Pin
HireAIScore rates Pin 40 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed September 25, 2026. Pin ranks 64 of 86 vendors rated in Candidate sourcing AI, against a category average of 46. That score is drawn from 37 evidence items across 7 rubric criteria for Pin — 32 with a cited source, 5 recording that nothing was located.
Score breakdown
Pin, criterion by criterion
Each rubric criterion is scored out of 100 on the cited evidence, then weighted into the total.
Weighted contribution shown to the right of each bar.
Article 11 Technical Documentation
Weight 20% · category avg 48
30
+6.0
Bias Audit Transparency
Weight 18% · category avg 40
35
+6.3
FRIA Support
Weight 15% · category avg 31
30
+4.5
Data Governance Disclosure
Weight 15% · category avg 53
50
+7.5
Human Oversight Design
Weight 12% · category avg 56
50
+6.0
Post-Market Monitoring
Weight 12% · category avg 40
45
+5.4
Customer Documentation
Weight 8% · category avg 57
55
+4.4
Total weighted score
40.1(rounded to 40 for display)
Category avg is the mean raw score on that criterion across the 86 Candidate sourcing AI vendors in scope of this rubric, this one included.
Strongest criterion
Customer Documentation
55raw / 100
Contributes 4.4 to the total. 55 against a 57 category average.
Weakest criterion
FRIA Support
30raw / 100
Contributes 4.5 to the total. 30 against a 31 category average.
Cited evidence
The evidence behind the score
Every score is backed by at least one cited piece of evidence. Open a criterion to see what was found, when, and where.
Download diligence recordEvidence ledger
- Items
- 37
- Documentation
- 23
- Audit report
- 1
- Public statement
- 8
- Absence
- 5
- With a source URL
- 32 of 37
- Source hostnames
- 4
- Fewest items
- 4
- Article 11 Technical Documentation
These figures measure how thoroughly Pin was reviewed, not how Pin performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
4 items30
- AbsenceCaptured Sep 25, 2026
I searched pin.com (product, about, privacy and terms pages, llms.txt and the 493-URL sitemap), the docs.pin.com help center and the trust.pin.com document list. None has a model card, system card, Annex IV technical file, explainability statement or ISO/IEC 42001 certification.
- DocumentationCaptured Sep 25, 2026
The privacy policy's 'Our use of AI' section says Pin uses Google Gemini, OpenAI and Anthropic Claude for features such as summarizing candidate profiles and writing email copy. It says Pin requires these providers to delete data after use and bars them by contract from training on it.
- DocumentationCaptured Sep 25, 2026
The AI Agent guide says the agent routes candidates by a Fit Score, 'an estimate based on how well a candidate matches your questions and criteria.' The score is calibrated on about five candidates the recruiter reviews, and the recruiter sets a minimum score. The guide does not cover model design, validation or limitations.
https://docs.pin.com/ai-agent-auto-shortlist-and-auto-outreach
- Public statementCaptured Sep 25, 2026
Pin's EU AI Act guide tells buyers to demand each vendor's Annex IV technical file, conformity assessment and EU database registration. Pin does not publish any of these for its own product.
Bias Audit Transparency
4 items35
- Audit reportCaptured Sep 25, 2026
The Trust Center lists a 'Pin Algorithmic Fairness Report (August 2026)' that is available only by access request. The listing names no auditor, method or results, so the public cannot check whether it is independent or what it found.
- AbsenceCaptured Sep 25, 2026
I found no NYC Local Law 144 bias audit summary, impact ratios or independent bias audit on pin.com, docs.pin.com or trust.pin.com, and Warden AI's public audit directory has no Pin page.
- Public statementCaptured Sep 25, 2026
Pin's '33,000-job audit' (May 2026, by CEO Steven Lu) measures how recruiters use filters on the platform, not the outcomes of Pin's own scoring. It reports no selection rates or impact ratios for Pin's model.
- Public statementCaptured Sep 25, 2026
Pin cites its own user survey showing '6x more diverse candidate pipelines.' It says it focuses on keeping demographic data out of matching rather than on evaluating the model 'because it requires the least vigilance from recruiters and the least trust in vendors.'
FRIA Support
4 items30
- AbsenceCaptured Sep 25, 2026
I found no Fundamental Rights Impact Assessment template, Article 27 guidance or Pin-specific instructions for use on pin.com, docs.pin.com or trust.pin.com. Pin's EU AI Act and GDPR compliance posts never mention FRIAs.
- DocumentationCaptured Sep 25, 2026
Pin's general EU AI Act guide lists deployer duties under Article 26: human oversight, keeping logs for six months, and notifying workers and candidates. It includes a checklist but does not map these duties to Pin's features.
- DocumentationCaptured Sep 25, 2026
Pin's GDPR guide gives a generic seven-step DPIA checklist for AI recruiting tools. It is not tailored to Pin's own data flows and does not mention the EU AI Act's Article 27 FRIA.
