PinpointATS scope, costs and alternatives

Where this ATS fits

Pinpoint says its quote considers hiring process and complexity. Its documented per-location retention settings make it relevant to a three-country employer, without proving every local requirement is covered.

Administrators can define multiple retention policies and assign them to company locations. Policies have both a retention interval and a recent-activity interval. The latter can extend storage after interactions such as comments, scorecards or emails.

Price the proposed plan

Custom quote; no numeric rate is established by the pricing page. Require an annual schedule covering recruiting, onboarding, implementation, migration, integrations and any optional modules rather than estimating from an entry price.

What changes the decision

Recent profile activity can extend storage beyond the original retention interval. There is a separate hired-candidate retention setting. At removal, personally identifiable data is erased while an anonymous record remains for reporting. Talent-pipeline candidates receive a renewal request before expiry.

• Price, contract minimum and exact package entitlements require a written quote.
• The inspected articles do not fully settle cross-location precedence for one person with several applications.
• No hands-on assessment of candidate usability, migration or integration reliability.

What to demonstrate before buying

Run a candidate through an application in each of the three countries. Ask how several applications are reconciled, who can see the profile, and what happens after a comment extends retention. Test the existing HRIS handover and have the quote name every required module.

• Teamtailor: Compare for employer-brand presentation and its different location-policy precedence.
• Recruitee Advance: Compare its published multilingual careers-site and self-scheduling scope.

Country-specific connections and plan limits

UK: Reed documents integration coverage; Pinpoint documents Breathe transfer and configurable role workflows.

Breathe transfer is manual from Hired; directory listings do not prove complete or bidirectional integration.

Evidence: Reed ATS integration partners · Pinpoint Breathe integration · Pinpoint recruitment workflows · Pinpoint approval workflows

Which alternatives belong on your shortlist?

• Teamtailor

  A European employer with 12 live roles can use the documented unlimited jobs/users model without a five-job entry-tier constraint. Country-specific privacy settings are relevant to the three-country scenario; they still require an administrator to configure the account.

  Trade-off: the most recent application can change the candidate's applicable location policy. When an application spans several locations, the strictest applicable setting wins. Flagged records are removed after a one-week delay; hired candidates can be excluded.

• Tellent Recruitee

  Start is capped at five active job posts. Advance documents unlimited postings, multi-language/multi-location support and a branded multi-page careers site, so its published scope is closer to this European scenario.

  Trade-off: the retention clock starts at application. When profiles merge, the latest application determines retention; manually specified periods can take precedence through the furthest date. Support states GDPR automation is available on Advance and Optimize.