Business Services & Consulting • all cities, IN 16
Hi I'm Leo, Head of Roadmap Engineering at Pinpoint.We're a high-growth HR tech company building software that helps in-house recruitment teams attract, hire, and onboard the right talent.Today, we have a strong foundation in place, with a mature product, rapidgrowth, strong product-market fit, and happy customers.We're hiring a Senior Product Engineer on our Marketplace squad: the team behind Pinpoint's usage-based features (reference checks, background checks, one-way video interviewing) and the billing that powers them.
You'll sit inside our product engineering org of 30+ people across 8 verticalised squads; Marketplace is a tight team of a product manager, two engineers, and a designer, owning these features end-to-end.Our remit is to help grow the revenue that scales with how much customers use Pinpoint, and much of that runs on third-party services we white-label.So the craft here is integration: wiring up those vendors seamlessly and owning the relationship yourself when something breaks on their side.
It's one of the most commercially pointed and most independent parts of the product.You'll be embedded in the problem from the start: understanding real customer workflows, debating trade-offs, shaping solutions, and standing behind them in production, with vendors and edge cases included.There's no separate discovery phase and no "throw it over the wall" model.This isn't a role for someone to just ship what they are told.We want engineers who build in-depth context over time and use that understanding to make better product decisions every day.
If you care about owning a problem space, not just shipping tickets, this role was built for you.
The fine print (but a bit more exciting):
About the Role:
About You:
FAQs How are squads structured?
Small, cross-functional teams: one PM, one designer, and two to five engineers, each owning a specific area of the platform end-to-end: backlog, quality, performance, and all.
What areas of the product do squads own?
Verticals across Workflow, Candidate Experience, Onboarding, Marketplace, Platform & Reporting, and Integrations, plus an AI squad and a Delta squad for fast-moving, complex client work. Engineers join a squad and build deep context there over time.
How is AI deployed within the team?
AI is central to how our engineers work.Most of the team uses Claude Code as their primary tool, and the hard part of the job has shifted from writing code to understanding context, owning outcomes, and knowing when the model is wrong.The engineers who thrive here are high-agency people who spot a problem and go fix it, and who care whether what they shipped actually helped the user.
We think our value driver is growth and product strength, not margin, so when AI makes each person more productive, we use that to move faster, not to hire fewer people.Our R&D budget is more than 40% larger this year than last, and we still have more work than people to do it.
Do engineers do support rotations?
No formal rotation. Dedicated support teams handle incoming tickets, though engineers may occasionally help with technically complex issues in their area.
What does'senior' mean here?
You're a strong individual contributor who takes real ownership, contributes to technical direction, and helps raise the standard of the people around you. This isn't a people-management role.
What's the sprint cadence?
Two-week sprints, with retros and small postmortems.
How do you handle QA and technical debt?
Quality is owned by the team. We have strong automated testing and encourage engineers to address technical debt as part of their day-to-day work, not in a separate cleanup sprint.
What does the first 90 days look like?
By 30 days, you're comfortable with the codebase, the stack, and Marketplace's product area, and starting to help field questions about your features. By 60 days, you're shipping independently, contributing to squad planning, and influencing product decisions. By 90 days, you're a trusted owner of your area: making technical decisions, owning a vendor relationship, and building genuine product context.
What We Offer:
A detailed overview of our benefits can be found here.
About Pinpoint
We're changing the way companies hire, and rewriting the rules of recruitment.We're a high-growth HR tech company building software that makes hiring faster, fairer, and more human, fixing the broken processes that make it hard for great candidates and great companies to find each other.Founded in 2018, we bootstrapped our way to 500+ customers and £5M ARR before raising private equity funding in 2023 to support our next stage of growth.Today, we're a 90-person team across the U.K. and U.S., serving more than 1,000 organizations worldwide.
