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Pierpoint International

Name: Pierpoint International
Address: 84 W Santa Clara Street, Suite 700, San Jose, CA, 95113, US
Telephone: (888) 354-8170

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Recruitment Process Outsourcing (RPO). Connecting top talent with leading organizations worldwide.

10/29/2026

The competition for AI talent now reaches well beyond technology companies.

As organizations introduce AI across finance, HR, marketing, and operations, the demand for employees with practical AI skills continues to increase. That includes people who can work with AI systems, apply the technology to business processes, and evaluate the quality of its results.

These developments are creating new considerations for hiring budgets, workforce planning, and professional development.

The latest Talent OnPoint! examines what the increasing demand for AI skills means for organizations preparing for 2027.

🔗 https://bit.ly/4BsPcjN

10/28/2026

AI can do a lot of work, but it can’t do everything.

For CEOs and HR leaders, rather than asking “Where can we use AI?” try “What kind of work makes sense for AI to take on?”

From there, the workforce question gets more interesting: what should stay human-led, what should be shared, and what roles need to change as a result?

🔗 If you’re a CEO and you’re asking questions about your AI strategy, try these: https://bit.ly/4jnobaW

📖 How CEOs Should Think About AI and the Workforce via Pierpoint International
⏱️ Time to Read: 6.1 minutes

10/27/2026

Reviving a "dead" pipeline is mostly organization, but it can seem like magic.

Most teams treat the ATS as a graveyard. People go in during a search and never get looked at again. But your past finalists are your most pre-qualified candidates, and you already spent the time and money to vet them.

Three steps that turn old applications into your next shortlist:

1⃣ Filter your ATS for finalists from the last 24 months, grouped by role type
2⃣ Tag why each one missed out: comp, timing, or fit for that specific role
3⃣ Reach out with a personal note that names the role they nearly got

Reaching out to previous candidates and showing you remembered them lands very differently from cold outreach.

Raise your pipeline from the dead so you don’t have to start from scratch every time.

10/26/2026

Exit interviews are only a breakup if you learn nothing from them.

Most companies run exit interviews. But fewer than a third of executives can name a single action they took because of one (Harvard Business Review).

That's a year of honest feedback, filed and forgotten.

Q4 is the moment to change that. You have twelve months of departures sitting in a folder. Read them together and the patterns surface: which teams, which managers, which tenure bands, which reasons keep repeating.

One resignation is a story. A year of them is a diagnosis, and it's the earliest warning you'll get for next year.

10/23/2026

One line in a job posting can screen out two-thirds of the workforce before you read any applications.

✅ Most US job postings no longer require a degree (Indeed)
✅ Just over a third of US adults have a degree (U.S. Census Bureau)
✅ More employers now test for skills at the very first stage

The logic is straightforward. A degree filter is fast, but it removes a lot of capable people who reached the same skills by a different route. Screening for capability first brings those people back into view.

Where it gets interesting is in the details of doing it well.

10/22/2026

Cybersecurity, data engineering, AI, and cloud infrastructure continue to attract strong employer demand, particularly for experienced professionals.

Hiring challenges often become apparent when compensation ranges, location requirements, or job descriptions no longer reflect the available talent market. These details can add weeks or months to an already difficult search.

The latest Talent OnPoint! covers this year's tech recruiting developments and the hiring practices worth reviewing before 2027.

🔗 https://bit.ly/4z2PUTm

10/21/2026

You can buy new technology in a quarter, but you can’t build years of experience in a quarter. That is where a lot of tech skills gaps start.

If your company is implementing AI, automation, cloud, and data, you need the skills to support it. But do you have time to hire if timelines are tight?

🔗 Read more about how IT and tech skills gaps are affecting companies, and what HR can do about them: https://bit.ly/4Aw08wD

📖 How Are IT and Tech Skills Gaps Impacting Your Company And What Can HR Do? via Pierpoint International
⏱️ Time to Read: 5.2 minutes

10/20/2026

Why does company culture matter most during busy Q4s?

Because the pressure is on, workloads are spiking to get everything finished for year-end, budgets are being finalized, and people are fatigued. This is when culture brings people together, provides the support they need, and the energy and camaraderie to end strong.

Does recognition still happen when people are slammed? How do managers behave when deadlines are tight? Are priorities still clear to everyone? Are leaders sharing the load or applauding from a distance?

An end-of-year party rewards the effort after the fact. The culture people feel is built during the crunch itself, in dozens of small moments that either say "we see you" or "you're on your own."

Get those moments right, and the party becomes a real celebration. Get them wrong, and it's an open bar people attend while updating their resumes.

HR leaders: what's one small thing that's kept your team steady through a demanding season?

10/16/2026

Why has candidate experience become a competitive differentiator?

Because candidates judge a company by how it treats them during hiring, and they share that judgment publicly. A slow, unclear process reflects what the job will be like, while a fast, respectful one suggests a great role with great people.

Those signals travel and show up in Glassdoor reviews, LinkedIn comments, Google reviews, sometimes even TikTok, and in existing employee references.

So how do you turn candidate experience into an advantage?

1⃣ Respond quickly with updates and movement.
2⃣ Be transparent with level, pay, and process length up front to prevent last-minute withdrawals.
3⃣ Standardize interviews with structured questions that improve fairness and make your decisions defensible.
4⃣ Close every loop with a clear yes or no.

Handled well, candidate experience turns rejected applicants into future customers, referrals, and repeat candidates.

10/15/2026

AI can make workforce decisions feel urgent, but the best starting point is still the work itself. Before leaders reduce roles or redesign teams, they need to understand which tasks are changing, where judgment is important, and which employees can move into the work the business still needs.

This week’s Talent OnPoint! looks at how CEOs and HR leaders can make AI workforce decisions with better visibility into skills, roles, training, and redeployment.

🔗https://bit.ly/4yNKTxU

Address

84 W Santa Clara Street, Suite 700
San Jose, CA
95113

Opening Hours

Monday	8am - 5pm
Tuesday	8am - 5pm
Wednesday	8am - 5pm
Thursday	8am - 5pm
Friday	8am - 5pm

Telephone

(888) 354-8170

Website

https://pierpoint.com/

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