AI Candidate Sourcing for Hiring Managers
Recruiting software for hiring managers who own their own reqs. Skills-based matching across 850M+ profiles, plus outreach and scheduling handoffs your recruiting team can pick up. 83% candidate acceptance.
No credit card · 14-day free trial
Four ways a working desk actually uses Pin.
Every scenario below comes from a real Pin customer — solo desks, small agencies, and larger teams alike. No composite personas.
Your recruiter is stretched across 15 reqs and yours is the lowest priority
Don't wait. Hiring managers on Pin source their own shortlist using AI candidate sourcing for hiring managers, then hand qualified candidates to the recruiter to close — cutting 10-15 days off time-to-fill.
You need to screen for technical skills your recruiter can't assess
Pin's skills-based matching parses GitHub contributions, patents, publications, and code repositories — signals most recruiters don't have the context to evaluate. You see why each candidate fits, not just that they do.
You want to build a pipeline of passive candidates for future reqs
Run sourcing in the background across your quarterly hiring plan. Pin builds a warm pipeline you can activate when a req opens — no cold-start delay, no relying on referral volume.
You're hiring your first direct report and can't justify a recruiter
Pin replaces what a recruiter would do for your first 3-5 hires — sourcing, outreach, scheduling — at $100/mo. Scale to a dedicated recruiter later when hiring volume justifies the overhead.
You're an engineering manager evaluating senior ICs
Hiring managers in engineering use Pin to evaluate candidates on demonstrated work — open-source contributions, patents, system design writing — rather than credential screens recruiters run.
How Pin works for hiring managers
- 01
Define the role in your words
Not a JD. Write what you actually need — the work, the stack, the seniority signal. Pin translates it into a structured search brief that drives AI candidate sourcing for hiring managers.
- 02
Review a skills-based shortlist
Pin ranks candidates by skills match, not keyword match. Every candidate shows why they fit — for example, '4 yrs Rust experience, 2 open-source Postgres contributions' — so you can evaluate at a glance.
- 03
Approve outreach or write your own
Pin drafts personalized messages grounded in the candidate's work. Send as-is, edit, or replace. Every message goes from your email and your calendar — not a no-reply address.
- 04
Let candidates self-schedule interviews
Candidates book directly into your calendar. No back-and-forth, no coordinator, no scheduling tickets. You see the interview on your calendar before the email thread would have finished.
- 05
Hand off to your recruiter or team
Any qualified candidate can be handed off to a recruiter with full conversation history intact. Your recruiter picks up mid-stream without re-briefing the role or re-engaging the candidate.
Integrations that matter for hiring managers
Pipelines sync bidirectionally with Bullhorn, Loxo, Crelate, Greenhouse, Ashby, Lever, and 120+ more. Place first, file paperwork later.
Pin is built for teams that handle protected data across multiple jurisdictions.
- SOC 2 Type 2 certifiedAnnual third-party audit. Report on request.
- GDPR compliantUK/EU placements, DPA in place, EU data residency option.
- Candidate right-to-deleteOne-click redaction workflow, 30-day purge guaranteed.
- EEOC bias-elimination checkpointsNo names, gender, or protected characteristics fed to the AI.
Hiring managers sit in the middle of the recruiting process — owning the req, evaluating the work, and often starting the sourcing themselves when recruiter bandwidth is tight. Pin gives hiring managers the same AI a recruiter would use: 850M+ profile sourcing across LinkedIn, GitHub, and publications, skills-based ranking that goes beyond keyword matching, and a shared pipeline that hands candidates off to recruiters without losing context. 83% of Pin-recommended candidates make it into hiring pipelines — the highest acceptance rate in the industry.
Pin immediately felt intuitive. We simplified our job descriptions, launched searches in minutes, and started reaching candidates the same afternoon.
Simple pricing. Start free. Cancel anytime.
