Adway–Greenhouse Integration: AI Social Apply, Shortlists and Campaign Attribution

Adway’s Social Recruiting Technology integrated with Greenhouse connects targeted social campaigns directly to your ATS, turning pre-engaged social talent pools into tracked candidates inside Greenhouse. The integration prioritizes qualified applicants over raw volume by feeding AI-scored profiles and shortlists into Greenhouse stages so recruiters can move faster and make higher-quality hires.

This page explains what the integration does, which organisations benefit most, implementation considerations, measurable outcomes, and practical best practices for running campaigns and mapping results into Greenhouse. Expect actionable steps you can use during vendor evaluation or during rollout.

What the Adway–Greenhouse integration does in practice

Core capabilities delivered by the integration

• Direct candidate flow into Greenhouse Adway routes applicants and pre-engaged profiles directly into Greenhouse job openings with source tags and campaign metadata, eliminating manual CSV imports.
• AI-driven shortlists and scorecards Smart profiles and AI scorecards pre-rank candidates and attach the scorecard output to candidate records in Greenhouse so recruiters see fit first.
• Social apply (mobile-first) Candidates can apply from an ad in as little as 30 seconds; Adway captures minimal profile data then pushes a Greenhouse candidate record for follow-up.
• Automated nurture journeys Leads that aren’t ready to apply enter automated campaigns in Adway; when they convert, the integration ensures they are attributed correctly in Greenhouse.
• Creative and campaign analytics Campaign performance, CPA and quality metrics are tracked in Adway and linked to hire outcomes recorded in Greenhouse for ROI analysis.

Feature mapping: Adway → Greenhouse fields and outcomes

Who should evaluate Adway with Greenhouse

• Large enterprises Organisations (10,000+) that need consistent employer branding at scale and measurable campaign ROI across multiple regions.
• Staffing and recruitment agencies Agencies seeking pre-engaged candidate pools and faster candidate submission cycles to clients.
• High-volume hiring teams Teams filling many roles with time-to-fill pressures — especially roles that perform well with social reach (customer service, sales, tech entry-level).
• Regional recruitment teams Teams operating across APAC, EMEA or North America who need localized creative and language support.

Implementation overview — what technical teams need to know

Implementation checklist before launch

• Greenhouse API & credentials Provision API keys and ensure permission scopes for candidate creation, job retrieval, and custom fields.
• Field mapping Decide which Adway scorecards map to Greenhouse custom fields, and set up tags for source and campaign IDs.
• Data protection review Confirm Adway privacy policy aligns with your policies and local regulations (GDPR, CCPA where applicable).
• SSO / user access Grant partner implementation access or set up SSO for collaborative dashboards if required.
• Testing & staging Run end-to-end tests: ad click → social apply → Greenhouse candidate creation → notifications and score visibility.

Adway+Greenhouse vs Traditional job-board to ATS flow

Common questions hiring teams ask

Best practices for campaign setup and scorecard mapping

Practical tips recruiters should apply

• Map scorecards to Greenhouse stages Translate Adway’s AI candidate scores into Greenhouse stages (e.g., Sourced > Screen > Interview) so automation and reporting are consistent.
• Use campaign UTM and job IDs Include Greenhouse job IDs in Adway campaigns for exact attribution and easier ROI per requisition.
• Set pass/fail thresholds Decide minimum AI-score thresholds for auto-advance vs. manual review to balance speed and accuracy.
• Leverage reels and creative studio Test short-form video creative for higher engagement, then measure quality per hire rather than raw clicks.
• Run controlled A/B tests Split campaigns by creative, audience and score thresholds to measure impact on CPA and hire quality.

Measuring success — key metrics to track after launch

Priority KPIs to monitor

• Cost-per-application (CPA) Track CPA by campaign and compare to historical job-board spends; Adway reports typical reductions (e.g., -54% in case studies).
• Quality per hire Measure quality through hiring manager ratings, time-to-productivity, or performance benchmarks. Adway cites +33% improvement in quality per hire.
• Time-to-fill Calculate end-to-end time from campaign start to accepted offer and compare with pre-integration baselines.
• Source-to-hire conversion Percentage of Adway candidates who progress to interviews and offers — maps directly to ROI.
• Candidate experience metrics Mobile completion rates, drop-off during social apply, and NPS or candidate feedback where available.

Potential pitfalls and how to mitigate them

Risks and mitigations

• Poor field mapping Mitigation: run a mapping workshop and stage-by-stage test using a sandbox Greenhouse environment before production.
• Over-reliance on AI scores Mitigation: use AI as a prioritization tool, retain recruiter review for borderline or senior roles and periodically recalibrate models based on hire outcomes.
• Attribution mismatch Mitigation: enforce a naming convention for campaigns and include job IDs and UTMs to keep analytics clean.
• Compliance concerns across regions Mitigation: verify data residency, consent flows and privacy language in candidate touchpoints for each operating region.

Example workflow: from social ad to Greenhouse hire

Security, privacy, and compliance — quick answers

Conclusion and next steps

Adway integrated with Greenhouse is best suited for organisations that need faster, higher-quality hires from social channels and want ATS-level attribution and automation. Evaluate by running a pilot: map scorecards, test a small set of roles, measure CPA and quality per hire, then scale creative and regions that prove ROI.