Integrating Affintus with Greenhouse to Automate Assessments and Speed Hiring

This guide explains how the Affintus pre-hire assessment integrates with Greenhouse, what the combined workflow delivers, and which teams gain the most measurable value. It focuses on concrete capabilities, implementation steps, and the operational metrics hiring teams should track to evaluate success. You’ll find practical implementation advice, a feature comparison to resume-only screening, common questions, and an ROI example that shows how Affintus can reduce selection time while improving hire quality.

What the integration does: Affintus embeds as an assessment step inside Greenhouse requisitions. When a candidate reaches the assessment stage, Greenhouse triggers an Affintus assessment invite; candidate responses are scored against role-specific success profiles and return results directly to the candidate’s Greenhouse record. Hiring teams see standardized dimension scores, a match-to-job rating, and an assessment PDF they can attach to scorecards for decision-making.

Key features of the Affintus + Greenhouse integration

• Automated assessment invitations Greenhouse triggers Affintus invites based on stage or custom workflow rules to ensure consistent delivery and timing.
• Push results to candidate profile Completed assessment scores and the candidate feedback report are attached to the Greenhouse candidate record and visible in scorecards.
• Role-based success profiles Affintus compares candidate strengths across 19 dimensions against a configurable success profile for each job.
• Configurable pass/fail thresholds Teams can set automated screening rules in Greenhouse to flag or move candidates based on Affintus scores.
• Detailed candidate feedback Affintus generates a feedback report for each candidate to improve candidate experience and transparency.

Feature comparison: Affintus assessment vs. resume-only screening

Who needs this integration: Operations-heavy TA teams, high-volume recruiters, and hiring managers for roles where behavioral fit predicts performance (sales, customer success, operations, technical delivery). If your organization experiences frequent early turnover, inconsistent hiring decisions, or long shortlisting cycles, adding Affintus to Greenhouse provides objective data to support faster, more reliable selections.

Top use cases

• High-volume hiring Batch roles (call centers, retail, customer service) where speed and consistency are critical.
• Roles with measurable on-the-job behaviors Positions where specific work dimensions (e.g., persistence, teamwork) predict success.
• Reducing early turnover When new hire churn in the first 6-12 months is a recurring cost driver.
• Improving candidate experience When providing structured feedback improves employer brand and reduces candidate drop-off.

How the data flow works (technical viewpoint): 1) Configure Affintus as an assessment provider in Greenhouse; 2) Map Greenhouse job templates to Affintus success profiles; 3) When a candidate reaches the assessment stage, Greenhouse calls the Affintus API to send candidate metadata and trigger an invite; 4) Candidate completes the assessment; 5) Affintus returns a JSON payload with dimension scores and a match score, plus a PDF report which Greenhouse stores on the candidate profile; 6) Workflow rules in Greenhouse evaluate the score and advance, flag, or reject automatically based on configured thresholds.

Implementation checklist and recommended timeline (4–6 weeks)

• Week 1 — Project kickoff Establish stakeholders, select pilot roles, and define success metrics (time-to-hire, turnover, completion rate).
• Week 2 — Configuration Map job templates in Greenhouse to Affintus success profiles, set invite rules, and configure scorecard fields.
• Week 3 — Technical integration & testing Complete API key setup, test invite flows, and confirm results push into Greenhouse candidate records.
• Week 4 — Pilot run Run pilot on a limited set of roles, collect feedback from recruiters and hiring managers, and monitor completion rates.
• Week 5–6 — Rollout and training Update scorecards, train interviewers on interpreting dimension scores, and formalize automation rules.

Operational metrics to track after launch

Common questions about Affintus + Greenhouse

Best practices for hiring teams: 1) Treat Affintus scores as one objective input — combine scores with interviews and work samples; 2) Train interviewers to interpret the 19 dimensions and translate them into behavioral interview probes; 3) Use automation rules to reduce manual work but review borderline cases manually; 4) Communicate clearly with candidates about the assessment purpose and timing to maintain completion rates.

Common pitfalls and mitigations

• Low completion rates Mitigation: Shorten window to complete, add reminder cadence, and ensure mobile compatibility.
• Over-reliance on scores Mitigation: Use scores alongside structured interviews and role-relevant work samples.
• Poor score interpretation Mitigation: Provide quick-reference guides and periodic calibration sessions for hiring managers.

Security and compliance considerations: confirm where assessment data is stored, retention policies, and whether Affintus meets relevant regional regulations (GDPR, data residency). Ensure the integration uses secure API keys, audit logs for data transfers, and that candidate consent language is included in application flows.

Cost and ROI snapshot: calculate ROI by combining reduced selection time (Affintus claims up to 30% time saved per opening), lower early turnover, and improved productivity from better hires. Example—if average time spent shortlisting per role is 20 hours and Affintus reduces that by 30%, you save 6 hours per role. Multiply by recruiter hourly cost and role volume to quantify savings, then compare to per-assessment pricing to derive payback period.