- Single seat · solo recruiters
- Unlimited job positions
- 500 contact lookup credits
- AI sourcing & agents included
- Multi-channel outreach sequences
- AI sourcing & agents included
- 500 credits per seat / month
- Team collaboration & shared inbox
- Email + LinkedIn + SMS sequences
- Advanced agent sourcing
- Everything in Professional
- 1,500 credits per seat / month
- Premium ATS integrations
- SOC 2 compliance docs
- Priority support & onboarding
Can hiring managers use Pin directly when there's no dedicated recruiter on the team?
Yes. Many hiring managers use Pin to source and screen candidates when recruiter bandwidth is tight or when they own the full hiring process for their team. Pin starts at $100/mo with a free tier — no enterprise contract required.
How does Pin support skills-based hiring?
Pin's AI ranks candidates by demonstrated capability — work history, GitHub contributions, publications, patents, and certifications — rather than degree or title pattern matching. This surfaces candidates traditional keyword search misses. For a deeper explainer on skills-based hiring, see our blog.
How does Pin screen candidates for technical skills?
Pin parses GitHub repositories, Stack Overflow contributions, open-source projects, patents, and academic publications — signals that indicate technical depth beyond a resume's job titles. Engineering hiring managers report 35% fewer interviews per hire.
Can I share a Pin pipeline with my recruiter?
Yes. Pin's shared team inbox and pipeline make handoffs seamless. A hiring manager can source and warm up candidates, then hand the conversation to a recruiter with full conversation history intact — no re-briefing, no dropped context.
How does Pin compare to hiring a dedicated recruiter?
Pin handles the 70% of recruiting that's repetitive — sourcing, first-touch outreach, scheduling. A human recruiter is still valuable for the 30% that's judgment-heavy like offer negotiation and complex close decisions. Many teams start with Pin and add a recruiter once hiring volume justifies it.
Is Pin the right AI recruiting tool for engineering managers?
Yes. Pin's multi-source data — GitHub, Stack Overflow, patents, publications — makes it especially strong for technical hiring. Engineering hiring managers use Pin to source senior ICs their recruiter doesn't have the context to evaluate.
How accurate is Pin's AI candidate matching?
83% of Pin-recommended candidates are accepted into customers' hiring pipelines — the highest acceptance rate of any AI recruiting platform (Pin 2026 user survey). Matching is tuned to skills and demonstrated capability rather than keyword overlap.
Does Pin help reduce bias in candidate selection?
Pin's AI never sees names, gender, or protected demographic characteristics during ranking. Users report 6x more diverse candidate pipelines compared to their prior sourcing methods, while still meeting role-specific skills thresholds.
How much does Pin cost for low-volume hiring managers?
Pin's free tier and $100/mo Starter plan make it reasonable for hiring managers running one or two open reqs. You only pay for contact lookup credits when you choose to reveal a candidate's email or phone number.
How does Pin integrate with our existing ATS?
Pin integrates natively with 120+ ATS platforms including Ashby, Greenhouse, Lever, Workday, SmartRecruiters, and iCIMS. Candidates and activity sync bidirectionally so hiring managers and recruiters work off the same pipeline.
Is Pin better than LinkedIn for hiring manager sourcing?
For hiring managers doing their own sourcing, Pin outperforms single-source LinkedIn searching: 850M+ profiles across 5+ data sources, skills-based ranking, and automated outreach. Most Pin customers reduce or eliminate LinkedIn Recruiter seats within 90 days.
How quickly can a hiring manager start sourcing on Pin?
About 15 minutes. Hiring managers describe the role in plain language, Pin builds a structured search brief, and the first skills-matched shortlist lands in the pipeline within minutes — no extra setup or wait time required.
What's the best AI recruiting tool for hiring managers without a dedicated recruiter?
Pin is purpose-built for this: AI candidate sourcing for hiring managers, skills-based screening, automated outreach, and self-scheduled interviews at $100/mo. You get recruiter-grade workflow without an enterprise contract or full-time recruiter hire.
Last updated: May 2026
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