Accredited, Compliance-Focused Background Screening Integrated into Your ATS
Titus Juenemann •
March 4, 2025
TL;DR
The Justifacts + Greenhouse integration brings accredited, compliance-focused background screening into your ATS workflow—enabling one-click applicant portal invites, automatic jurisdictional rule application, and results posted to candidate timelines. This reduces administrative time, lowers data-entry errors, improves candidate experience, and provides an auditable record for regulated roles. Organizations should pilot with role-based packages, involve legal/IT early, and measure turnaround and drop-off to realize the fastest ROI. For best results, combine accurate resume shortlisting with automated checks to reduce screening volume and speed hiring decisions.
The Justifacts integration for Greenhouse connects an accredited background screening provider directly into your applicant tracking workflow, so teams can order, track, and receive background checks without switching systems. Built on 40+ years of screening experience and PBSA accreditation, Justifacts focuses on compliance, configurable screening packages, and applicant-friendly tools. This article explains exactly what the integration does, which teams see the biggest impact, and the measurable benefits to compliance, recruiter efficiency, and candidate experience. Use the practical implementation checklist and vendor considerations here to decide if and how to deploy Justifacts within your Greenhouse instance.
At a glance, the integration embeds Justifacts screening triggers, candidate status updates, and report delivery into Greenhouse so recruiters see screening progress where they already manage candidates. Key automation points include sending applicant portal invites from Greenhouse, receiving completed reports in the candidate timeline, and applying location-based compliance rules automatically. Because Justifacts supports criminal, driving, employment, education, credit, address, and drug screens (including international searches), the integration is designed to cover pre-hire needs for most industries while reducing manual handoffs between TA, compliance, and hiring managers.
Core features included in the integration
- Applicant Portal (Paperless) Send screening requests and integrated waivers with one click from Greenhouse; smart capture reduces data-entry errors and candidate drop-off.
- Individualized Assessment Tool Supports EEOC-related individualized assessments and many state-level "fair chance" requirements when criminal records are used in hiring decisions.
- Automatic Location-Based Compliance Uses applicant and client zip codes to apply FCRA, state, and local rules automatically so screening parameters and disclosures align with jurisdictional requirements.
- Dedicated Account Management Each client receives a stable account manager team to support configurations, escalation, and reporting needs.
- Comprehensive Screening Types Criminal (including international), driving records, degree and employment verifications, credit checks, address searches, drug screenings, and customizable references.
AI resume screener for Greenhouse
ZYTHR scores every applicant automatically and surfaces the strongest candidates based on your criteria.
- Automatically screens every inbound applicant.
- See clear scores and reasons for each candidate.
- Supports recruiter judgment instead of replacing it.
- Creates a shortlist so teams spend time where it matters.
| Name | Score | Stage |
|---|---|---|
| Oliver Elderberry |
9
|
Recruiter Screen |
| Isabella Honeydew |
8
|
Recruiter Screen |
| Cher Cherry |
7
|
Recruiter Screen |
| Sophia Date |
4
|
Not a fit |
| Emma Banana |
3
|
Not a fit |
| Liam Plum |
2
|
Not a fit |
Who should consider Justifacts + Greenhouse
- High-volume recruiting teams Organizations that process many offers benefit from automation that reduces per-candidate admin time.
- Regulated industries Healthcare, transportation, finance, and security roles that require consistent, auditable checks and jurisdictional compliance.
- Distributed or remote hiring Employers hiring across states or internationally who need automated rule application and international searches.
- SMB to enterprise Justifacts lists client sizes from 1-100 to 10,000+, so both small teams seeking compliance support and large TA operations can use it.
How the integration operates in practice: once an offer or approval stage is reached in Greenhouse, the recruiter selects the screening package and triggers the request. The applicant receives an email from the Justifacts Applicant Portal, completes required fields and e-signatures, and the vendor begins searches. Status updates (ordered, in-progress, completed, cleared/consider) are posted back into Greenhouse so hiring teams track progress in the candidate timeline without toggling systems. Final reports and redacted results are accessible directly from candidate records.
Before vs. After: Greenhouse + Justifacts
| Before | After |
|---|---|
| Manual emails and PDFs for background check requests | One-click requests and integrated applicant portal triggered from Greenhouse |
| Compliance applied manually per state | Automatic location-based rules applied by zip code |
| Multiple systems to check for report delivery | Results posted directly to candidate timeline in Greenhouse |
| Higher data-entry error risk | Smart capture and integrated waivers reduce incorrect data |
| Longer time-to-offer due to handoffs | Faster turnaround with fewer administrative delays |
Compliance details to know: Justifacts is PBSA accredited and focuses on FCRA compliance and local law application. The Individualized Assessment Tool helps meet EEOC guidance where a criminal record could affect hiring, and the platform’s zip-code logic automatically restricts or modifies searches according to state and local statutes. Practically, this means fewer manual compliance checks for recruiters and a documented audit trail for legal and HR teams—important when appeals, disputes, or audits occur.
