Crosschq integration for Greenhouse: Automate structured reference checks — Setup, metrics, and privacy

Crosschq’s Reference integration for Greenhouse brings structured, predictive reference checks directly into your ATS workflow. In a few clicks you can invite references, collect structured feedback from role-specific surveys and receive a data-driven report inside Greenhouse—most reports arrive within 48 hours. This article explains what the integration does, who gains the most from it, and the measurable benefits to hiring quality and speed. Read on for implementation steps, metrics to track, and practical guidance on how to combine Crosschq with other recruiting tools to improve decision making.

What the Crosschq + Greenhouse integration does

• Launch reference checks from Greenhouse Start a Crosschq 360 Reference check without leaving the candidate profile in Greenhouse—invites are sent automatically to references.
• Role-specific, customizable surveys Access over 135 role-specific templates that can be tailored to the job’s competencies and required skills to capture consistent, comparable reference data.
• Fast, actionable reports Reference reports are typically completed within 48 hours and appear directly in Greenhouse for quick review and decisioning.
• Candidate experience and feedback Use Crosschq Voice to send automated candidate surveys at defined stages to collect experience feedback and identify process improvements.
• Sourcing channel with opt-ins Crosschq Recruit provides an additional qualified talent pool of candidate opt-ins enriched with profile data and real-time alerts.

The integration converts qualitative reference conversations into scored, structured insights so hiring teams can compare candidates against the same competency frameworks. Reports surface red flags, skill confirmations, and behavioral indicators tied to role-based criteria. Because Crosschq’s templates are role-specific and customizable, the output becomes a repeatable input into hiring scorecards and calibration sessions, reducing reliance on ad-hoc reference notes.

Expected timeline and outputs

Who benefits most

• High-volume recruiting teams Teams with many concurrent requisitions gain speed and consistency from automated, fast reference checks that scale.
• Roles requiring validated technical skills or leadership behaviors Positions where work history and competency confirmation are critical—engineering, product, sales leaders—benefit from role-specific templates.
• Companies measuring Quality of Hire Organizations tracking Quality of Hire can use Crosschq’s structured outputs; Crosschq reports an average 20% improvement in Quality of Hire for customers using its insights.
• Hiring teams that want a stronger sourcing channel Teams seeking an additional source of qualified candidates can leverage Crosschq Recruit opt-ins and real-time alerts.

Key metrics to track after integrating Crosschq include reference completion time, percentage of hires with completed Crosschq reports, change in Quality of Hire, and sourcing-to-hire rate from Crosschq Recruit. Use these to quantify ROI and identify process bottlenecks. For example, track: average days-to-reference-completion (benchmark: ~2 days), percent of candidates with completed references before offer, and hires sourced from Crosschq (Crosschq reports 85% of clients make a Crosschq-sourced hire within their first 90 days).

Step-by-step setup in Greenhouse (practical)

• Install the Crosschq integration Enable Crosschq in Greenhouse’s Integrations marketplace and configure API credentials between systems.
• Configure role templates Map your job roles in Greenhouse to one of Crosschq’s 135+ role-specific survey templates, then customize questions where needed.
• Define trigger points Decide when to launch reference checks (e.g., after on-site interview, after final interview) and set permissions for who can start checks.
• Train hiring teams Show recruiters and hiring managers how to launch checks, read reports in Greenhouse, and interpret key scores and red flags.
• Monitor and iterate Track completion times, survey response rates, and hiring outcomes; refine templates and trigger points based on results.

Survey template examples and uses

Common questions hiring teams ask

Implementation considerations: plan template mapping before launch, align on who in the hiring team is authorized to start checks, and set SLAs (e.g., complete reference before offer is extended). Also ensure legal/privacy owners review Crosschq’s privacy policy and data handling prior to sending candidate or reference data. Operationally, include Crosschq report review in offer decision workflows so that insights are part of the final hire discussion rather than an afterthought.

Privacy, compliance, and localization notes

• Privacy policy review Review Crosschq Reference privacy policy and ensure it aligns with your data retention and consent practices before enabling automated invites.
• Regional considerations Crosschq operates across South America, APAC, EMEA, and North America—confirm any country-specific reference restrictions or consent requirements with legal counsel.
• Language support Surveys are available in multiple languages which improves response rates for international hires; verify templates in the target language for accuracy.

Crosschq Recruit and Voice broaden the integration value beyond references: Recruit supplies an active pool of opt-ins and enriched profiles that can shorten sourcing time, while Voice captures candidate experience feedback that helps reduce drop-off and improve process efficiency. Together, these features create a feedback loop: reference-validated hires improve Quality of Hire, and candidate feedback helps refine interviews and offer timing, which can improve future reference response rates and conversion metrics.