EasySource + Greenhouse integration: Sync sourced candidates, outreach logs, and AI-scored assessments

This guide explains how the EasySource integration with Greenhouse works in practical terms: what data moves between systems, which recruiting teams benefit most, and measurable advantages you can expect. It focuses on integration flow, skills-assessment features, implementation steps, and real-world workflows to help hiring teams decide whether to adopt the connector. You’ll find concrete examples, recommended metrics to track, and a troubleshooting checklist so technical and recruiting stakeholders can evaluate impact quickly. The goal is to give a pragmatic playbook for integrating candidate sourcing, LinkedIn outreach, and AI-aided assessments into an ATS-centered hiring process.

What the EasySource → Greenhouse integration does

• Move sourced candidates into Greenhouse Transfers candidate profiles discovered or contacted in EasySource directly into Greenhouse as new prospects or applications to preserve recruiter context and activity history.
• Preserve outreach actions Logs InMail and connection attempts initiated in EasySource so your Greenhouse records reflect actual outreach and response cadence.
• Attach assessment results Imports skill assessment scores and AI-generated analysis into candidate profiles, giving hiring teams early signals on technical fit.
• Centralize invitation management Syncs interview invitations, reminders, and proctoring statuses so scheduling and candidate communications remain coordinated.

EasySource’s distinguishing capabilities are built around extended search filters beyond what LinkedIn’s free tier offers and the ability to send InMails/connection requests from one interface. That reduces context switching for sourcers and increases outreach throughput. For teams using Greenhouse as their ATS, the integration minimizes manual CSV exports or re-keying candidate data, and ensures assessment outcomes are available in the ATS workflow for scoring and interview decisions.

Quick reference: regions, company sizes, and support

How the integration typically works (implementation steps)

• Install and authorize Connect EasySource to Greenhouse via the Greenhouse marketplace or API credentials; grant permissions to create candidates and post notes.
• Map fields Define how EasySource profile fields (name, email, LinkedIn URL, assessment scores, notes) map to Greenhouse fields and custom fields.
• Configure assessment flow Decide which role templates trigger EasySource assessments and whether results should auto-attach or require manual review.
• Test end-to-end Run a pilot with a small sourcer team to confirm candidate import, outreach logging, and assessment sync behavior.
• Train users Provide short hands-on sessions for sourcers and hiring managers so they understand where to find EasySource data in Greenhouse.

Skill assessments in EasySource simulate on-the-job tasks and are scored using AI that analyzes responses for fluency, behavior markers, and — where applicable — video-based indicators like tone and nonverbal cues. Results are numerical scores plus flagged competencies so hiring teams can filter or rank candidates before phone screens. Remote proctoring adds test security for distributed candidates and is useful for roles where coded or timed tasks must be validated. When results are imported into Greenhouse, they become part of the candidate record and can be referenced in scorecards and decision meetings.

Security, privacy, and compliance considerations

• Data mapping and retention Confirm what candidate fields are transferred and the retention period in both systems to align with company policy.
• Assessment proctoring privacy Document how video/screen recordings used for proctoring are stored, who can access them, and how long they're retained.
• Consent and disclosure Ensure candidates are informed about AI scoring and proctoring requirements during the application or outreach process.
• Vendor policies Review EasySource privacy policy and Greenhouse support docs to confirm contractual and technical obligations.

Common questions hiring teams ask

Who should consider this integration? Primary beneficiaries are sourcers and high-volume technical hiring teams that need advanced search filters and built-in outreach to increase candidate touchpoints. Recruiting agencies and distributed teams conducting remote skills evaluations also gain efficiency with assessments plus proctoring. If your workflow relies on Greenhouse as the single source of truth for hiring decisions, syncing sourced candidates and assessment results preserves process integrity and speeds up time-to-hire.

Key metrics to track post-integration

Practical workflows (examples)

• Enterprise technical hire Sourcer finds candidates with advanced filters, sends an InMail from EasySource, invites to a timed coding assessment with proctoring; results import to Greenhouse and trigger a recruiter phone screen.
• High-volume campus hires Recruiter runs bulk assessments through EasySource, uses AI-scored results to shortlist candidates, and imports top performers into Greenhouse for scheduling.
• Agency sourcing Agency uses EasySource to send tailored outreach, logs activity in Greenhouse for client visibility, and attaches assessment summaries to submissions.

Limitations and when to avoid relying solely on the integration: AI-scored assessments are strong at identifying relative fit but should not replace structured interviews or reference checks. Video and behavioral analysis are useful signals but can produce false positives in edge cases, so combine them with human review. Also, if your organization requires multiple language support or complex custom fields unavailable in EasySource, verify compatibility first. Finally, check local data protection laws for proctoring and video storage rules before scaling assessments internationally.

Troubleshooting checklist for common issues

• Candidate not appearing in Greenhouse Verify API keys, check mapping rules, and confirm deduplication settings are not blocking the import.
• Assessment results not syncing Confirm the assessment type is configured for auto-sync and check that the candidate identifiers match between systems.
• Outreach logs missing Ensure outreach was sent from EasySource (not native LinkedIn) and that logging permissions were granted during integration setup.
• Privacy or consent complaints Review candidate consent records, disable proctoring for affected candidates, and update the candidate-facing disclosure text.

Bottom line: the EasySource–Greenhouse integration consolidates sourcing, outreach, and assessment into an ATS-centric hiring flow that reduces manual work and improves early qualification. When implemented with clear mapping, pilot testing, and privacy controls, it can shorten time-to-hire and improve the quality of candidate shortlists. If you plan to adopt this connector, pair it with tools that automate resume screening and prioritization inside Greenhouse to fully realize the efficiency gains from richer candidate data.