Clevry + Greenhouse integration: validated assessments, automated feedback, and compliant ATS screening

The Clevry integration for Greenhouse connects science-backed, customizable assessments directly into your applicant tracking workflow to provide objective, actionable talent data at the right moment in the hiring process. By embedding Clevry’s ability tests, personality questionnaires, situational judgement tests and automated feedback into Greenhouse, teams can standardize screening, reduce manual handoffs and surface measurable signals that inform selection decisions. This article explains how the Clevry–Greenhouse integration works, who benefits most from it, and the concrete operational and hiring advantages it delivers. You’ll find implementation steps, recommended assessment types by role, compliance considerations and practical metrics to measure impact.

How the integration works (data flow and key actions): once installed, Clevry appears as an assessment stage in Greenhouse orchestration. Recruiters or workflows trigger invites from Greenhouse; candidate demographic and job-context fields sync to Clevry; candidates complete an assessment hosted by Clevry; results and standardized reports are posted back to the candidate profile in Greenhouse. Recruiters can then filter, sort or trigger dispositions based on quantified scores and recommended dispositions without manual file exchange.

Who should consider Clevry + Greenhouse

• High‑volume hiring teams Organizations running volume campaigns (e.g., retail, customer service, graduate programs) that need consistent, scalable screening to reduce screening time and maintain quality.
• Roles requiring objective capability measurement Technical, quantitative or supervisory roles where ability tests and SJTs provide predictive value beyond resumes and unstructured interviews.
• Teams focused on candidate experience Employers who want automated, personalised feedback to increase candidate engagement and employer brand consistency.
• Companies needing compliant, auditable processes Organizations operating under GDPR or sector regulations that require traceability, secure EU data storage and standardized assessment records.
• Talent teams enabling internal mobility HR teams that want one assessment to generate multiple reports for hiring, onboarding and development to reduce repeated testing and candidate fatigue.

Core assessment types and practical use-cases

• Personality questionnaires Use to evaluate job-relevant traits and team fit; Clevry’s library of 92 scales allows tailoring to role competencies or cultural requirements.
• Ability and aptitude tests Numerical, verbal, abstract and mechanical reasoning tests are quick to complete and useful for roles where problem‑solving predicts on‑the‑job performance.
• Situational judgement tests (SJTs) Measure judgment in role-specific scenarios; helpful for leadership, customer-facing and safety-critical roles where decision-making matters.
• Recorded interviews & virtual assessment centres Use for senior hires or competency-rich roles to capture behaviour evidence in a structured way without scheduling multiple live interviews.
• Automated feedback reports Delivered to candidates after completion to improve transparency and employer brand, while also serving development conversations internally.

Role-based assessment recommendations

Security, compliance and accessibility: Clevry stores candidate data in the EU, is ISO 27001 certified and operates under GDPR controls, which makes it suitable for organizations with strict data residency and audit needs. Candidate-facing interfaces meet WCAG 2.1 AA standards to ensure accessibility, and built-in policies support consent capture, retention settings and exportable audit logs for hiring records.

Top operational benefits of the integration

• Reduced manual screening work Automated invites, score sync and report attachments eliminate CSV exchanges and manual file uploads, saving recruiter hours per vacancy.
• Consistent, evidence-based shortlisting Standardized assessments create comparable candidate data across roles and cohorts so shortlists are based on the same constructs and scales.
• Faster, more confident hiring decisions Clear, visual reports allow recruiters and hiring managers to interpret fit and potential quickly, reducing time to interview and decision cycles.
• Better candidate experience Automated, personalized feedback demonstrates respect for candidate time and provides constructive insights, improving engagement.
• Long-term talent reuse One assessment can generate multiple reports for hiring, onboarding and development, preserving data richness for internal mobility.

Before vs after Clevry integration in Greenhouse

Typical implementation steps and timeline: 1) Requirements & mapping workshop (1–2 weeks) to define which assessments map to roles and which Greenhouse stages will trigger invites. 2) Configuration and API/SSO setup (1–3 weeks) to exchange credentials and set field mappings. 3) Pilot with a single role or campaign (2–4 weeks) to validate candidate flow and reporting. 4) Full rollout and training (1–2 weeks) with hiring manager calibration sessions so teams interpret scores consistently.

Common questions about Clevry + Greenhouse

Best practices for assessment design and score use

• Define success profiles Document the competencies and score thresholds that matter for each role before launching assessments to avoid post-hoc interpretation.
• Calibrate hiring managers Run reset sessions showing example reports and discussing how to combine assessment data with interview evidence.
• Use assessments at the right stage Place objective ability tests early to reduce interview load; reserve SJTs or recorded exercises for shortlists.
• Monitor for adverse impact Track completion rates, pass rates and score distributions across cohorts to ensure assessments perform as expected and remain fair.
• Leverage multi-report outputs Generate hiring, onboarding and development reports from one assessment to gain longitudinal value without retesting candidates.

Measuring ROI: practical metrics to track after integration include recruiter time saved (hours per hire), reduction in screening backlog, interview-to-offer ratios, time-to-fill and hiring manager satisfaction scores. For quality proxies, monitor early performance indicators (first 6–12 month retention, time-to-productivity where measurable) and changes in interview pass-through rates. Combine process metrics with qualitative feedback during the pilot to validate the expected gains.

Integration technical checklist

• Greenhouse admin access Ensure an admin user can install integrations, configure stages and manage candidate field mappings.
• Clevry API credentials & SSO Obtain API keys and configure SSO or single sign-on for secure authentication and automated invites.
• Field mapping plan Decide which Greenhouse candidate/job fields sync to Clevry to preserve context and support filtered reporting.
• Localization & language settings Confirm candidate-facing assessments are available in required languages and timezone settings are correct.
• Data retention & consent Set retention policies, update privacy notices and ensure candidate consent capture is implemented.
• Pilot scope & success criteria Define pilot roles, duration and the quantitative/qualitative metrics you'll use to judge success.