Automated Background Screening Integration: Consent, Verification, and AI Resume Screening

The Atlantic Employee Screening integration for Greenhouse connects background screening directly into your applicant workflow so teams can order checks, track results, and manage candidate authorizations without leaving Greenhouse. Built on Atlantic’s 25+ years of screening experience, the integration focuses on speed, configurability, and transparent pricing. This article explains exactly what the integration does, which hiring teams benefit most, and the measurable operational and compliance advantages it delivers. Expect practical setup steps, recommended recruiter workflows, KPIs to track, and answers to common implementation questions.

What the integration does at a glance: it pushes candidate and job data from Greenhouse to Atlantic, lets you select or apply customized screening packages, collects signed authorizations and disclosures, and returns verified results to the candidate record in Greenhouse. Atlantic emphasizes a three-point verification process for criminal records, same-day or fast turnaround for many checks, and no integration fees. Key capabilities include configurable screening packages (criminal, drug testing, education/employment verifications), built-in state/county disclosure support, dedicated customer-care access, and in-house processing that targets an average 8 business-hour turnaround for many searches.

Core features and how they translate to recruiter workflows

• Seamless candidate transfer Push candidate data and requisition details from Greenhouse to Atlantic automatically—no manual CSV exports required.
• Pre-built and custom packages Apply standard packages or create role-specific packages (e.g., driver, healthcare, finance) that bundle the necessary checks and verifications.
• Built-in authorization & disclosures Candidate-facing digital forms and state/county disclosures ensure required consents are recorded before searches start.
• Fast in-house processing Atlantic’s three-point verification system and trained processors reduce false positives and shorten turnaround, with many searches returning same day.
• No integration fees Integration setup is free, and Atlantic emphasizes pay-per-order pricing without hidden or annual membership fees.
• Customer-care pairing Each account receives a dedicated support team for phone, email, and LiveChat questions—reducing escalation time for complex cases.

Who benefits most from Atlantic + Greenhouse

• High-volume hiring teams Recruiting teams processing many candidates gain the time-savings from automation and faster turnaround.
• Regulated industries Healthcare, transportation, finance, and childcare employers that require repeatable compliance checks and recorded authorizations.
• Distributed/remote organizations Companies hiring across states or countries benefit from integrated county and state disclosures and standardized workflows.
• Small teams wanting predictable costs Organizations that need transparent per-order pricing without annual fees or surprise charges.
• Enterprise clients needing customization Accounts that require custom forms, branded candidate communications, or particular permission structures inside the platform.
• Companies focused on time-to-hire metrics Recruiters wanting to shorten offer-to-start timelines by removing manual steps in screening.

Typical screening types and expected turnaround

How the Greenhouse integration works technically: recruiters trigger the screening request from a candidate’s Greenhouse profile or post-hire workflow. Candidate data (name, DOB, SSN when applicable, job role) and the selected screening package are transmitted via the integration. Atlantic sends the candidate a branded authorization link and disclosures; once the candidate completes required steps, Atlantic’s processors run checks and post results back into the Greenhouse candidate timeline through the same integration.

Data handling and compliance considerations: Atlantic includes built-in authorization forms and state/county disclosures to help meet consent requirements. The three-point verification process reduces reporting errors by validating at least three identifiers with the court before releasing criminal records. Recruiters should still confirm FCRA-compliant adverse action workflows in Greenhouse and ensure candidate consent steps are completed before ordering searches.

Implementation checklist for HR/IT teams

• Map required packages to roles Define baseline packages for common roles and special packages for regulated positions to speed ordering.
• Configure Greenhouse permissions Set user permissions so only authorized users can order or view background reports.
• Set candidate communication templates Customize email/text verbiage and branding for the candidate authorization flow within Atlantic.
• Test the full candidate journey Conduct end-to-end tests with staging candidates to validate data transfer, consent capture, and result posting.
• Define SLA and escalation paths Agree internal SLAs for action on returned findings and set a contact point at Atlantic for urgent issues.

Best practices recruiters should follow when using the integration

• Order screenings at the right checkpoint Trigger background checks after conditional offer or at the stage your legal team specifies to avoid invalid orders.
• Communicate clearly with candidates Explain the screening timeline and next steps in your offer communications to reduce drop-off.
• Monitor results centrally Use Greenhouse candidate timelines to ensure all screening steps are visible to hiring managers.
• Keep packages lean Only order required checks to reduce costs and candidate friction—add extra checks when role-specific risk warrants it.
• Handle findings consistently Document decision rules for common findings and integrate adverse-action steps if necessary.

Measurable benefits and KPIs to track after launch: time-to-clear (from order to final report), screening cost per hire, percentage of orders with full candidate consent captured, and candidate drop-off rate during authorization. Teams often see reduced time-to-hire when background checks are automated and returned faster, and improved accuracy due to Atlantic’s three-point verification approach which lowers false positives and rework.

Support channels and expected response behavior

Common implementation and policy questions

Cost considerations and transparency: Atlantic’s pay-per-order model removes recurring membership fees and integration charges, making it straightforward to forecast screening costs based on headcount and package selection. To estimate spend, calculate the frequency of orders per hire, required checks per package, and any supplemental fees for international searches or special verifications.

When to choose Atlantic: prioritize Atlantic if you need rapid turnaround with robust court verification, desire straightforward pricing without integration fees, and want customizable candidate communications and packages. Consider other vendors if you require highly specialized international verifications not listed in Atlantic’s coverage map or if you need a single global provider for niche country-level checks—Atlantic’s strengths are speed, transparency, and customizable workflows tied closely to Greenhouse.