We scale deliberately, with sensible unit economics and no layoffs, because we're building for the long term—not the next funding round.Our product is deep and configurable enough to support complex hiring workflows
Hi I'm Leo, Head of Roadmap Engineering at Pinpoint.We're a high-growth HR tech company building software that helps in-house recruitment teams attract, hire, and onboard the right talent.Today, we have a strong foundation in place, with a mature product, rapidgrowth, strong product-market fit, and happy customers.We're hiring a Senior Product Engineer on our Marketplace squad: the team behind Pinpoint's usage-based features (reference checks, background checks, one-way video interviewing) and the billing that powers them.
You'll sit inside our product engineering org of 30+ people across 8 verticalised squads; Marketplace is a tight team of a product manager, two engineers, and a designer, owning these features end-to-end.Our remit is to help grow the revenue that scales with how much customers use Pinpoint, and much of that runs on third-party services we white-label.So the craft here is integration: wiring up those vendors seamlessly and owning the relationship yourself when something breaks on their side.
It's one of the most commercially pointed and most independent parts of the product.You'll be embedded in the problem from the start: understanding real customer workflows, debating trade-offs, shaping solutions, and standing behind them in production, with vendors and edge cases included.There's no separate discovery phase and no "throw it over the wall" model.This isn't a role for someone to just ship what they are told.We want engineers who build in-depth context over time and use that understanding to make better product decisions every day.
If you care about owning a problem space, not just shipping tickets, this role was built for you.
The fine print (but a bit more exciting):
About the Role:
About You:
FAQs How are squads structured?
Small, cross-functional teams: one PM, one designer, and two to five engineers, each owning a specific area of the platform end-to-end: backlog, quality, performance, and all.
What areas of the product do squads own?
Verticals across Workflow, Candidate Experience, Onboarding, Marketplace, Platform & Reporting, and Integrations, plus an AI squad and a Delta squad for fast-moving, complex client work. Engineers join a squad and build deep context there over time.
How is AI deployed within the team?
AI is central to how our engineers work.Most of the team uses Claude Code as their primary tool, and the hard part of the job has shifted from writing code to understanding context, owning outcomes, and knowing when the model is wrong.The engineers who thrive here are high-agency people who spot a problem and go fix it, and who care whether what they shipped actually helped the user.
We think our value driver is growth and product strength, not margin, so when AI makes each person more productive, we use that to move faster, not to hire fewer people.Our R&D budget is more than 40% larger this year than last, and we still have more work than people to do it.
Do engineers do support rotations?
No formal rotation. Dedicated support teams handle incoming tickets, though engineers may occasionally help with technically complex issues in their area.
What does'senior' mean here?
You're a strong individual contributor who takes real ownership, contributes to technical direction, and helps raise the standard of the people around you. This isn't a people-management role.
What's the sprint cadence?
Two-week sprints, with retros and small postmortems.
How do you handle QA and technical debt?
Quality is owned by the team. We have strong automated testing and encourage engineers to address technical debt as part of their day-to-day work, not in a separate cleanup sprint.
What does the first 90 days look like?
By 30 days, you're comfortable with the codebase, the stack, and Marketplace's product area, and starting to help field questions about your features. By 60 days, you're shipping independently, contributing to squad planning, and influencing product decisions. By 90 days, you're a trusted owner of your area: making technical decisions, owning a vendor relationship, and building genuine product context.
What We Offer:
A detailed overview of our benefits can be found here.
About Pinpoint
We're changing the way companies hire, and rewriting the rules of recruitment.We're a high-growth HR tech company building software that makes hiring faster, fairer, and more human, fixing the broken processes that make it hard for great candidates and great companies to find each other.Founded in 2018, we bootstrapped our way to 500+ customers and £5M ARR before raising private equity funding in 2023 to support our next stage of growth.Today, we're a 90-person team across the U.K. and U.S., serving more than 1,000 organizations worldwide.
We scale deliberately, with sensible unit economics and no layoffs, because we're building for the long term—not the next funding round.Our product is deep and configurable enough to support complex hiring workflows