Operational benefits and measurable outcomes
- Time saved per candidate Automating request and status updates can save 10–30 minutes of recruiter time per candidate depending on process complexity.
- Reduced errors Integrated waivers and smart capture lower incorrect candidate data entry that often delays screens.
- Faster time-to-hire Streamlined handoffs and fewer email loops shorten the background-check phase of hiring.
- Improved candidate experience A single portal with clear instructions and fewer repetitive steps reduces candidate abandonment rates.
- Audit-ready documentation Centralized records and automated compliance flags simplify reporting for HR and legal reviews.
Common deployment questions
Q: Is there a partner implementation fee?
A: Justifacts lists partner implementation fee as No, but account teams will confirm any per-screen pricing, custom onboarding services, or integration assistance costs.
Q: How long does implementation typically take?
A: Typical timelines range from a few days for basic setups to 2–6 weeks for custom workflows, depending on approval flows, compliance rules, and data mapping needs.
Q: Can Justifacts perform international checks?
A: Yes — Justifacts offers international criminal record searches, but coverage and turnaround vary by country and local record availability.
Q: Where do reports appear in Greenhouse?
A: Final and intermediate status updates post to the candidate timeline and designated background-check panels configured in Greenhouse.
Implementation checklist (practical): 1) Identify required screening packages per role; 2) Map triggers and approval gates in Greenhouse; 3) Confirm jurisdictional rules and required candidate disclosures; 4) Configure Applicant Portal templates and waivers; 5) Pilot with a small set of roles for 2–4 weeks and measure turnaround and error rates; 6) Roll out and monitor SLA adherence. Include your legal and IT teams early for data protection, SSO, and privacy policy alignment—these are common sources of delays that are straightforward to resolve when planned up front.
Limitations and considerations
- Language support Documentation lists English as the integration language; assess candidate language needs if you hire multilingual populations.
- Turnaround variability International and certain county searches can take longer; set expectations with hiring managers.
- Per-screen costs While integration reduces admin costs, per-candidate screening fees still apply—factor those into offer economics.
- Data retention and privacy Review Justifacts’ privacy policy and your internal retention policies to ensure alignment on report storage and deletion.
Screening service types and best use cases
| Service | Best use case |
|---|---|
| Criminal Record Search (Domestic/International) | Safety-sensitive roles, regulatory compliance, international hires |
| Driving Record Search | Commercial drivers, delivery personnel, roles requiring vehicle operation |
| Degree Confirmation | Roles with credential requirements such as engineering, healthcare, academics |
| Employment Verification | Senior hires, positions where experience claims affect compensation |
| Credit Checks | Financial roles with fiduciary responsibilities or regulatory oversight |
| Drug Screenings | Safety-sensitive or onsite operational roles |
Cost and vendor management tips: request volume-based pricing tiers and clear SLAs for turnaround times when negotiating with Justifacts. Make sure your contract includes escalation pathways through the dedicated account manager team, and request reporting on incomplete packets, average turnaround by search type, and candidate drop-off rates to measure ROI.
How the integration complements resume screening
Q: Does background screening replace resume screening?
A: No — background screening validates elements of a candidate’s history after they are shortlisted. Accurate pre-screening reduces the number of candidates who need checks, which saves screening costs and speeds the process.
Q: What is the ideal workflow?
A: Use an automated resume screening tool to present a prioritized shortlist, then trigger Justifacts checks for finalists or accepted offers to ensure compliance and mitigate risk before onboarding.
Q: How can teams coordinate screening and interviews?
A: Configure Greenhouse to trigger checks at consistent stages (e.g., post-offer or pre-employment) and communicate timelines to candidates so interviews align with expected screening completion.
Conclusion and next steps: the Justifacts integration for Greenhouse streamlines background screening by automating requests, enforcing location-based compliance rules, and posting results into the ATS for audit-ready hiring workflows. It suits organizations of many sizes, especially those in regulated sectors or with distributed hiring. If you plan to implement, start with role-based packages, pilot small, measure turnaround and candidate experience metrics, and use the dedicated account manager to refine rules. That approach minimizes risk and quickly demonstrates value to hiring managers.
Speed Up Shortlisting and Improve Accuracy with ZYTHR
Pair Justifacts’ compliant background checks in Greenhouse with ZYTHR’s AI resume screening to save hours of recruiter time and reduce human error in shortlisting. ZYTHR ranks and flags top candidates automatically so you run fewer background screens, move qualified candidates faster through Greenhouse, and improve overall review accuracy—try ZYTHR for a faster, more reliable hiring funnel.