I run a contingency recruiting firm…
I run a contingency recruiting firm focused on engineering, manufacturing and startup roles, and I relied mostly on LinkedIn Recruiter and Boolean strings. Title and keyword searches left me sorting through a lot of near-miss profiles and missing good people whose titles didn’t match what I was looking for. On a hard-to-fill search, Pin surfaced candidates I would have missed with a traditional search. It picked up on the substance of a person’s experience instead of just their job title, and that gave me stronger, more relevant profiles to work with. Pin has made my sourcing noticeably faster, and the quality of the profiles I’m reaching out to has improved. I spend less time filtering and more time talking to people who are actually a fit. My advice to recruiters stuck on old search: describe the person you want rather than the title they hold, and use Pin to widen the pool before you screen it with your own judgment.








