Build software that
changes how
companies hire.
We're a 29-person P&E team inside a 90-person bootstrapped SaaS company. Vertical squads. High ownership. A codebase you can actually reason about. And a problem worth solving.
Vertical squads.
Real ownership.
Each squad has a PM, designer, and engineering resource. They own their roadmap, build their context, and see features through from problem to production.
Own the core recruitment experience end-to-end — from vacancy raised to offer signed. The heart of the product, with a mandate to rethink parts that haven't been overhauled in years.
Own everything a candidate sees and feels — careers sites, application flows, communications, and the moments that shape whether they walk away thinking well of the company.
Own the experience from signed offer to productive new hire — workflows, templates, and automations that help companies onboard without the admin overhead.
Our fastest-growing bet. Building rails for background checks, reference checking, assessments, and more — all through Pinpoint, cheaper and more integrated than standalone vendors.
Own the underlying capabilities every other squad builds on — permissions, reporting, analytics, and the data layer that ties it together. Less visible, disproportionately important.
Own Pinpoint's integration ecosystem — HRIS, job boards, assessments, background checks, and more. Integrations are non-negotiable for our customers. We often can't win a deal without them.
Work at the intersection of applied AI and real recruitment workflows. Own the Hiring Copilot and the AI microservice layer the rest of the product builds on.
Own the health and stability of the product — triaging bugs, building internal tooling, and keeping the platform reliable as it scales to customers with tens of thousands of hires a year.
Bridge the gap between product and the customers who use it most intensively. Technical escalations, platform configuration, and career site development — sitting in R&D because the work is fundamentally technical.
Keep the lights on and make sure they stay on. Deployment pipeline, server infrastructure, database reliability, and the tooling that lets the rest of engineering ship with confidence.
Instead of owning a single product area, you move across the platform responding to high-value customer needs that require fast product changes. Shorter cycles, more variety, more direct customer contact.
High agency.
No ticket takers.
The job has changed.
The hard part of engineering has shifted from writing code to understanding context, knowing what problem you're actually solving, and knowing when the model's output is right.
The engineers who've done best here are those who care about whether what they shipped actually helped the user. They don't wait to be told. They spot a problem and go fix it. AI accelerates that shift - if your main skill is translating a spec into code, models are catching up fast. If your skill is understanding the problem and owning the outcome, you're in the right place.
Day to day
- Most engineers use Claude Code as their primary tool. No mandate - Cursor, OpenCode, and Copilot are all used. Use what works.
- Engineers are encouraged to build internal tooling. A recent example: a CI webhook that auto-posts to our changelog - done in 10 minutes, not a week.
- Every Friday there's a Dev Guild - an optional knowledge-sharing session. Work-related or not. Someone presented their smart home setup. Someone fixed their BMW with GPT.
- Use AI in your take-home assessment. We pay you for it, and we want to see how you work - not whether you typed every line yourself.
- Take-home assessments are always the final stage, never early in the process.
- Unlimited holiday with a minimum. Last year the average was 5.5 weeks. We mean it.
- No layoffs in 8 years. Bootstrapped, cash-flow positive, building for the long term.
How we actually
ship software.
Two-weekly cycles, a proper CI pipeline, zero-downtime deploys, and no process theatre.
Plan
Product team owns priorities via Canny and stakeholder input. Sprint planning every Monday before the cycle - roadmap review, backlog triage, points-based scoping. Daily standup in Linear to track progress.
Build
Two-weekly cycles starting on a Tuesday. Engineers pick up tasks and move them from ready to done. Delays communicated on the task itself in Linear - no status meeting theatre.
Review & ship
GitHub PRs, signed off by a senior developer before merge. Full CI on every PR - static analysis, type checks, linting, and a comprehensive automated test suite. Final QA on staging before deploy.
Deployments
Automated pipeline, triggered manually by the CTO after a final staging QA. Zero-downtime target. We deploy at 10pm UK - we're not waking anyone up. Larger changes go out on the monthly release cycle.
Monitoring
- Scout APM - performance monitoring and alerting
- Rollbar - error reporting and tracking
- Datadog - APM and deeper infrastructure insights
Written by the team
who built it.
Real problems, real solutions. Our engineers write about what they actually shipped.
Building a Workflow Editor with React Flow
How we brought Workflow Automations to life — auto-layouting, complex node structures, and Graphiti sideposting.
Perfecting Pull Requests: The QA Review
Why embedding QA testing as a core part of your PR process leads to better software and more conscientious engineers.
Lessons learned from messaging strangers on the internet
Learning Spanish by messaging strangers online — and what it taught about learning anything in tech.
What to expect.
Four stages. The full process is outlined in every job posting - no surprises.
Recruiter conversation
A call with Mike to understand your background and walk you through the full process and timeline.
Technical interview
With the CTO or VP Engineering. How you think about problems, your experience with the stack, and how you're using AI day to day.
Paid take-home
A real problem, paid for your time. Use your tools - including Claude Code. We care how you structure and understand the solution, not how many lines you typed.
Team & culture
Meet engineers from the team and one of the founders. A chance for both sides to confirm fit and for you to ask anything.
Common questions.
What's the interview process?
Four stages: recruiter call - technical interview - paid take-home - team/culture interview. The full process is outlined in every job posting.
Will there be a take-home assignment?
For most engineering roles, yes. We pay you for your time and encourage you to use AI tools. More detail here.
What's Pinpoint's financial situation?
Bootstrapped until 2023, when we raised PE funding with ~80% going to existing shareholders. No layoffs in 8 years. ARR, pipeline, and financials are shared in our weekly all-hands.
Is the role fully remote?
Yes. Nearly all engineering roles are fully remote. We're ~70% UK, ~25% US, with engineers across Europe too. At least one full team offsite a year, and squads gather more often where possible.
How does AI factor into working at Pinpoint?
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. As a real part of how they get things done.
How does AI change the role expectations?
We expect engineers to use AI tools and produce more than they would without them. We've increased the R&D budget 40%+ to move faster - not to reduce headcount. We're hiring for people who understand problems and own outcomes.
Where can I learn more?
The full FAQs page covers benefits, culture, and process. Our engineering blog shows how we think. And the StackShare page has the full stack list.
Ready to build something
worth building?
We're growing the P&E team across multiple squads. Remote-first, high ownership, and a codebase you won't be embarrassed by.