a full demo of our product here.

Everyone is encouraged to take real time off. Last year the average was 5.5 weeks. We trust you to manage your energy and take breaks when you need them.

You can find the full overview here — but in short: equity, unlimited holiday, comprehensive healthcare, fully paid parental leave, a learning budget, and supplemental mental health support via Spill.

Progression frameworks are built per team and are tied directly into our quarterly performance reviews, rather than one universal company ladder. Reviews open the first two weeks of each quarter; you and your manager use your team’s framework to align on where you sit and set a development goal for the next quarter. Engineering, Sales, and CS all have established frameworks; newer functions get theirs as the team grows. Formal pay changes (cost-of-living adjustment and performance-based pay) are decided once a year, at the end of the Q4 review cycle.

All offers include share options. With the offer you’ll get the number of options, the strike price, and the vesting schedule (a standard 4-year schedule with a 1-year cliff) in writing, plus a plain-English walkthrough of what they could be worth and what exercising costs. Ask us anything about it.

We use AI across the business — in our product, in our workflows, and in how we hire. We expect people joining us to be genuinely curious about AI and actively using it in their work: not cautiously, not occasionally, but as a real part of how they get things done.

AI plays a small, supportive role — it helps us work efficiently, but it never makes decisions. Every application is reviewed by a person, and every hiring decision is made by our team.

Using AI to polish your resume or tighten your writing is fine — what matters is that everything you submit accurately reflects your own experience and skills. If your process includes an assignment, that work needs to be your own. We’re assessing how you think, not how well you can prompt a model.

No — live interviews are a conversation, and we want to hear how you think, so using AI tools to generate or reference answers in real time isn’t permitted. That said, we genuinely want people who use AI in their day-to-day, and we’ll ask about it. Just bring your own thinking to the interview itself.

Register your interest and we’ll contact you when a suitable role meeting your criteria comes along.