CompuFACT ATS integration for background checks, drug screening, and rapid employment verifications

CompuFACT’s integration with Greenhouse connects background screening, drug testing, and verifications directly into your ATS workflow so hiring teams can order and track checks without leaving Greenhouse. The integration is customizable, offered at no partner implementation fee, and is built to meet FCRA+ compliance requirements for regulated screening processes.

This guide explains what the CompuFACT–Greenhouse integration does, which hiring teams will get the most value from it, and the practical benefits and operational considerations when you adopt it. Use the sections below as a checklist for implementation, vendor evaluation, and decision-making.

What the CompuFACT Integration Does

• Order and manage background checks inside Greenhouse Initiate criminal history, education, and employment checks from candidate records so recruiters don’t need a separate vendor portal.
• Run drug screens with one click Schedule drug tests from Greenhouse; applicants receive instructions and can test at any of CompuFACT’s 10,000+ global collection sites.
• Rapid employment verifications Most employment verifications are returned within minutes through CompuFACT’s streamlined processes, reducing manual follow-up.
• Smartphone Plus connectivity A proprietary ‘Smartphone Plus’ approach links internet-connected devices to Greenhouse for more robust, device-agnostic connectivity than traditional integrations.
• Customizable data formats and workflows Reports, fields, and workflows can be tailored to meet specific client requirements and regional needs.

Technical architecture centers on API-based communication between Greenhouse and CompuFACT, enhanced by Smartphone Plus to support candidate interactions (mobile and desktop) and submit forms or sample confirmations. That design reduces friction for candidates and keeps recruiters working inside a single system.

Core Capabilities — Feature vs. Practical Benefit

Who Should Consider CompuFACT + Greenhouse

• High-volume hiring teams Organizations that screen large numbers of hourly or contingent workers benefit from integrated ordering and tracking to avoid manual work.
• Global or multi-region employers Companies hiring across APAC, South America, and North America gain value from wide geographic coverage and multilingual support.
• Compliance-focused HR teams Entities with strict background-check obligations prefer a vendor that advertises FCRA+ compliance and configurable workflows.
• Teams that prioritize candidate experience Smartphone-friendly flows and quick verifications reduce candidate friction and time-to-clear.
• Organizations looking to avoid integration fees No partner implementation fee lowers the barrier to trial and adoption.

CompuFACT supports many languages (including English, Spanish, Chinese, French, German and others) and lists regions such as South America, APAC, and North America; this multi-language and multi-region capability is important where local forms, consent language, and verification methods differ. Always confirm country-specific legal requirements and CompuFACT’s supported services in the target country before launch.

Key Operational Benefits for Recruiting Teams

• Faster decision cycles Streamlined verifications and in-ATS ordering reduce manual waits and allow hiring managers to act faster once candidates are cleared.
• Reduced switching costs Recruiters stay within Greenhouse, eliminating context switching between multiple vendor portals.
• Improved candidate completion Smartphone-first flows increase the likelihood that candidates complete required steps quickly.
• Scalable global operations Large employers can standardize screening processes across regions while preserving local compliance.
• Lower initial investment No partner implementation fee lets teams trial integration without a fixed upfront vendor integration cost.

Operational considerations: review data security certifications, confirm data residency and retention policies, and validate SLAs for turnaround and dispute handling. Integration testing should include candidate notifications, consent capture, and error handling to avoid failed orders or duplicated checks.

Typical Implementation Steps and What to Expect

Common Questions About CompuFACT Integration

Best practices for adoption: map required Greenhouse fields to CompuFACT inputs, automate conditional checks (for example, only run motor-vehicle reports for safety-sensitive roles), capture candidate consent within the ATS workflow, and maintain a rollback plan for orders created in error. Regularly review returned reports for completeness and set alerts for any failed verifications.

Use Cases and Practical Examples

• Large retail chain with hourly hiring Use in-ATS ordering to process background checks at scale, reduce time-to-hire for store-level hires, and centralize reports for compliance audits.
• Multinational tech firm Standardize screening across APAC and North America while preserving local language prompts and forms.
• Healthcare staffing agency Combine fast employment verifications with drug testing at certified collection sites to meet credentialing timelines.
• Remote-first startups Leverage smartphone-enabled workflows to increase candidate completion rates for remote hires.

Measuring ROI: track metrics such as average time-to-clear, candidate drop-off rate during screening steps, number of manual interventions avoided, and per-hire screening cost. A successful integration will reduce recruiter time spent on screen ordering and follow-up, shorten overall hiring cycles, and improve consistency of compliance documentation.