Our Hiring Process
- Stage 1
Initial Chat
This will be a 30-minute conversation with our VP of Talent, Mike.
After getting some context around your background and interest in the role, we’ll dig into a handful of role-specific questions focused on how you work—drawing on past examples, how you think through new or ambiguous situations, and how you’d approach challenges relevant to this role. This isn’t a line-by-line resume walkthrough; it’s about understanding how you operate in a fast-moving, high-ownership startup environment.
After getting some context around your background and interest in the role, we’ll dig into a handful of role-specific questions focused on how you work—drawing on past examples, how you think through new or ambiguous situations, and how you’d approach challenges relevant to this role. This isn’t a line-by-line resume walkthrough; it’s about understanding how you operate in a fast-moving, high-ownership startup environment.
We’ll also cover logistics like our hiring process, timeline, compensation, and next steps, and leave time at the end for your questions.
- Stage 2
Hiring Manager
A 30-minute conversation with the Hiring Manager, Pete.
A direct conversation about how you work. Pete will share his operating style — direct feedback, bias toward action, high ownership — and wants to understand how you handle ambiguity, push back when you disagree, and partner with Sales and leadership. This is about fit in both directions.
A direct conversation about how you work. Pete will share his operating style — direct feedback, bias toward action, high ownership — and wants to understand how you handle ambiguity, push back when you disagree, and partner with Sales and leadership. This is about fit in both directions.
- Stage 3
Technical Assessment
A short assessment (under 90 minutes) where you'll review API documentation from Pinpoint and a third-party HR system to outline how data could flow between them. We're evaluating your ability to navigate unfamiliar documentation, think through integration logic, and communicate technical concepts clearly—not coding ability or prior experience with these platforms. This mirrors the kind of scoping work you'd do regularly in the role.
- Stage 4
Hiring Manager II
This stage is all about how you think, communicate, and operate — how you learn new products quickly, manage boundaries, and make sound commercial judgment calls. Expect to talk through real-world examples, from handling integrations and proof-of-concepts to identifying deal risks and making trade-offs when the answer isn’t clear.
It’s also your chance to get under the hood of the role itself — the expectations, the team, and how the work connects to Pinpoint’s goals.
- Stage 5
Paid Assignment + Presentation
A role-specific (paid) project or case study and presentationÂ
This is where you show us how you’d approach real work at Pinpoint. We’ll give you clear written instructions, keep the time commitment reasonable, and compensate you for your effort.
The goal isn’t perfection — it’s to see how you think, how you structure your work, and how you’d approach the kinds of challenges you’d face here.
You'll present this to Pete (CRO) and Tom (CEO) as the final stage.Â
You'll present this to Pete (CRO) and Tom (CEO) as the final stage.Â