Cezanne HR and Greenhouse integration: automate hires, onboarding, and employee records

The Cezanne HR and Greenhouse integration connects applicant tracking with core HR processes so candidate records flow into a single HR system with minimal manual input. For mid-sized and growing organisations, this removes repetitive data entry, reduces onboarding delays, and ensures new hires are assigned to the correct company and department immediately. This article explains exactly what the integration does, who gains most from it, and the measurable benefits HR and Talent Acquisition teams can expect. It also covers setup considerations, data mapping, security, common pitfalls, and practical next steps for evaluation and deployment.

What the integration does: when a candidate in Greenhouse reaches a successful hire status, the connector creates a person record in Cezanne HR with contact information, sets up an employment record, assigns department and company, and triggers a New Starter process task for the HR administrator. Images, multi-company mappings, and configurable fields are supported to match common UK and international HR structures. The integration is designed for straightforward, repeatable flows: it supports multiple languages, manages company assignment when multiple companies exist within the Greenhouse account, and sends a New Starter Process notification so HR can complete additional fields, documents, and e-signatures inside Cezanne HR.

Primary integration features

• Automated record creation Creates person and employment records in Cezanne HR directly from Greenhouse hires, reducing manual entry and transcription errors.
• New Starter workflow trigger Sends a New Starter Process task to a specified HR professional to finalize onboarding tasks and collect missing information.
• Multi-company support Maps hires to the correct company when multiple entities are present in Greenhouse, simplifying group-level HR management.
• Basic info and contact sync Transfers name, contact details, start date, and other core fields required to create an employee record.
• Configurable field mapping Allows administrators to choose which Greenhouse fields map to which Cezanne HR fields to match internal processes.

Common data fields synchronized from Greenhouse to Cezanne HR

Who needs this integration: the ideal users are HR leaders, talent acquisition managers, and operations teams in mid-sized organisations (roughly 100–1,000 employees) that run Greenhouse for recruitment and Cezanne HR for HRIS. It is especially valuable for companies with multiple legal entities, distributed hiring teams, or high-volume hiring where manual handoffs cause delays. If your hiring volume is low and you already have a single-system hiring-to-HRIS workflow with minimal data entry, the integration may provide incremental efficiency. If your processes include separate payroll vendors, international entities, or recurring bulk hires, the time savings and error reduction scale quickly.

Practical benefits by stakeholder

• Talent Acquisition Fewer administrative tasks after hire; recruiters can close roles faster and track time-to-hire with cleaner data.
• HR Operations Accurate employee records on day one, faster onboarding, and fewer follow-ups to collect missing information.
• Hiring Managers Reduced onboarding lag — new employees are set up in the right department and company immediately.
• Finance / Payroll More consistent data for payroll processing and fewer retroactive corrections due to transcription errors.

Setup and configuration — practical steps: implementation typically involves the following phases: requirements capture (which fields to sync and company mappings), technical configuration in Greenhouse and Cezanne HR, testing with sample hires, and a short pilot before full rollout. Cezanne HR provides the connector and documentation; Greenhouse settings control what triggers a hire export. Plan for one or two business days for configuration in simple setups and a couple of weeks if you need multi-company mapping, custom fields, or integration with payroll. Allow time for HR process updates and a communication plan so recruiters and HR know the new flow.

Implementation considerations and typical effort

Common questions about the Cezanne HR — Greenhouse integration

Security and compliance: the integration follows standard HRIS integration patterns—data is transferred through secured API endpoints with role-based access controls on both platforms. Organisations should verify data residency, retention policies, and Cezanne HR’s privacy policy to ensure alignment with local regulations such as GDPR for EU/UK-based employees. Also confirm audit logging for record creation events and review who in your organisation can trigger exports from Greenhouse. A short compliance checklist during onboarding will prevent surprises later.

Key metrics to track after deployment

• Time-to-ON (time from hire to being set up in HRIS) Measure reduction in days between the Greenhouse hire event and the employee being fully available in Cezanne HR.
• Manual data corrections Track the volume of post-hire manual edits to employee records to quantify error reduction.
• Recruiter closing velocity Monitor whether recruiters spend less time on administrative tasks and close roles faster.
• Payroll exceptions Count payroll-related corrections attributable to incomplete or incorrect onboarding data.

Common pitfalls and how to avoid them: mismatched field definitions, insufficient matching rules (causing duplicates), and forgetting to map company entities are frequent causes of problems. To avoid these, run a mapping workshop with HR and TA stakeholders, test with varied candidate data (part-time, contractors, international hires), and pilot with a small set of hires. Document the rollback plan if you find mapping errors during a pilot: disable automatic exports, correct mappings, and re-run the pilot. Communication and a short training session for recruiters and HR administrators prevent most operational issues.

How Cezanne HR + Greenhouse compares to common alternatives

Best practices and next steps: start with a concise mapping spec, identify owners in HR and Talent Acquisition, and pilot the flow with 5–10 hires across different teams and companies. Capture metrics before and after to demonstrate ROI and adjust mappings based on real-world data. If you need to scale the integration to payroll or other downstream systems, plan that as a second phase. Keep documentation current and schedule periodic audits of matching rules and field usage to prevent drift.