- DocumentationCaptured Sep 25, 2026
The Trust Center offers a due-diligence package (SOC 2 Type II report, penetration test, and the August 2026 fairness report), available on request only.
Data Governance Disclosure
7 items50
- DocumentationCaptured Sep 25, 2026
The candidate privacy policy says Pin collects profiles, resumes and CV data from publicly available sources and third parties to provide to its customers, including inferred skills and years of experience. It lists protected-class characteristics and sensitive personal information as not collected.
- DocumentationCaptured Sep 25, 2026
The same policy lists GDPR rights, including the right not to be subject to solely automated decisions. It states no lawful basis, retention period or international transfer mechanism for the profiles Pin holds.
- DocumentationCaptured Sep 25, 2026
Pin's privacy policy says it requires its third-party AI providers to delete data after use and bars them from training on it. It also says Pin does not use data from connected third-party services to train its own AI models.
- DocumentationCaptured Sep 25, 2026
The Trust Center lists 23 subprocessors, including AWS for hosting and Anthropic, OpenAI, Google Cloud and OpenRouter for AI models. It shows SOC 2 Type II, GDPR and CCPA badges and lists controls for data classification, retention and secure disposal.
- Public statementCaptured Sep 25, 2026
Pin says one query searches 'LinkedIn, GitHub, Crunchbase, Kaggle, and more' across dozens of data providers. It does not name those providers or explain how it obtains the profiles.
- Public statementCaptured Sep 25, 2026
In September 2026 Pin's CEO wrote that LinkedIn had taken down Pin's company page and his profile after raising 'concerns about our presence on their platform.' He added that Pin 'does not depend on LinkedIn.'
- Public statementCaptured Sep 25, 2026
Pin says its matching AI 'never receives candidate names, gender, or protected characteristics.' It publishes no technical detail or test results to back this up.
Human Oversight Design
6 items50
- Public statementCaptured Sep 25, 2026
Pin's agent page says the agent screens and rejects candidates on its own: '84 of 312 passed last night. The 228 rejected each got a one-line reason you can audit.' It cites an average pass rate of 27%.
- DocumentationCaptured Sep 25, 2026
In the page's Assist/Autopilot table, Autopilot hands 'Screen + rank' to the agent and only 'Close & offer' stays with the recruiter. The listed guardrails are approval thresholds for edge cases, a full audit log 'with the reasoning', a pause button and do-not-contact lists.
- DocumentationCaptured Sep 25, 2026
Recruiters calibrate the agent by approving or declining about five candidates. They then set a minimum Fit Score, a daily cap (10 by default, 100 at most) and a route: Shortlist (manual review, nothing sent) or Outreach (automatic contact). The guide describes no review of candidates the agent screens out.
https://docs.pin.com/ai-agent-auto-shortlist-and-auto-outreach
- DocumentationCaptured Sep 25, 2026
Pin's MCP server requires the user to confirm each accept or reject and logs every call (user, org, tool, arguments, result) in an exportable audit trail. It also offers an opt-in 'autonomous mode' that makes accept/reject decisions once the assistant has predicted the user's call correctly three times.
- DocumentationCaptured Sep 25, 2026
Pin says each match carries 'a fit score and AI-written reasoning', so recruiters get an explanation for each candidate.
- Public statementCaptured Sep 25, 2026
Pin's own GDPR guide says an AI tool that 'automatically rejects candidates without any human review' likely violates Article 22, and that human review 'must be meaningful, not a rubber stamp.'
Post-Market Monitoring
6 items45
- DocumentationCaptured Sep 25, 2026
Pin runs a status page at status.pin.com, not linked from its main site, that tracks three components: the app, the Sourcing Engine, and Email Sending & Syncing.
- DocumentationCaptured Sep 25, 2026
The status page's incident feed logs about two dozen incidents from March 2025 to 3 September 2026. Each has step-by-step updates and a brief cause, such as a bad production deployment or an upstream AI provider running out of capacity, but there are no formal postmortems.
- DocumentationCaptured Sep 25, 2026
The Trust Center has a 'Report a vulnerability' contact (support@pin.com) and lists incident-response controls, including post-incident reviews. It also keeps an updates feed of subprocessor changes.
- DocumentationCaptured Sep 25, 2026
A monthly product-updates series on Pin's blog (22 posts, July 2024 to September 2026) serves as a public changelog.
- DocumentationCaptured Sep 25, 2026
The May 2026 update introduced the Candidate Fit Score and Custom Decline Reasons, showing that scoring changes are announced publicly. It gives no accuracy or fairness data.
- AbsenceCaptured Sep 25, 2026
I found no public fairness monitoring, model-drift reporting or bias dashboard on pin.com, docs.pin.com, trust.pin.com or status.pin.com. The only fairness document is the August 2026 report, available on request.
