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HR · head to head

Pinpoint vs Spring Health

Pinpoint logo

Pinpoint

HR

Applicant tracking for in-house recruiters

From
On request
Rated
-
Full reviewWebsite
Spring Health logo

Spring Health

HR

Employer mental health benefit that puts a share of its own fee at risk against measured symptom improvement

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Pinpoint no pricing published; uses enterprise/custom pricing model requiring direct sales contact; Spring Health per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.
  • They diverge on capability: Pinpoint covers Applicant Tracking, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Pinpoint and Spring Health actually diverge.

Attributes where Pinpoint and Spring Health differ
AttributePinpointSpring Health
PlatformsWebWeb, iOS, Android
Founded2017Unknown

Identical on both: starting price (On request), pricing model (quote), free tier (No), user rating (Not yet rated), category (HR).

What each one covers

Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.

Only in Pinpoint

  • Applicant Tracking
  • Career Site Builder
  • Employer Branding
  • Candidate Experience
  • Analytics
  • Automation
  • LinkedIn
  • Indeed

Only in Spring Health

  • Precision matching
  • Sponsored session model
  • Psychiatry and medication management
  • Coaching tier
  • Repeated outcome measurement
  • Outcomes-based fee
  • Manager and workforce reporting
  • Care navigation

What people use each for

The jobs each tool is most often brought in to do.

Pinpoint

  • Talent acquisition and recruitmentnot Spring Health
  • Applicant tracking system (ATS)not Spring Health
  • Enterprise hiring workflowsnot Spring Health

Spring Health

  • An employer replacing an EAP with two percent utilisation that cannot demonstrate any clinical effect to its boardnot Pinpoint
  • A benefits team facing long external waiting lists for therapy that are showing up in absence and disability claimsnot Pinpoint
  • A distributed workforce where the incumbent EAP provider network is thin outside major metropolitan areasnot Pinpoint
  • A health plan wanting to add a behavioural health layer without building a provider network itselfnot Pinpoint

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

Pinpoint

  • No pricing published; uses enterprise/custom pricing model requiring direct sales contact
  • Pricing determined individually based on organizational scale and specific feature needs

Spring Health

  • Per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.
  • Outcomes-based pricing only puts a portion of the fee at risk, and the measured cohort is people who engaged, which flatters the reported improvement relative to any effect across the whole workforce.
  • Sponsored sessions run out, and members who need longer treatment are handed to their health plan benefit where network adequacy and cost sharing may be exactly the problem they came to avoid.
  • The eligibility file integration is a real HR IT project, and employers with messy dependent and contractor data spend meaningful effort before launch.
  • Coverage and provider depth outside the United States is thinner than the domestic network, so multinational employers usually end up running a second vendor for other regions.

Pricing, plan by plan

Pinpoint

On request
  • Pinpoint ATS$undefined/month
    • ATS
    • Career Site Builder
    • Employer Branding

Spring Health

On request
  • Spring Health employer programme$undefined/year
    • Per employee per month, invoiced to the employer, with an eligibility file feed
    • Portion of fee available at risk against measured symptom outcomes
    • Sponsored session count negotiated per contract

Which should you pick?

Choose Pinpoint if

  • You need applicant tracking.
  • You also want career site builder.
Pinpoint review

Choose Spring Health if

  • You need precision matching.
  • You work on Web, iOS, Android.
  • You also want sponsored session model.
Spring Health review

Questions people ask

Is Pinpoint or Spring Health better?
Neither clearly leads. Pinpoint starts at On request and Spring Health at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Pinpoint or Spring Health?
Pinpoint starts at On request and Spring Health at On request.
Does Pinpoint or Spring Health run on more platforms?
Pinpoint runs on Web. Spring Health runs on Web, iOS, Android.
What is Pinpoint best used for?
Pinpoint is most often used for talent acquisition and recruitment, applicant tracking system (ats), enterprise hiring workflows. Of those, talent acquisition and recruitment and applicant tracking system (ats) are not what Spring Health is typically brought in for.
What can Pinpoint do that Spring Health cannot?
Pinpoint covers Applicant Tracking, Career Site Builder, Employer Branding, Candidate Experience. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Pinpoint: How much does Pinpoint cost?

Pinpoint does not publish pricing on its website. Pricing is customized based on organizational needs, scale, and specific feature requirements through direct contact with their sales team.

Source
Spring Health: How is it priced?

Per employee per month, billed to the employer, with a portion available at risk against measured outcomes. Rates are not published; public statements from the company suggest roughly one hundred to one hundred and fifty dollars per employee per year.

Pinpoint: How can I get a Pinpoint price quote?

You can request pricing through their Request Pricing page at pinpointhq.com/request-pricing or schedule a personalized demo at pinpointhq.com/contact/pinpoint-demo.

Source
Spring Health: Who pays, the employer or the health plan?

Usually the employer, for the sponsored session block. After those sessions the member typically continues under their health plan benefit with normal cost sharing.

Spring Health: What does outcomes-based pricing actually guarantee?

That a defined portion of the vendor fee is contingent on measured change in assessment scores among engaged members. It is not a guarantee of workforce-level improvement.

Spring Health: Is there a minimum headcount?

Yes in practice. Spring Health sells to mid-market and enterprise employers and health plans; very small employers are not the target and usually cannot get a quote.

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