Candidate Video Engagement in Greenhouse: Faster Screening, Better Pipelines, and Measurable ROI

The Uncubed integration with Greenhouse connects video-led candidate attraction to your applicant tracking system so teams can see which applicants engaged with employer-created skill videos before or during their application. This integration passes video consumption signals—such as watch percentage, time stamps, and specific video IDs—into Greenhouse so recruiters and hiring managers can filter and prioritize candidates based on measured engagement. This article explains what the integration does, which teams gain the most from it, and the practical benefits you can expect. It also covers implementation steps, metrics to track, best practices for video-led sourcing, common pitfalls and privacy considerations, and how to evaluate ROI.

What the Uncubed–Greenhouse Integration Actually Does

• Transfers video engagement data into Greenhouse Uncubed pushes per-candidate video metrics (watch percentage, watch duration, and video IDs) into custom candidate fields or application notes so engagement is visible alongside resumes.
• Enables engagement-based filtering and reporting Recruiters can filter candidate lists for high-engagement applicants, create saved searches, and include engagement metrics in pipeline reports.
• Associates videos with job postings Videos produced with your team are paired with specific job posts so you can see which roles benefit most from video-driven applicants.
• Improves sourcing and conversion tracking Integration ties origin and behavior data to downstream outcomes—interviews, offers and hires—allowing teams to quantify video contribution to hires.

Technically the integration uses API calls and webhooks to send event-level video activity to Greenhouse: when a candidate watches a video on Uncubed, the platform records the event and maps it to an application via email or tracking token, then writes engagement values into Greenhouse fields or application notes. Teams can use these fields in workflows, automated scorecards, or custom reports. Setup typically requires coordination between Uncubed, your Greenhouse admin, and any internal security or IT contacts.

Who Should Consider Adding Uncubed to Greenhouse

• Growth-stage startups Startups that need to scale quickly and attract candidates who understand real product/engineering practices will benefit from authentic, skill-led video content.
• Large enterprise hiring teams Enterprises running high-volume technical hiring can use engagement signals to triage applicants across many roles and reduce time-to-screen.
• Employer brand and content teams Teams investing in thought leadership and candidate education can amplify ROI by converting viewers into applicants and measuring results in Greenhouse.
• Talent operations and analytics functions Functions focused on sourcing channel attribution and hiring funnel optimization gain richer behavioral data to feed models and dashboards.

Top Use Cases for the Integration

• Pre-apply engagement scoring Prioritize candidates who watched core technical videos at high completion rates before applying.
• Interview shortlisting Use engagement as an additional shortlisting rule for highly competitive roles or scarce skills.
• Content-driven sourcing campaigns Track which videos generate the highest apply rate and double down on formats and topics that convert.
• A/B testing employer content Run experiments comparing job copy with and without associated videos and measure lift in apply-rate and interview conversion.

Key Benefits and Typical Impact

Implementation Checklist (technical and operational)

• Define goals and KPIs Decide which metrics you’ll treat as signals (e.g., watch > 50%, completed tutorial) and how they map to pipeline actions.
• Coordinate access Provide Uncubed with Greenhouse API credentials and confirm which custom fields or webhooks to use.
• Map fields and test Map Uncubed event properties to Greenhouse fields; run QA on a staging job and test candidate records.
• Train recruiters and hiring managers Create quick guides on interpreting watch metrics and how to use them in shortlisting.
• Set reporting and alerts Build saved searches and dashboards showing engagement-to-hire funnel metrics.

Suggested Metrics to Track in Greenhouse After Integration

Best Practices for Video Content and Workflow

• Produce short, skill-focused videos Aim for 3–7 minute technical demos or tutorials that reveal real work approaches—longer narrative brand videos are less predictive of hiring intent.
• Include a clear call-to-action Embed links to the job posting and use UTM tracking so Uncubed can attribute the visit and map to the Greenhouse application.
• Label videos by role and skill Tag each video with role keywords and map those tags to job IDs in Greenhouse for accurate attribution.
• Train hiring teams to use engagement signals Make engagement metrics part of scorecards and screening rubrics rather than a sole deciding factor.

Common Pitfalls and How to Avoid Them

• Over-relying on watch % as a proxy for skill Use watch metrics as one of several signals—pair with assessments, coding tests, or interviews to confirm capability.
• Poor tagging and field mapping Incorrect mapping will misattribute engagement; validate mappings with tests and sample candidates before wide rollout.
• Not aligning videos to roles Generic employer branding videos produce engagement but lower hire correlation—match content to specific hiring needs.

Privacy and security are important: Uncubed typically sends only behavioral event data and non-sensitive metadata to Greenhouse—watch percentages, timestamps, and video IDs—not personal video uploads or interview recordings. Still, confirm data processing agreements and ensure candidate consent is handled on your application flows. Coordinate with legal and IT to document data retention policies, field-level access controls in Greenhouse, and any regional compliance requirements.

Measuring ROI: combine upstream conversion metrics (view → apply) with downstream hiring metrics (interview → offer). For a simple calculation, estimate additional hires attributable to video-driven applicants over a period (e.g., hires from viewer cohort minus expected hires from other channels) and divide incremental hires by your video production and distribution costs to get cost-per-hire from video. Track time saved in screening by measuring recruiter hours before and after filtering on engagement signals to quantify productivity gains.

Practical example: a mid-size engineering company adds three role-focused Uncubed videos and integrates them with Greenhouse. After launch they observe a 25% lift in apply-rate on those roles, a 15% higher interview-to-offer rate for viewers, and a 30% reduction in initial screening hours because recruiters prioritized high-engagement applicants. Those improvements translate to fewer open requisitions and lower cost-per-hire over the quarter—numbers you can replicate with careful tagging, A/B testing, and disciplined reporting.

Frequently Asked Questions