Customer Documentation
6 items55
- DocumentationCaptured Sep 25, 2026
Pin's docs.pin.com help center (about 50 articles) includes a detailed AI Agent guide covering calibration, Fit Score thresholds, shortlist vs outreach routing, daily caps and troubleshooting.
https://docs.pin.com/ai-agent-auto-shortlist-and-auto-outreach
- DocumentationCaptured Sep 25, 2026
Pin's product pages explain the agent's capabilities, Assist and Autopilot modes, guardrails, pricing and FAQs in detail.
- DocumentationCaptured Sep 25, 2026
Pin's public Trust Center shows its security controls and subprocessors, and offers SOC 2, penetration-test and fairness reports on request.
- DocumentationCaptured Sep 25, 2026
Pin's terms of service are based on Common Paper's Cloud Service Agreement v2.1 and commit to annual SOC 2 Type II and penetration-test reports. They include no data processing addendum and no AI-specific terms.
- DocumentationCaptured Sep 25, 2026
Pin's EU AI Act explainer is generic and promotional, and it still says 'August 2026 remains the operative legal deadline', which is now out of date.
- AbsenceCaptured Sep 25, 2026
I found no public DPA and no Pin-specific NYC LL 144, Illinois or EU AI Act deployer guidance, candidate-notice templates or jurisdiction settings on pin.com, docs.pin.com or trust.pin.com.
Editorial notes
Company overview
Pin is an AI recruiting platform built by Love Thy Recruiting, Inc. The company was founded in 2024 by CEO Steven Lu, is based in West Hollywood, California, and has $3M in seed funding from Expa. Pin says it holds 850M+ candidate profiles gathered from public sources and dozens of data providers, and names LinkedIn, GitHub, Crunchbase and Kaggle among them. Its AI Recruiting Agent finds, scores, filters, contacts and schedules candidates. Recruiters can run it one step at a time ('Assist') or end to end ('Autopilot'). There is a free tier, paid seats cost $99 to $179 a month, and Business plans are priced on request. In September 2026 LinkedIn took down Pin's company page and the CEO's profile after raising concerns about Pin's presence on its platform. Pin says it does not depend on LinkedIn.
Regulatory exposure
Pin's biggest compliance risk is automated rejection. Its agent page gives this example: '84 of 312 passed last night. The 228 rejected each got a one-line reason you can audit.' In Autopilot mode the 'Screen + rank' step belongs to the agent, not the recruiter, and the help docs describe no human review of the candidates it filters out. Ranking and filtering candidates is high-risk under EU AI Act Annex III point 4. Provider duties such as technical documentation, logging and designing for human oversight now apply from 2 December 2027. Pin's own GDPR guide says a tool that 'automatically rejects candidates without any human review' likely violates Article 22. NYC Local Law 144's audit and notice duties apply when a tool screens people who applied for NYC roles. Pin mostly scores passive profiles, but it also advertises automatic evaluation and ranking of applicants. It publishes no bias audit summary; the only fairness report is one from August 2026 that is available on request. Customers also have Illinois HB 3773 notice duties (since 1 January 2026), California's FEHA automated-decision rules with four-year record retention, and Colorado SB 26-189 disclosures from 1 January 2027.
Path to a higher score
Pin would score higher if it did the following. First, publish the August 2026 Algorithmic Fairness Report, or at least its auditor, method, sample and impact ratios by sex and race/ethnicity. If the report was written in-house, it should commission an independent audit in the LL 144 style. Second, make human review of agent rejections the default. It should add per-jurisdiction settings that turn off Autopilot rejection for NYC, EU and Illinois roles, and give candidates a way to challenge a decision. Third, publish technical documentation for the Fit Score covering its inputs, the fields Pin says it excludes, validation results and known limitations. It should also name its profile data sources and state a GDPR lawful basis, retention period and transfer mechanism for candidate data. Finally, it should publish a DPA and deployer instructions for use with notice templates and FRIA support, link its status page from the main site, and report model changes and fairness results over time.
Regulatory frame
What applies to candidate sourcing AI.
Ranking outputs are inside Annex III §4 when they influence hiring decisions. GDPR Article 22 (automated decision-making) and the GDPR rights around profiling apply independently for EU candidates.
Compare
Pin against its nearest-scoring peers.
The closest scores in Candidate sourcing AI, side by side.
- Side-by-sidePin vs Recruit CRM40F
- Side-by-sidePin vs Personio40F
- Side-by-sidePin vs Feenyx40F
- Side-by-sidePin vs ZipRecruiter40F
Ranking
Others rated in Candidate sourcing AI
Ranked 64 of 86 by weighted total under rubric v1.0. The ordering is arithmetic on the rubric and carries no view on which tool suits a given hiring process.
- #61Manatal41F
- #62Recruit CRM40F
- #63Personio40F
- #64PinThis profile40F
- #65Feenyx40F
- #66ZipRecruiter40F
Conflicts of interest
No vendor pays for placement, scoring, or removal. Casework - the consulting firm that operates this directory - provides paid services to some vendors. Any active or recent (within 24 months) commercial relationship is disclosed on the affected vendor profile and the review is reassigned to an independent reviewer. See the full policy on About.
Casework has no commercial relationship with this vendor.