Integrations Engineer, Pinpoint
£45-50k
+ Meaningful equity
GraphQL
Ruby
Ruby on Rails
REST API
Junior and Mid level
Remote from UK
More information about location
Applicant tracking system
Be an early applicant
Applicant tracking system
21-100 employees
B2BRecruitmentHRProductivitySaaS
Be an early applicant
£45-50k
+ Meaningful equity
GraphQL
Ruby
Ruby on Rails
REST API
Junior and Mid level
Remote from UK
More information about location
21-100 employees
B2BRecruitmentHRProductivitySaaS
Company mission
To help recruiting teams attract the right candidates, select the best, and wow their new hires from the moment they say "yes".
Role
Who you are
- This is a great fit for someone early in their career who wants to learn fast, build production-ready software, and solve real-world problems alongside experienced engineers
- 2+ years of experience in Ruby (Ruby on Rails experience is a big plus, but not required)
- Solid understanding of REST APIs is a must. Experience with GraphQL and SOAP is a nice bonus
- Experience working with external APIs and third-party systems—you should know what it’s like to deal with inconsistent docs and weird API quirks
- Comfortable working independently—able to break down work, manage your time, and take full ownership of your projects
- Some familiarity with the HR domain (HRIS, recruitment tools, etc.) is a plus
What the job involves
- Integrations are a key pillar of our product and strategy. They enable a seamless user experience, unlock value through partnerships, and give customers the flexibility to build on top of our platform
- Today, our growing integrations marketplace includes ~50 built-in integrations, and our public API is actively used by both clients and partners
- To streamline our integration efforts, we've developed a powerful Integration Plugin Framework—a tool that bridges our ATS with external systems such as HRIS, assessment platforms, background check providers, and more
- Build and own new integrations between our ATS and third-party tools (e.g. HR systems, background check services, assessment platforms)
- Develop plugins using our internal Ruby-based integration plugin framework
- Pull data from external systems and push it back—ensuring everything adheres to our interface contracts and expectations
- Work end-to-end: gathering requirements, developing the plugin, testing it, validating it with internal stakeholders, and ensuring it meets client expectations
- Collaborate with our Head of Integrations and the engineer overseeing the framework to shape best practices
- Tackle the realities of integration work: poor documentation, edge cases, unclear APIs—and learn a ton in the process
- What success looks like in your first 90 days:
- Day 30: Delivered your first HRIS integration plugin
- Day 60: Completed two additional integrations—one using Kombo, and one built from standalone third-party documentation
- Day 90: Actively contributing feedback and testing input on new developments in our plugin framework
- Beyond: Maintaining a steady cadence of ~2 new integrations shipped per month
- Reporting To: Integrations Engineer
Application process
- This role's hiring manager: Adam Mazur
- Stage 1:
- Initial
- 30 minutes with our Head of Talent, Mike Bradshaw
- In this introductory chat, Mike will dive into your job search, your interest in Pinpoint, and provide a brief review of your work history. This conversation will focus on assessing how well you could thrive in our dynamic startup environment and how closely you align with our company values
- Stage 2
- Hiring Manager
- 45 minutes with Adam (Integrations Engineer) and Dave (Head of Integrations)
- This stage is all about diving into your experience building and maintaining integrations. We’ll explore your technical skillset, approach to problem-solving, and how you've handled the realities of integration work—like working with tricky APIs, navigating vague documentation, or juggling multiple projects
- You’ll also have the chance to ask any questions about the role, the team, or how we work at Pinpoint. We value transparency and want to make sure this role is a great fit for you, too
- Stage 3
- Paid Assessment
- For this step in our process, we will ask you to complete a paid assignment
- We'll provide you with clear written instructions, ensuring not to occupy a significant amount of your time. As a gesture of fairness and respect for your efforts, we will compensate you for your time
- If you’ve got to this stage, we’re all pretty invested in moving you forward and we want to make sure you enjoy working with us, and we enjoy working with you
- Stage 4
- Final
- In the final stage of the process, you'll meet with two members of the Integrations team who you’d be working closely with day-to-day
- We’ll use this time to get a sense of how you collaborate with others, your approach to solving real-world integration challenges, and how you communicate technical concepts. This is also a great opportunity for you to get a feel for the team, the types of projects you’d be working on, and what day-to-day life is like at Pinpoint
Our take
Pinpoint builds talent acquisition software, setting out to fix broken hiring processes that make it hard for the right fit of candidates and companies to find each other.
It does this through being an applicant tracking system that is particularly fast and easy to use, while being flexible enough to manage complex workflows as companies grow.
As a subsidiary of The Infuse Group, Pinpoint has grown impressively. It operates in over 50 countries and has a number of high profile clients including Grant Thornton, the JT Group, and One Valley. Further growth for the company is set to depend largely on increasing the size of its team to expand its global footprint.
Freddie
Company Specialist at Welcome to the Jungle
Insights
93% employee growth in 12 months
Company
Employee endorsements
Career progression
"Loved seeing employees take lead roles, management roles or jump into other departments on what aspirations they may have for their future career..."
Funding (1 round)
Mar 2023
$23.8m
EARLY VC
Total funding: $23.8m
Company benefits
- Gold-plated healthcare: Enjoy the best medical, dental, and optical coverage money can buy. We've got you and your family covered for all eventualities
- Unlimited holidays: Everyone needs a healthy, happy, and productive life without restrictive holiday limits
- Mental health support: Unlimited access to therapists and mental health resources
- Flexible, remote working: We want you to work when and where you're most productive, whether you’re an early bird or a night owl
- Meaningful equity: You’ll contribute to the team's success and deserve to share in it. To that end, everyone on our team gets a meaningful equity allocation
- Generous paid parental leave: To help support new parents in the workplace, we offer up to 16 weeks of paid leave
- Professional development: Annual funds are made available to support both your personal and professional development
- Retirement Plan: We match 100% up to 3% and 50% for the next 2%
Company values
- We’re for the curious, the creators, the challengers, and the problem solvers.
Company HQ
Jersey, United Kingdom
Articles
Leadership
Tom Hacquoil
(CEO)Former Managing Director at The Infuse Group, which owns Pinpoint. Founder of The Coding Programme at Digital Jersey.
Diversity, Equity & Inclusion at Pinpoint
Mike Bradshaw (Head of Talent)
- We believe that diversity of backgrounds, perspectives, and experiences enriches our culture, drives innovation, enables us to better serve our customers, and is essential to our success as a company
- To that end, we are committed to (1) hiring a diverse and representative workforce at all levels of the organization, (2) fostering an inclusive workplace where all dimensions of diversity (both readily visible and not) are fully embraced, and (3) ensuring every employee feels valued, respected, heard, and therefore can reach their full potential
- We believe that normal daily interactions are the most telling sign of whether or not we are creating an inclusive culture (and not just policies or empty statements)
- We understand that a climate for inclusion is about shared expectations about what our policies express, what is rewarded, valued, and expected day to day
- We benchmark key aspects of our organization’s culture to better understand the employee experience and enact change where needed
- We provide team members with a safe space to voice their concerns (surveys, open door policy, structured recurring 1:1s)
- We do not tolerate discrimination or harassment of any kind
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