Asurint + Greenhouse Integration Guide: Automate Background Screening, Orders, and Compliance

The Asurint integration for Greenhouse connects background screening directly into your applicant tracking system to remove manual handoffs, eliminate duplicate data entry, and surface screening results where recruiters already work. The pairing is designed for operations-oriented recruiting teams that need predictable turnaround, configurable workflows, and accurate results delivered at scale. This article explains what the integration actually does, which organizations benefit most, how it changes the hiring workflow, and the measurable outcomes to expect. Practical tips, implementation checkpoints, and quick facts are included so hiring managers and HR ops can evaluate fit and plan a smooth rollout.

What the Asurint–Greenhouse integration does: it automates the start-to-hire screening sequence by triggering Asurint orders from Greenhouse events, syncing candidate metadata, and delivering completed reports back into the candidate record. The integration supports configurable workflows (e.g., order on offer, order on advance to background stage), reduces manual form entry, and centralizes status and reporting for faster decision cycles.

Primary benefits at a glance

• Faster turnaround Automated order placement and direct court access mean many checks complete the same day, reducing hiring delays.
• Fewer manual errors Eliminating duplicate entry between systems removes a common source of incorrect candidate details and mismatched results.
• Configurable workflows Set when screening starts—on application, interview progression, or offer—so you only screen candidates at the right stage.
• Centralized reporting Direct access to KPIs and Asurint reports inside Greenhouse helps recruiters and compliance teams review results without toggling tools.
• Scalable coverage 85% US population coverage with direct court access and industry-grade accuracy supports enterprise hiring volumes.

Quick facts and operational metrics

Who needs this integration? The most immediate fit is organizations that run frequent background checks as part of hiring and want screening status visible inside Greenhouse. That includes mid-market and enterprise companies (100+ employees) across industries with regulatory or safety requirements, staffing firms, and distributed talent organizations where consistent, auditable screening workflows reduce risk and cycle time.

Implementation checklist (self-service where possible)

• Confirm prerequisites Verify Greenhouse admin permissions, Asurint account setup, and agreed data-sharing terms (privacy policy review).
• Map fields and triggers Decide which Greenhouse stages or events will trigger screening orders and align candidate fields (name, DOB, SSN where required).
• Configure package choices Define which Asurint screening packages correspond to each job type or department.
• Test in sandbox Run test orders on sample candidates to validate data sync, order flow, and report delivery.
• Train recruiters and hiring managers Document where results appear in Greenhouse and standardize status-and-action steps after a returned report.
• Enable monitoring and alerts Set up reporting access and notification rules for failed orders, missing info, or compliance flags.

Typical workflow example: a recruiter advances a candidate to 'Background Check' stage in Greenhouse; an automatic webhook triggers Asurint to place an order using mapped candidate fields; the candidate receives a consent request via Asurint; Asurint runs the chosen package and returns a structured report and disposition back into the Greenhouse candidate profile. At each step, status updates reduce the need for follow-up emails and manual data reconciliation.

Common data synchronization mapping

Frequently asked questions about integration and compliance

Measuring impact: track a small set of KPIs to evaluate the integration. Key metrics include time-to-screen (order to completed report), orders per recruiter per week (throughput), percentage of orders requiring manual correction (data quality), and time-to-hire delta pre/post integration. A simple ROI example: if each manual background order took 20 minutes of admin time and the integration reduces that to 2 minutes, multiply saved hours by recruiter hourly rates plus faster time-to-fill benefits for revenue-generating roles.

Customization options and operational controls

• Staggered workflows Order certain checks early (identity, criminal) and schedule verifications (employment, education) later to speed initial screening.
• Adjudication rules Define pass/fail thresholds and automate flags for compliance review versus recruiter review.
• Role-based access Limit who can view sensitive fields or full reports inside Greenhouse for privacy and compliance.
• Reporting cadence Automate weekly or monthly KPIs to stakeholders and export raw data for deeper analysis.

Troubleshooting and best practices: always run mapping tests before going live and maintain a small pilot group that mimics production volumes. Validate consent workflows in the specific geographies you hire in—state rules differ. Monitor a sample of returned reports for data consistency, and set SLA expectations with hiring teams so manual follow-up is minimized. Finally, document escalation paths with Asurint support to resolve ordering exceptions quickly.

Support and resources: Asurint provides direct access to reporting and KPIs, a compliance engine with scoring assistance, and industry resources for administrators. Greenhouse’s support pages and Asurint’s privacy policy and developer documentation are useful references during implementation. If your ATS environment or job templates are complex, plan time for mapping and a short partner implementation window—even when using a primarily self-service integration.

Real-world scenario: a staffing firm use case