ERIN and Greenhouse Integration Guide: Automate Referral Capture, Candidate Sync, and Campaign Reporting

ERIN’s integration with Greenhouse connects a high-engagement employee referral and internal mobility platform directly to your ATS, automating referral intake, candidate creation, and status updates so recruiting teams don’t change their workflow. This article explains exactly what the integration does, which teams and company sizes gain the most value, and the operational and measurable benefits you should expect after implementation. You’ll get a clear data-flow map, a practical implementation checklist, security considerations, example ROI calculations, and deployment best practices to ensure referral volume translates into high-quality, hire-ready candidates inside Greenhouse.

What ERIN does in brief: ERIN captures referrals via mobile and web, tracks bonus and campaign progress, and surfaces internal mobility matches — then pushes candidate records, referral tags, and status updates into Greenhouse automatically. The integration keeps sourcing and referral administration centralized while preserving recruiting teams’ existing ATS workflows.

Key capabilities of the ERIN–Greenhouse integration

• Automated candidate creation When an employee submits a referral in ERIN, a candidate profile is created in Greenhouse with referral metadata (referrer, bonus eligibility, campaign source) so recruiters can view and act on referrals the same way they handle other applicants.
• Status sync and event updates Candidate status changes in Greenhouse (e.g., interview scheduled, offer extended) are reflected back in ERIN so referrers can track progress and bonuses without manual updates.
• Internal mobility matching ERIN’s internal mobility signals can suggest internal candidates for open roles; when a match is accepted it can trigger a candidate record or an internal application in Greenhouse.
• Campaign and gamification data Campaign activity, points, and prize wins recorded in ERIN map to referral sources in Greenhouse, helping talent acquisition measure which programs drive hires.
• Configurable field mapping Admins can map ERIN fields to Greenhouse custom fields (e.g., referral type, tracking codes, bonus tiers) to preserve reporting and payroll reconciliation.

Feature mapping: ERIN features to Greenhouse elements

How the integration works (technical flow): ERIN uses API connections and configurable webhooks to push referral data into Greenhouse. Typical steps include referral capture in ERIN, a validation and deduplication check, creation of a candidate record or application in Greenhouse, and routine status update webhooks back to ERIN. Field mapping and permission scoping happen during setup so the integration respects your Greenhouse configuration and user roles.

Who should consider the ERIN–Greenhouse integration

• Companies scaling hires rapidly (100–10,000+) High-referral volume needs automation to avoid recruiter overload and maintain accurate referral crediting.
• TA teams that rely on employee channels If a large portion of your candidate flow comes from employee referrals, automating the handoff reduces data entry and speed-to-interview.
• Organizations focused on internal mobility Companies that promote internally can centralize mobility matches and application tracking through Greenhouse with ERIN feeding internal candidate signals.
• HR operations and payroll teams Teams that need reliable bonus tracking and audit trails will benefit from synchronized metadata between ERIN and Greenhouse.

Implementation steps and realistic timeline: a typical rollout includes planning and mapping (1–2 weeks), API and webhook configuration (1 week), sandbox testing with sample referrals (1–2 weeks), stakeholder training for TA and HRBP teams (2–3 days), and a phased production launch with monitoring (1–2 weeks). Larger enterprises with custom workflows may require additional time for field mapping and compliance reviews.

Metrics to measure after integration

Security and compliance considerations: review the scope of scopes and tokens issued to ERIN in Greenhouse, restrict access to only necessary permissions (candidate creation, status updates), and ensure data retention policies align across systems. Confirm how personally identifiable information (PII) is stored and whether ERIN or Greenhouse is the system of record for candidate data in your HRIS and audit logs.

Best practices to maximize adoption and data quality

• Standardize field mappings up front Agree on source codes, campaign tags, and bonus fields before go-live to avoid mismatched reports later.
• Run a pilot with a single business unit Validate data flow and referrer notifications in a controlled environment and collect feedback before company-wide rollout.
• Automate deduplication rules Implement dedupe checks to prevent multiple candidate profiles for the same person and confusing credit assignments.
• Communicate expected timelines to referrers Set clear SLAs for when referrers will see status updates and bonus eligibility to reduce inbound questions to recruiters.
• Include HR/payroll in acceptance testing Ensure bonus and campaign payout calculations are validated with payroll systems to avoid reconciliation issues.

Common questions about the ERIN–Greenhouse integration

Common issues and how to troubleshoot them: failing webhooks are the most frequent problem—check API keys, scopes, and IP allowlists first. If duplicate candidates appear, review deduplication thresholds and matching rules. Missing referral metadata usually points to field-mapping mismatches; a quick export of test records from both systems helps pinpoint the gap.

Estimating ROI: use your baseline referral hire rate and multiply by ERIN’s reported uplift (client ROI often sees 3–5x more hires from referrals). Example: if an organization hires 20 referral hires per year, a 4x lift targets 80 referral hires. Savings come from reduced cost-per-hire, faster time-to-fill, and lower sourcing spend—quantify by combining average sourcing cost saved per hire with the increased hires to model annual savings.

Pre-launch checklist

• API credentials and scope review Confirm Greenhouse API keys, webhook endpoints, and permission scopes with your security team.
• Field mapping sign-off Document and approve mappings for referral source, campaign codes, bonus tiers, and internal mobility flags.
• Pilot group selection Choose a business unit or set of roles for the initial rollout to minimize risk and gather actionable feedback.
• Training and communication plan Prepare materials for recruiters, referrers, HR, and payroll so all stakeholders know how to interact with the integrated flow.
• Monitoring and rollback plan Define how you will monitor webhook errors, data quality, and what steps to take if you need to temporarily disable the integration.